Currently, the Industrial Revolution 4.0 has had a major impact on industry players, which were originally run manually, then turned into all-digital. This phenomenon is certainly very indulgent for consumers because it can be accessed anywhere and anytime quickly, easily and cheaply, but on the other hand, this causes industrial players who do not keep up with the times to be left behind by other industry players who are starting to switch to trade. on line. The affected industries include transportation, food, lodging, health, and so on industries. Not only that, the financial services sector (SJK) is an industry that has very strict regulations locally and globally has also been affected, including changes in business models and required competencies. To meet the needs of its customers, FSS is required to continue to innovate following technological and business developments. Coupled with the presence of new players in the FSS such as big tech that has penetrated the financial sector (technology financial / techfin) and several SJKs that have made breakthroughs in their business systems (financial technology/fintech) and the Covid 19 pandemic, the FSS needs to immediately digitally transform their business model.

In the context of adjusting to the new business model, of course, the preparation of competent human resources is one of the main keys. According to the McKinsey Global Institute (2018), business digital changes will also have a gradual impact on the skills needed from talent. Programming language skills and mastery of advanced information technology such as Cybersecurity, Cloud Computing, Big Data Analytics, Artificial Intelligence, and Digital Business are the main skills needed in the future. In addition, social and emotional skills including entrepreneurship, initiative-taking, and leadership as well as high cognitive abilities such as creativity and complex information processing also need to prepare strategies to deal with this shifting skill, including increasing the ability of these digital talents, competition between companies to get candidates. even the best gets very tight.

Digital talent itself is defined as human resources (HR) with the ability to master digital technology. A study conducted by Microsoft with IDC in 2018 said that digital talent is one of the important keys to digital transformation. A February 2018 study by Microsoft and IDC also showed that 93 percent of jobs in the next three years will be digitally transformed. It is estimated that 68 percent of jobs will be transferred to new positions that require retraining to be ready for digital transformation. IDC's research findings state that the core technologies that will drive digital transformation and require digital talent are Artificial Intelligence (AI) and cloud computing. The two core technologies also encourage the growth of the digital economy in Indonesia.

Seeing the importance of the role of HR in supporting the digital business of the Financial Services Sector (SJK), OJK as the regulator needs to hold a webinar related to digital talent development strategies in order to provide broad understanding and insight for stakeholders in FSS.

1. Provide an overview of the challenges and opportunities for the banking sector in preparing human resources for the digitalization of the FSS.
2. Provide an overview of the digital talent competition map in the international arena.
3. Provide an understanding of HR development strategies in Indonesia in developing digital talent.