Human Resources Concept
9. Career and Succession Plan
Berkembangnya karir menjadi harapan bagi karyawan yang telah bekerja di PT KIEC. Dua aspek yang menjadi dasar penting bagi pengembangan karir karyawan di perusahaan yakni kebutuhan perusahaan (top down) dan karyawan itu sendiri (bottom up). Oleh karena itu, Divisi SDM & Umum PT KIEC menerapkan jalur karir (career path) berupa pengelompokan jabatan sesuai dengan kemiripan kompetensi yang dipersyaratkannya yakni plan, services, finance, and business untuk mengembangkan karir karyawan sesuai dengan kebutuhan perusahaan. Dari sisi karyawan, perusahaan juga memetakan kebutuhan karirnya melalui asesmen karir dengan alat ukur yang valid dan reliabel. Asesmen karir tersebut diperkuat dengan adanya profile matching yang mencocokkan antara profil kompetensi individu dengan profil jabatan.
Lebih jauh, asesmen karyawan baik asesmen potensi dasar maupun manajerial juga dilakukan untuk menyusun program pengembangan yang tepat sasaran. Pengembangan karir untuk para kandidat potensial (talent) juga diarahkan agar para talent siap menjadi pemimpin PT KIEC di masa depan. Hasil pemetaan kompetensi dan asesmen tersebut kemudian diintegrasikan dalam program talent management yang memetakan karyawan sesuai dengan kompetensi dan performa kerjanya sehingga karyawan mendapatkan treatment yang tepat.
Human Resources Concept
8. Learning Management
PT KIEC strives to be a learning organization that facilitates and supports the learning process of employees. Efforts to improve the competencies of employees through training is done consistently ranging from the analysis of training needs, preparation of annual training programs, the realization of the program, up to evaluation. Training Evaluation is consistently run to determine the effectiveness of the training as shown by the results on the job. This effort is also supported by the sharing of knowledge in a specially programmed knowledge management. Information technology-based system called KM KIEC (KOMIC) has been implemented as a medium for employees to share every time. In addition, increased knowledge
and insights of employees is also supported by the library and e-learning. All these strategies aim to save time and costs used to develop the knowledge and skills of employees, improve asset knowledge and
skills to be one source of employee development, and facilitate adaptation in the face of changing business and corporate strategy. Implementation of this KOMIC has also shown to encourage the creation of innovation / improvement that help increase employee productivity. To increase the participation of employees in the use of KOMIC, every activity of the employees will be rewarded with credit points which can be redeemed on certain period for financial and non- financial rewards.
9. Career and succession plan
Career development is the goal for employees who have worked at PT KIEC. Two important aspects that form the basis for career development of employees are companies needs (top down) and the employees needs (bottom-up). Therefore, PT KIEC’s Division of Human Resources & General Services implement career paths and grouping according to similarity of position competencies such as the plan, services, finance, and business to develop the careers of employees in accordance with company requirements. In terms of employees, Company also charted employees career through a valid and reliable career assessment tool. Career assessment is reinforced by the profile matching; it matches between an individual’s competency profile with profile positions.
Furthermore, assessment of potential employees both basic and managerial assessment was also carried out to develop targeted development programs. Career development for the potential candidates (talent) is also directed such that the talent is ready to become the leader of the PT KIEC in the future. Competency mapping and assessment results are then integrated in the talent management program that maps the employee in accordance with the competence and performance of work so that employees gets the suitable treatment.
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Human Capital Management Programs approach on human capital cannot be optimized without the use of information technology system. PT KIEC has optimized the use of the system of human resource management applications based on information technology, the Human Capital
Information System (HCIS). This system is one part of the Human Resource Infrastructure simplifying database management and employee information as well as employee development strategies. The system covers modules such as organization management, recruitment, administration of human capital, human capital development, travel management, time management, benefits administration, payroll, and system administration. Through these modules, the performance of the Division of Human Resources & General Services as a Company’s strategic partner is controlled and optimized.
Program-program pengembangan modal insani berbasis pendekatan Human Capital Management yang di atas tentunya tidak dapat dioptimalkan tanpa adanya sistem teknologi informasi. PT KIEC telah mengoptimalkan penggunaan sistem aplikasi pengelolaan sumber daya manusia berbasis teknologi informasi, yaitu Human Capital Information System (HCIS). Sistem ini merupakan salah satu bagian dari Human Resource Infrastructure yang memudahkan proses pengelolaan database dan informasi karyawan serta strategi pengembangan karyawan. Dalam sistem ini tercakup modul antara lain organization management , recruitment, human capital administration, human capital development, travel management, time management, benefit administration, payroll, dan system administration. Melalui modul tersebut, kinerja Divisi SDM & Umum sebagai strategic partner perusahaan lebih terkontrol dan optimal.
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Selalu Mengembangkan Sistem, Produk dan Layanan, Berpikir Kreatif
Work is worship, honesty, clean and responsibility
Inovasi
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Tanggung Jawab Sosial Perusahaan
Corporate Social Responsibility
Keberlanjutan merupakan elemen penting dalam realisasi program CSR, karena aspek keberlanjutan merupakan konsep yang merangkai program community development, dalam konteks pembangunan berkelanjutan, terdapat prasyarat-prasyarat, diantaranya good governance, masyarakat sipil yang sehat, lingkungan yang tidak rusak karena kegiatan-kegiatan ekonomi. Selain itu suasana damai dan adil juga merupakan faktor terciptanya keberlanjutan suatu program.
Kerangka kerja dan mekanisme pengelolaan program yang tidak berbasis pada kepentingan masyarakat menyebabkan program yang diciptakan juga tidak mewakili kebutuhan masyarakat, program bersifat elitis dan ditujukan untuk kepentingan perusahaanan serta beberapa kelompok kepentingan. Hal ini menimbulkan kecemburuan dan keengganan masyarakat untuk berpartisipasi. Lebih daripada itu, program CSR menimbulkan penolakan-penolakan terhadap program. Permasalahan utama yang menyebabkan hal ini adalah bahwa program CSR tidak berbasis pada masyarakat, motif perusahaan merealisasi program yang tidak dilandasi pada keinginan melayani masyarakat dan manajemen yang tidak transaparan mengakibatkan realisasi program bersifat eksklusif. Hal ini tidak merangsang munculnya partisipasi.