AMBIZ Regenerating The Possible

Telkom MSIB Batch 2 & 3

June, 2023

How the MSIB Program Can Help Companies to Scout Industry-Ready Talents to Be Their Future Employees

Talent measurement, management, and development are hugely important for the MSIB program. Discover how we help Telkom Indonesia to run their MSIB program and how it helps them to scout industry-ready talents to be their future employees below. 

In 2022 The Merdeka Belajar Kampus Merdeka initiative was a hit among companies and college students. The main reason is the highly beneficial MSIB (Magang dan Studi Independen Bersertifikat) program. This program allows companies to recruit college students to be their interns and students to gain paid internship experience from the available companies. This program is beneficial for companies and college students as it allows companies to scout their future talents in close detail while college students can learn while being paid.

Although the program has been running since 2021, it was not until 2022 that it gained popularity among companies and college students. Telkom Indonesia is one of the companies that participated in this program from the very beginning. In January 2022, Telkom Indonesia Partnership Operation Management (POM) team engaged with our consultant to ask for our help in running their Telkom MSIB Batch 2 program from February to August 2022, followed by Telkom MSIB Batch 3 program from August to December 2022. In both batches, they have managed to recruit 400+ interns coming from 30+ different majors and 110+ different Universities from all over Indonesia.

Here are what we did to help them run the MSIB program:
  1. Creating a 360-performance review system called the MERIT system
  2. Using the MERIT system, we can measure the interns' achievement, behaviour, and technical capabilities during the program. This system allows interns, mentors, and project managers to get objective evaluations from all parties involved in the program. Giving us a holistic view of their development throughout the program.

  3. Organizing checkpoint
  4. Every two weeks, we held a checkpoint to facilitate the interns in reporting their work progress to their project manager, mentor, and peers. In this checkpoint period, they will present their work progress as a team under the same project to their project manager and mentor. Then, their project manager and mentor will give them feedback regarding their work results and inform them about which capacities they can still develop. During this period, the project manager and mentor will also review their performance during the previous two weeks. Other interns were also required to review their peers, mentor, and project managers' performance during the checkpoint. This way, mentors and project managers also can see and develop their weaknesses.

  5. Talent rotation
  6. After every checkpoint, we will announce a leaderboard. The purpose of this leader board is to motivate the interns to perform better during the following two weeks. On the other hand, interns who have a poor performance during the previous two weeks will be rotated into another team or put into the development program. Doing this ensures interns who work on the project are the ones that are making progress in developing their professional skills, and interns with areas of weakness can get the help they need to develop themselves.

  7. Talent development
  8. Previously, we mentioned that talents that need to be developed were put into a development program. In this program, we discovered their weaknesses using the MERIT system. Distinguishing whether an intern needs to be developed in achievement, behaviour, or technical aspects. Furthermore, we gather additional qualitative data from the project managers, mentors, and interns to ensure that what we discover is valid and reliable. After we are 100% sure which area interns need to be developed in, we held an event to facilitate a meeting between the mentor and the interns. During this event, we inform the mentor of their interns’ areas of development and how they can help them improve their capacities. Other than that, we also held a Learning & Social Week.

  9. Learning & Social Week
  10. To facilitate a learning program that also feels like a networking event that allows the participants to take a break from their day-to-day work, we conduct an event called “Learning and Social Week”. This event is a 1-week period where interns can learn directly from their mentors and other professionals to help themselves develop their personal and professional skills. They were also given the task to interview fellow candidates to learn about the things that they have learned, the challenges they face and the skills that they have gained from the program to get a better sense of why the program was designed to be the way it was.

Those approaches we took in running the Telkom Indonesia MSIB internship program ended in two consecutive successful MSIB projects. Furthermore, these approaches also led to the substantial development of mentors' and project managers' capabilities as professionals.

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