Locations of SAP Implementations in 2008
EMPLOYEE TRAINING AND DEVELOPMENT Pertamina Learning Center (PLC)
Pembelajaran dilaksanakan dalam rangka memelihara dan meningkatkan skill pekerja untuk memenuhi tuntutan dan kompetensi jabatan sehingga keberlangsungan bisnis diupayakan tetap terjaga. Di tahun 2008 Perusahaan mulai menggulirkan program yang berfokus pada pengembangan pemimpin masa depan.
Di tahun 2008, rata-rata hari pembelajaran per pekerja adalah 4,84 hari dari total target yang ditetapkan sebesar 4,5 hari per pekerja. Angka tersebut merupakan rekapitulasi dari program-program pembelajaran yang dikoordinasi oleh PLC. Di samping pembelajaran yang dikoordinasikan oleh PLC, masih terdapat beberapa program yang dilaksanakan oleh Fungsi Operasi diluar koordinasi PLC. Program-program tersebut adalah :
1. Program pembelajaran bersifat Training/Workshop/ Pelatihan
a. Program Kepemimpinan
Program pembelajaran dilaksanakan untuk mengembangkan kemampuan manajerial dan kewirausahaan calon pemimpin sehingga dapat memahami bisnis perusahaan dan lingkungan bisnisnya secara lebih komprehensif. Program tersebut terdiri atas Advanced Leadership Program (ALP), Transformational Leadership Engine (TLE), Program Pengembangan Eksekutif Pertamina (PPEP), dan Competence Based Development Program (CBDP).
b. Program Manajerial
Program pembelajaran bersifat wajib untuk meningkatkan kompetensi manajerial para manajer dari lini atas, menengah, dan bawah, terdiri atas Senior Business Management Program (SBMP), Junior Business Management Program (JBMP), Basic
Health
Pertamina provides a comprehensive health service covering promotion, prevention, treatment and rehabilitation. The program is cost-effective, meaning it provides good service at rational cost, and is implemented using a Managed Care System, which has proved able to control health costs while maintaining quality. As well as employees and their families, health facilities are also given to retired employees. The Corporation uses biological monitoring and environmental monitoring through pre-employment, regular and special medical checkups.
EMPLOYEE TRAINING AND DEVELOPMENT Pertamina Learning Center (PLC)
Training is conducted to maintain and develop workers skills to meet job requirements and job competencies to ensure business longetivity. In 2008, The company began to start programs to groom future leaders.
In 2008, today training day per worker was 4.84 days from the targeted 4.5 days per worker. These numbers were the recapitulation of the learning programs coordinated by PLC. Other than PLC coordinated-programs, other programs include:
1. Training/Workshop/Practice based Learning Programs
a. Leadership Program
Learning program is carried out to enhance managerial and entrepreneurship of leader candidates to be able to understand corporation business and other business surroundings more comprehensively. These programs are such as A d va n c e d Le a d e r s h i p P r o g ra m ( A L P ) , Transformational Leadership Engine (TLE), Program Pengembangan Eksekutif Pertamina (PPEP), and Competence Based Development Program (CBDP). b. Managerial Program
Mandatory Learning programs to enhance managerial competence from all managerial level such as: Senior Business Management Program (SBMP), Junior Business Management Program
Business Management Program (BBMP), dan program bersifat training for trainers yakni : program penyegaran pengajar BBMP dan JBMP.
c. Program Teknikal, Spesialis, dan Sertifikasi Program pembelajaran untuk meningkatkan kemampuan di bidang teknis maupun tuntutan jabatan spesialis melalui sertifikasi. Kompetensi yang dibutuhkan dalam pekerjaan tersebut dapat bersifat required (kompetensi wajib dari suatu jabatan) dan elective (kemampuan bersifat umum) dan dapat dilaksanakan baik di dalam maupun luar negeri. Di tahun ini Pertamina menggabungkan pengelolaan Maritime Training Center Pertamina di bawah koordinasi PLC.
d. Program pembelajaran Culture
Program pembelajaran dilaksanakan untuk menginternalisasikan mindset atau budaya baru Pertamina kepada para pekerja.
2. Program Pendidikan Lanjutan (Gelar maupun Non-Gelar) Program pendidikan lanjutan dilaksanakan untuk membangun pondasi keahlian calon pemimpin melalui pembentukan kerangka berpikir akademis. Program Pendidikan ini diselenggarakan bekerjasama dengan Sekolah Tinggi Energi dan Mineral (STEM) Cepu, Perguruan Tinggi Negeri dan Swasta Dalam dan Luar Negeri dengan jenjang pendidikan yang dimulai dari Diploma 1 hingga Diploma 4 (setara Srata1), Strata 2, sampai dengan Strata 3.
Selain program pendidikan berjenjang, dilaksanakan pula program pembelajaran non gelar selama 1-3 bulan yang berfungsi sebagai pemantapan kerja operasional yang dilaksanakan di perusahaan industri bisnis sejenis di dalam dan luar negeri dan bersifat On-The-Job Training.
(JBMP), Basic Business Management Program (BBMP), and training for trainers programs such as teacher refresher of BBMP and JBMP.
c. Technical/Specialist/certification) programs Learning programs to enhance capabilities in technical and specialized areas by means of certification. Competency in the job may be required (basic competence of a role), elective (general), and can be carried out domestic or abroad. This year Pertamina combined Pertamina Maritime Training Center management under the coordination of PLC d. Culture learning program
Learning program to internalize mindset or new Pertamina corporate culture towards the employees
2. Higher education program (degree or non-degree) Higher education programs are carried out to develop leaders candidate specialized skill foundations through the formation of academic mind framework. This type of learning is carried out in partnership with Sekolah Tinggi Energi dan Mineral (STEM) Cepu, Public and private Universities local and abroad for Diploma 1 - Diploma 4 (a level with bachelor level), masters level, and PhD level. Other than structured learning program, 1-3 month non degree learning programs are carried out in similar industry companies domestic and overseas and are on-the-job training classified. These trainings are to enhance operational type of work.
3. Pre employment program for employee candidates Pre-employment program is to discover potential sees from the best universities in Indonesia. These potential employees are recruited through baccalaureate profession guidance (BPS) for baccalaureate level potential candidate, specialized profession guidance (BPA - for potential candidates at Diploma 3 level), and technical officer work guidance (BKJT) which is recruitment field for employee candidates highschool and above
Assessment Center Program
Assessment Center Program is meant to map individual potential characteristics and individual development plan which will subsequently used as employee profile database used to fulfill certain job openings. The profile database is used as selection base on leadership based-programs (program PPEP and TLE), as well as learning programs based on competence development. The result of the assessment was then mapped for potential and competence on a personal level. In 2008, 456 workers Individual Development Plans were created (91%).
3. Program Pendidikan Calon Pekerja
Program pendidikan persiapan untuk mencari bibit potensial dari perguruan tinggi terbaik di Indonesia dengan seleksi ketat. Calon pekerja potensial ini direkrut melalui program Bimbingan Profesi Sarjana (BPS) untuk calon pekerja setara Strata 1, Bimbingan Profesi Ahli (BPA) untuk calon pekerja setara Diploma 3, dan Bimbingan Kerja Juru Teknik (BKJT) yang merupakan rekrutasi bagi calon pekerja lapangan setara SMU ke atas.
Program Assessment Center dan Pemetaan
Program Assesment Center dimaksudkan untuk pemetaan potensi dan kompetensi pekerja secara individu yang selanjutnya digunakan sebagai database profil pekerja serta untuk kebutuhan pengisian jabatan level tertentu. Database profil ini digunakan sebagai dasar seleksi peserta pada program berbasis kepemimpinan (program PPEP dan TLE) dan program pembelajaran berbasis pengembangan kompetensi. Pada tahun 2008 telah dilaksanakan assessment bagi 501 pekerja dengan level L4D keatas (setara asisten manajer). Hasil assessment tersebut kemudian dipetakan potensi dan kompetensinya secara personal. Pada tahun 2008 berhasil dibuat Individual Development Plan sebanyak 456 pekerja atau sebesar 91%.
Realisasi Peserta Pembelajaran Pertamina (Training/Workshop/Seminar) Realization of Pertamina Training/Workshop/Seminar Participants
190 94 14 9 485 127 6 450 400 350 300 250 200 150 100 50 0
Realisasi Peserta Program Pendidikan dan Pre-employment Pertamina Pertamina Learning Program & Pre-employment programs
0
2008 2007
Pre Employment Tugas Belajar Tugas Belajar Tugas Belajar Program Lanjutan D1-D4 Lanjutan S2-S3 Lanjutan Non Gelar
20.000 18.000 16.000 14.000 12.000 10.000 8.000 6.000 4.000 2.000 0
Leadership & Managerial Required & Elective
1.002
COMMITMENT TO WORKPLACE HEALTH & SAFETY AND ENVIRONMENTAL PROTECTION (K3LL)
One aspect of the realization of Pertamina becoming a world class oil and gas company is implementation of a commitment to aspects of workplace health & safety and environmental protection (K3LL), as contained in the following K3LL Policy: 1. Apply environmental and progressive industry development principles and follow existing laws and standards.
2. Prevent and deal with workplace accidents, fires, explosions, work-related illness and environmental damage through education and integration of all aspects of K3LL within technologies and systems from the planing to the post-operational stages.
3. Produce, develop and market innovative products that are safe and environmentally friendly and make them part of the corporation's competitive advantage.
4. Make K3LL aspects part of the corporate culture and a measure of business performance.
5. Create and maintain harmonious relations between the stakeholders around company activities to create a mutually beneficial partnership.
As well as this K3LL policy, a Pertamina Long Term Plan (RJPP) for K3LL until 2012 has been produced with the HSE Excellence targets reflected in Operational Excellence, namely zero incidents, zero claims, zero operational interruptions, adherence to regulations and a good reputation.
Environmental PROPER grading is based on: a. Water waste management
b. Air contaminant management
c. Hazardous and toxic materials management (B3) d. Environmental impact requirements
e. Environmental Management System Application f. Management and Utilization of Resources
g. Community Participation & Relation
Proper achievement for all PERTAMINA activities from 2005/2006 period up to 2007/2008 period can be referred to as below:
KOMITMEN TERHADAP K3LL (KESELAMATAN,