Bankbca adalah salah satu bank yang memiliki aset terbesar ke 3 di indonesia. Contoh interview di bank danamon. Kesamaan pertanyaan interview bank bumn swasta. Tak heran jika banyak para pelamar kerja yang berbondong bondong berburu kerja di perusahaan ini. Soal latihan ini berisi soal psikotes seri deret dan matematika yang sering ditanyakan TesHari Pertama: LGD dan Interview Awal. Hari pertama dimulai dengan pengisian absen dan pemberian nomor yang akan digunakan untuk tes. Kemudian, Bank Danamon akan memberikan presentasi mengenai program ini. Dimulai dari gambaran bank secara umum, kondisi ekonomi Indonesia, tahapan tes, tahapan development selama 1 tahun, dll. LowonganKerja Bank Danamon - PT Bank Danamon Indonesia Tbk. adalah salah satu bank terkemuka di Indonesia yang berdiri sejak 1956.Bank Danamon didukung oleh 862 jaringan kantor cabang konvensional, unit Syariah dan kantor cabang anak perusahaannya serta lebih dari 60.000 jaringan ATM Danamon, ATM Bersama, PRIMA dan ALTO yang tersebar di 34 provinsi. Melissais a fresh graduate from Universitas Padjadjaran Bandung, majoring in Economics Science. During the Uni year, She has actively joined an internship, project, competition, and organization BillPay. Log in to. Schedule an appointment. Log in to. Order Checks. Log in to. Go paperless. Log in to. Activate a card. Tentang Experienced Reconciliation Specialist with a demonstrated history of working in the banking industry. Skilled in Taxations, Data Analysis, Accounting, Microsoft Office, and Adobe Photoshop. Strong finance professional with a Bachelor of Economics focused in Accounting from Universitas Kristen Maranatha Bandung. Sepertisaja Bank BCA, Bank BNI, Bank BRI, Bank Mandiri, Bank DANAMON, Bank CMB, Bank PERMATA, dan beberapa bank lainnya lagi. Pihak NAGA67 juga ada menyediakan slot deposit pulsa dan beberapa epayment lainnya seperti dana, gopay, ovo, linkaja, doku, dan beberapa lainnya lagi. Dengan beberapa bank dan beberapa epayment tersebut tentu akan dapat ko91MC. Merupakan salah satu program percepatan karir di Bank Danamon bernama Danamon Development Progam atau yang sering disebut DDP. Setiap perusahaan selalu memiliki program ini untuk berkembang dengan cepat seperti MT ataupun MDP. Kali ini tipskerja akan membahas tentang pengalaman tes dan tahapan seperti apa di MT Danamon Development Progam DDP saat ini. Untuk MT di Danamon ini nantinya kamu akan langsung sesuai dengan divisi yang akan kamu tempati. Jadi MT di Danamon ini tidak menyeluruh kesemua management perusahaan melainkan sudah sesuai dengan divisinya. Berikut tahapan seleksi yang akan kamu jalani Baca Juga >>>Tips Untuk Fresh Graduate>>Tips Untuk Lolos FGD>>Hal yang pantang kamu lakukan saat wawancara>>Daftar Pertanyaan Saat Wawancara Kerja Dan Jawabannya<< wajib jawab ketemu orang, jangan abu-abu "Kamu suka kerja pake target?" Jawab suka, karena ... -> wajib jawab suka, jangan abu-abu Kedua jawaban ini saya dapatkan setelah saya berkali-kali interview ke bank. Saya tanpa sengaja mendapatkan jawabannya, ketika interviewer dari salah satu bank "keceplosan". Jawaban ini saya dapatkan saat interviewer memberi saya kesempatan untuk bertanya. Saya tidak begitu ingat isi dari "keceplosannya" interviewer tersebut. Tapi intinya, bank ingin merekrut sales. Sharing untuk DBT sampai di sini, karena saya belum mendapatkan kesempatan untuk mengikuti tahap seanjutnya. Semoga tulisan ini bisa membantu teman-teman untuk memersiapkan diri. Bila teman-teman lolos tahap ini, saya mengucapkan selamat! Teman-teman akan menjalani pelatihan selama 1 tahun dan saya yakin, pengetahuan perbankan teman-teman akan meningkat drastis. A critical priority A digital- and future-ready workforce. As economies around the world become increasingly digital, one the most critical issues faced by organizations is to build a workforce that will meet future business objectives. This is no different in the financial services industry. To meet the demands of digitally savvy consumers, many Indonesian banks have incorporated digital initiatives as part of their corporate as opposed to IT-only strategy. A 2018 report by PwC indicated that 66% of survey respondents – from Bank Pembangunan Daerah BPD, joint venture banks, local banks, state-owned banks and Syariah banks – have developed their digital strategy as part of their business strategy. Evidently, banks need workers with more digital-ready skillsets as they digitize. But with virtual banking heightening competition, are financial institutions doing enough to identify and develop digitally competent workforces? A McKinsey’s study has shown that Indonesian consumers are very open to digital banking. Compared to other Emerging Asian markets, Indonesian banking customers is the second-most enthusiastic adopters of digital banking, only after Myanmar. Fifty-five percent of non-digital customers said they were likely to use digital banking in the next six months. Will traditional banks sufficiently ready their workforces to capture a slice of this pie? Or will the purely digital players win? One thing is clear. As digital technologies continue to fundamentally change the shape of competition and alter the way consumers live, work and play – all while workforce demographics continue to shift – financial institutions need to transform how they engage with and ready their workforces to optimize today and create a thriving tomorrow. No. 1 HR Capability Data-Driven Decisions The question is how. Across the world and in Asia, business and HR leaders agree that data-driven decisions is the number one HR capability required to drive the future of businesses. Companies that want to succeed need to focus on harnessing the talents of the workforce. But without insights from big data and advanced analytics, workforce decision making is often based on a manager’s experience and intuition. This is valuable in the absence of big data insights. But combined, experience and insights will transform HR scenarios. Hiring and reward will appear reasonable and fair. Managers will capture coaching opportunities and deliver them during critical times needed. Skill gaps will be accurately predicted and filled. And career paths will align the talent’s ambitions. Without data-driven HR and talent management, the impact to business performance can be severe. According to McKinsey, the relationship between the quality of talent and business performance is dramatic. In highly complex jobs such as information- and interaction-intensive work of managers or bankers, a study found that superior talent is 800% more productive. That’s a lot to be missing out if the workforce is under-optimized! Moreover, as automation increases in our evermore digital world, fewer employees would be in the value chain accomplishing tasks which are important and cannot be automated. This makes the performance of each employee more significant to overall business success. In such a landscape, financial institutions simply cannot afford to be eight times behind their competitors. Leading Banks at the Forefront of HR Transformation Fortunately, leading banks in Indonesia understand this compelling need. Bank Danamon Turning to Cloud to Generate New Value Bank Danamon is one of them. For the bank, the biggest challenge in the industry is how it can serve customers better than others. Knowing that their people play pivotal roles in how the bank serves customers and compete, Bank Danamon has turned to technological innovations to digitally enable its 12,000 employees who are based mostly in Java, Sumatra and Kalimantan. Why Cloud? No Hardware Investment, Real-Time Learning, Collaboration Anywhere The bank has taken the leap to integrate all functions in HR digitally on the cloud – as opposed to doing so in a piecemeal fashion. Why cloud? A significant business benefit is the savings from not having to invest on hardware. The added flexibility for Bank Danamon to adopt specific business processes into the system is also an advantage. But what is critical to the decision is the agility it gives employees and Bank Danamon. From recruitment to onboarding, learning and development to talent management as well as anything related to the management of HR, having the entire suite of HR tools on the cloud has allowed Bank Danamon to radically simplify HRM and work for all employees. Employees can gain access to business-critical knowledge in real-time. Teams can collaborate anywhere, anytime. Reaping Benefits Quickly The implementation has allowed the bank to refocus employees who used to manage HR administrative tasks to a more strategic work scope. As Mr. Heriyanto Agung Putra, Director of Human Capital of Bank Danamon puts it, “SAP SuccessFactors supports [our employees] to make their work easier. The managers can manage their people easier and in real-time online… [They] can see the profile of their subordinates, so they know how to develop and when to coach their subordinates.” He also highlights the importance of empowering employees so they can better serve customers in today’s competitive environment. For example, with digital learning and development, employees can quickly and easily access knowledge to serve customers better. He remarks, “Our employees are using digital to make it easier for customers. Customers can [transact with the bank] anywhere, anytime.” Becoming Future-Proof Mr. Putra notes the importance for Bank Danamon to catch up with the future of work as the younger generation such as millennials is growing and dominating their workforce. How aptly put as this is not only true for Bank Danamon or Indonesia, but across industries and around the world. HR Transformation in Banks The Time Is Now For banks thinking about HR transformation, the time is now. Drivers like what Mr. Putra highlighted and more is spurring HR digital transformations in banks and other financial institutions worldwide. Including HSBC, an example worth mentioning as the bank is driving a largest-in-history, global HR transformation project – involving 275,000 employees and contractors across 65 countries! To stay relevant to the digital consumer, attract and retain superior talent that drives business results and build a workforce that will meet future business objectives, HR transformation is no longer a luxury but a need right now. While it may be intimidating, the plus is that banks don’t have to go at it alone. Today, many experienced partners have the expertise and are armed with best practices to help financial institutions cut risk and boost returns. For banks contemplating a large-scale transformation, Mr. Alex Lowen, Group General Manager and Head of Group Performance, Reward, People Analytics and HR Transformation of HSBC shares useful advice “Be brave. These programs are enormous, they’re very scary as you start them. We had lots of conversations with our management board. We got time with them on a regular basis to talk to them about what we’re doing, why we’re doing it, the risks of doing it, the benefits of doing it, what it means for the future. We had moments where we wobbled, but we kept going and kept talking to them about it. I just think [it’s about] having that confidence, being brave, maintaining the conversation. You’ve got to have sponsorship and leadership in order to drive change this big, I think that’s really important.” Yayan Wirakusumah is an SAP customer solutions manager. More in Human Capital Management Tentang Bank Danamon Bank Danamon adalah bank swasta di Indonesia yang merupakan peleburan dari Bank Kopra cikal bakal Bank Danamon dan 8 Bank Take Over BTO pada masa krisis moneter. Bank yang mengakuisisi Adira Finance ini terus mengeluarkan produk perbankan terbaiknya untuk memenuhi kebutuhan nasabahnya, mulai dari menambah jumlah mesin ATM, membuat aplikasi mobile banking hingga mengeluarkan produk-produk syariah. Yang akan kamu lakukan Danamon Bankers Trainee DBT merupakan program Management Trainee Bank Danamon dimana Kamu, para lulusan baru berbakat akan dipersiapkan menjadi Pemimpin Masa Depan di berbagai bisnis, divisi dan fungsi di dalam Bank. Program ini akan berlangsung selama 12 bulan. Kamu akan menjalani tugas berikut Mengikuti program pendidikan dan pelatihan dengan rajin dan tekun dalam setiap kegiatan; baik dalam fase in-class training, on-the-job training, dan project assignment. Menjalankan segala instruksi terkait program DBT yang diberikan oleh Bank dan PUK yang ditunjuk oleh Bank. Menyelesaikan seluruh tugas dan tanggung jawab yang diberikan dalam pelatihan sesuai dengan standard yang ditetapkan; termasuk deliverables yang harus dicapai dalam fase project assignment. Mengikuti dan menyelesaikan seluruh ujian sesuai dengan standard minimum yang ditetapkan dalam Program DBT. Training, pengembangan diri & rotasi Pada 7 minggu awal, peserta program DBT akan mengikuti pelatihan dasar mengenai potensi diri untuk menjadi leader bisnis. Kegiatan mentoring ini dibimbing langsung oleh profesional bahkan direktur Bank Danamon itu sendiri akan turun tangan untuk menyampaikan materi. Setelah itu, kamu akan melaksakan Leadership Camp di Danamon Corporate University. Kemudian, peserta akan melakukan tour ke kantor pusat dan cabang. Kamu juga akan menjalani on job training dengan dirotasi di berbagai departemen dan divisi untuk mematangkan skill perbankan. Dia akhir program, kamu akan mengerjakan project assignment. Jenjang karir Setelah dinyatakan lulus program Danamon Bankers Trainee, perusahaan akan memberikan jaminan karir yang bagus. Kamu akan langsung diangkat menjadi karyawan di berbagai divisi baik di pusat maupun cabang bahkan kamu juga berkesempatan naik level setingkat asisten manajer. Penempatan ini berdasarkan pencapaian dan kinerja selama program serta penilaian presentasi tugas akhir. Work life balance Selain memperhatikan welfare karyawannya, Bank Danamon juga memiliki tanggung jawab pada worklife balance mereka. Kamu masih bisa menikmati kehidupan pribadi di luar jam kerja. Selain itu, penerapan jam kerja juga sesuai aturan yang berlaku yaitu 8 hingga 10 jam per hari. Meskipun demikian, sebagai peserta DBT yang memiliki jadwal padat, kamu dituntut untuk bekerja cepat bahkan melebihi waktu kerja untuk menyelesaikan project assignment. Kultur kerja Bank Danamon menyediakan fasilitas kerja yang lengkap dan lingkungan yang nyaman untuk menunjang kinerja karyawannya. Sebagai bank swasta yang besar, hubungan kerja antara senior dan jenior cenderung struktural namun sangat suportif, menyenangkan, dan saling bahu membahu untuk berkembang. Tentang kamu Untuk mengikuti program Danamon Bankers Trainee, kamu perlu memenuhi persyaratan berikut Memiliki motivasi tinggi, berorientasi pada hasil, gigih dan tangguh Memiliki kemampuan analisa, komunikasi dan interpersonal yang baik Memiliki kemampuan berbahasa Inggris yang baik. Skor TOEFL / IELTS / TOEIC minimum 500/6/550 Lulusan S1 atau S2 dari universitas ternama baik dalam maupun luar negri IPK minimal 3,25 dari skala 4,00 Usia maksimal untuk lulusan baru S1 – 23 tahun & S2 – 25 tahun Usia maksimal dengan pengalaman kerja max. 2 tahun S1 – 25 tahun & S2 – 27 tahun Cara melamar Kemampuan Bahasa Inggris, Leadership, dan nilai akademik yang bagus sangat dibutuhkan untuk mengikuti program ini. Pastikan kamu memenuhi seluruh persyaratan di atas agar dapat dengan cepat mendapatkan respon dari tim rekrutmen. Untuk mengirim lamaran, kamu hanya perlu klik tombol "Apply on employer site". Kami akan mengarahkan kamu ke halaman website karir Bank Danamon.

interview user di bank danamon