Ervianti Rizqia

1. Capability Development Planning: Design and implement tailored capability development plans to address identified gaps and enhance the overall performance of the business unit,

2. Learning Program Design: Develop learning programs, courses, workshops, and resources to support the acquisition of necessary skills and knowledge within the business unit,

3. Training Needs Analysis: Conduct thorough analyses to determine the specific training and development needs of individuals and teams within the business unit,

4. Stakeholder Engagement: Collaborate with stakeholders across the organization, including HR, managers, and subject matter experts, to ensure buy-in and support for capability development efforts,

5. Continuous Improvement: Identify opportunities for continuous improvement in capability development processes, methods, and tools to enhance effectiveness and efficiency,

6. Data Analysis and Reporting: Analyze data related to capability development activities, tracking progress, and preparing reports to communicate insights and recommendations to key stakeholders,

7. Performance Evaluation: Establish metrics and performance indicators to monitor the effectiveness of capability development initiatives and measure their impact on business unit performance.

1. Curriculum Design: Structuring a comprehensive learning curriculum that aligns with the organization's goals and addresses the identified learning needs,

2. Instructional Design: Applying instructional design principles to ensure that learning materials are effective, accessible, and engaging for the target audience,

3. Content Development: Creating engaging and informative learning materials, such as presentations, manuals, videos, e-learning modules, and interactive simulations,

4. Learning Assessment: Develop assessments and quizzes to evaluate learners' comprehension and retention of the material.

1. Skill Gap Analysis: Determine discrepancies between current skills and required skills for job roles, based on actual business, performance, and competencies issue,

2. Training Needs Assessment: Identify gaps in skills or knowledge within the team or organization,

3. Performance Evaluation: Assess individual or team performance to pinpoint areas for improvement,

4. Learning Effectiveness: Evaluate the effectiveness of training programs to ensure they meet learning objectives,

5. Employee Engagement: Assess levels of employee engagement with learning initiatives to tailor programs accordingly,

6. Succession Planning: Identify potential leaders and talent gaps within the organization to develop future leaders

1. Project Assistance: Support ongoing projects by coordinating tasks, tracking progress, and providing administrative assistance as needed,

2. Administrative Support: Assist tasks such as typing, filing, data entry, and maintaining records,

3. Office Management: Order office supplies, maintaining office equipment, and ensuring the smooth operation of the office,

4. Scheduling: Organize appointments, meetings, and travel arrangements for executives or teams,

5. Managing Correspondence: Handle emails, letters, and other forms of communication, and drafting responses when necessary,

6. Meeting Support: Prepare agendas, taking minutes during meetings, and distributing meeting materials,

7. Documentation: Handle and organize documents, contracts, and other paperwork,

8. Service Support: Provide assistance to clients, visitors, or colleagues who come to the office.

1. Skill Gap Analysis: Determine discrepancies between current skills and required skills for job roles, based on actual business, performance, and competencies issue,

2. Training Needs Assessment: Identify gaps in skills or knowledge within the team or organization,

3. Performance Evaluation: Assess individual or team performance to pinpoint areas for improvement,

4. Learning Effectiveness: Evaluate the effectiveness of training programs to ensure they meet learning objectives,

5. Employee Engagement: Assess levels of employee engagement with learning initiatives to tailor programs accordingly,

6. Succession Planning: Identify potential leaders and talent gaps within the organization to develop future leaders

1. Provisioning & Fault Handling Consumer Product of Telkom Multimedia Division,

2. Monitoring and Analysis: Monitor service performance metrics, analyze data, and identify trends or issues that may impact service quality.

3. Problem Management: Investigate root causes of recurring issues, implement corrective actions, and prevent future occurrences.

4. Service Level Management: Establish and monitor service level agreements (SLAs) to ensure that service delivery meets agreed-upon standards.

5. Change Management: Assess proposed changes to services, evaluate potential impacts, and ensure that changes are implemented smoothly without adverse effects on service quality.

6. Risk Management: Identify risks to service delivery, assessing their potential impact, and developing mitigation strategies to minimize disruptions.

7. Customer Communication: Provide timely and accurate updates to customers or stakeholders regarding service status, incidents, and resolutions.

8. Documentation and Reporting: Maintain detailed records of incidents, changes, and performance metrics, and generating reports for internal use or regulatory compliance.

9. Continuous Improvement: Identify opportunities for process improvements or service enhancements, implementing best practices, and driving efficiency gains.

10. Collaboration: Collaborate with cross-functional teams such as network operations, engineering, and customer support to address service-related issues and improve overall service delivery.