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habiskan total anggaran Rp602.500.000 yang digu na kan untuk mengadakan pelatihan sebanyak 53 kali, yang terdiri dari pelatihan manajerial, pelatihan/workshop teknis, dan seminar.
Rincian dari kegiatan-kegiatan tersebut adalah sebagai berikut:
of employees, minimum D3, but most of the new employees of the Company are those with a degree
level education background Strata-1 (S1). In line with the increase in terms of quantity,
the Company also has a great attention to the
quality aspects of Human Resources (HR). The company is committed to optimizing perfor- mance through increased employee competence sustained competence soft and hard aspects of competence. for it, the company organized a series
of training programs and the development of
both technical and managerial.
In 2013, in line with the requirements, the Com
pany prioritizes technical training to support
the operational side Wika Realty. The train
ing program is conducted both in - house training or through a third party. The compa
ny also optimizes existence of Wikasatrian,
Wikapratama and Training Center as an in stitution owned by Wika Holding , in favor of
an increase in employee competence. In ad dition, the Company also provides elearning, elibrary and innovation hours as knowledge
management center. Sejalan dengan peningkatan dari segi kuan
titas, Perseroan pun memiliki perhatian besar terhadap aspek kualitas Sumber Daya Manusia (SDM). Perusahaan memiliki komit men untuk mengoptimalkan kinerja melalui peningkatan kompetensi pegawai secara berkelanjutan baik aspek soft competence maupun hard competence. Untuk itu, perusaha an menyelenggarakan serangkaian program pelatihan dan pengembangan baik itu teknis maupun manajerial.
Di tahun 2013, sejalan dengan kebutuhan, Perseroan mengutamakan pelatihan yang ber sifat teknis untuk mendukung sisi operasio nal Wika Realty. Program pelatihan ini dilak sanakan baik secara inhouse training maupun melalui pihak ketiga. Perusahaan juga meng optimalkan keberadaan Wikapratama maupun Wikasatrian sebagai lem baga training center yang dimiliki oleh Wika Holding, dalam mendu kung peningkatan kompetensi pegawai. Selain itu, Perusahaan juga menyediakan fasilitas elearning, elibrary dan innovation jam sebagai pusat knowledge mana gement.
NO TYPE JUMLAH TOTAL
MODUL PESERTA
1. Manajerial Managerial 7 146
2. Teknis Technical 38 312
3. Seminar Seminars 8 16
NO PELATIHAN MULAI SELESAI JUMLAH
PESERTA
1 BASIC TRAINING ASIAWORKS 6 MAR’13 10 MAR‘13 2 2 RISK MANAGEMENT BATCH 1 25 MAR’13 25 MAR‘13 58 3 RISK MANAGEMENT BATCH 2 30 APR’13 30 APR’13 12 4 RISK MANAGEMENT BATCH 3 2 MEI’13 2 APR’13 12
5 ADVANCE LEADERSHIP PROGRAM LEVEL MANAGER PROYEK 8 APR’13 11 APR’13 3
6 MANAJEMEN SUPERVISI 22 APR’13 24 APR’13 10 7 WORKSHOP ISO 9001 : 2008 BATCH 1 28 FEB’13 1 MAR’13 31 8 WORKSHOP ISO 9001 : 2008 BATCH 2 14 MAR’13 15 MAR’13 32 9 WORKSHOP ISO 9001 : 2008 BATCH 3 4 APR’13 5 APR’13 32 10 WORKSHOP ISO 9001 : 2008 BATCH 4 11 APR’13 12 APR’13 31 11 PROBLEM SOLVING & DECISION MAKING 4 JUN’13 5 JUN‘13 8
12 SATRIA PRATAMA 17 JUN’13 20 JUN‘13 1
13 PENGENALAN PERILAKU BERDASARKAN MBTI DAN TEAM BUILDING 13 JUN’13 15 JUN‘13 40
14 SEMINAR PERTANAHAN 13 FEB’13 13 FEB‘13 2 15 ISO USER CLUB (FACTORY VISIT INDOCEMENT) 21 FEB’13 21 FEB’13 2 16 SEMINAR NASIONAL INTERNAL AUDIT 13 MAR’13 14 MAR 13 1 17 PEMBINAAN ZERO ACCIDENT 10 APR’13 10 APR‘13 2
SUMBER DAYA MANUSIA
Human Capital
Throughout the year 2013, Wika Realty spent a total budget of 602.5 million were used for
training as much as 53 times, which is com
posed of managerial training, training/techni
cal workshops, and seminars.
Details of these activities are as follows:
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NO PELATIHAN MULAI SELESAI PESERTAJUMLAH
18 PEMBINAAN SMK3 26 JUN’13 26 JUN‘13 4
19 LEADERSHIP BREAKTHROUGH 27 JUN’13 27 JUN’13 2 20 KONFERENSI NASIONAL PROFESIONAL MANAJEMEN RISIKO 12 DES’13 13 DES’13 2 21 EVALUASI AR & TRAINING BUMS/BUMN DAN BUMD MENYUSUN ANNUAL REPORT 2013 18 DES’13 18 DES’13 1 22 PELATIHAN P3K SERTIFIKASI KEMENAKERTRANS 9 JAN’13 11 JAN’13 2 23 CERTIFIED ETHICAL HACKING 7 JAN’13 11 JAN’13 1 24 PEMBESIAN BATCH 1 13 FEB’13 15 FEB’13 2 25 PEMBESIAN BATCH 2 8 APR’13 10 APR’13 5 26 DISASTER RECOVERY 18 FEB’13 22 FEB’13 1 27 FINISHING BASAH 26 FEB’13 28 FEB’13 1 28 DRYWALL & CEILING WORKS 20 MAR’13 22 MAR’13 4
29 FINON 20 MAR’13 21 MAR’13 4
30 FAÇADE & CURTAIN WALL 15 APR’13 17 APR’13 3 31 BEKISTING BATCH 1 22 APR’13 24 APR’13 4 32 BEKISTING BATCH 2 25 JUN’13 27 JUN ’13 2 33 AHLI MUDA K3 KONSTRUKSI 22 APR’13 26 APR’13 1 34 TIME SCHEDULING 23 APR’13 25 APR’13 1 35 STUDI KELAYAKAN PROPERTY 23 APR’13 25 APR’13 1
36 PEMBETONAN 6 MEI’13 7 MEI’13 1
37 PENGADAAN 21 MEI’13 23 MEI’13 4
38 EXPANDED DISC PROFILE 30 MEI ’13 30 MEI’13 1 39 REVIEW PRODUK LANDED HOUSE 13 JUN ’13 14 JUN’13 41 40 ADMINISTRASI KONTRAK 17 JUN ’13 18 JUN’13 5
41 AUDITOR SMK3 27 MEI ’13 29 MEI’13 1
42 PLUMBING 18 JUN ’13 20 JUN ’13 1
43 IFCA 26 AGS’13 30 AGS’13 43
44 ARBITRASE 18 SEP’13 20 SEP’13 1
45 HAZOP 18 SEP’13 19 SEP’13 1
46 STRATEGIC IT PLANNING 25 SEP’13 27 SEP’13 2 47 CERTIFIED PROPERTY PROFESSIONAL 8 OKT’13 10 OKT’13 23 48 STRATEGIC CONTRACT CONSTRUCTION MANAGEMENT 16 OKT’13 17 OKT’13 2 49 INTERNAL AUDIT ISO 9001:2008 27 NOV’13 28 NOV’13 20 50 CONSTRUCTION CONTRACT MANAGEMENT 21 NOV’13 22 NOV’13 2 51 WORKSHOP EARTH WORK 19 NOV’13 22 NOV’13 2 52 WORKSHOP PERHITUNGAN & PENGISIAN SPT
PPH PASAL 21 4 DES’13 4 DES’13 2
53 SHORT COURSE STRATEGI PENGEMBANGAN
DAN MANAJEMEN HOTEL BUDGET 19 DES’13 19 DES’13 2
Di samping itu, Perseroan memiliki sejumlah kiat untuk menghadapi tantangan pengembangan sumber daya manusia, yakni:
1. Kerjasama dengan beberapa lembaga pendi dikan tinggi / universitas terkemuka untuk
mendapatkan lulusan terbaik, untuk dikem bangkan menjadi sumber daya manusia yang handal (jobfair, career day, road to campus). 2. Dalam rangka memastikan pengembangan
sumber daya manusia yang selaras dengan kebutuhan atas pertumbuhan industri peru mahan/pemukiman dan properti, Perseroan bekerjasama dengan lembagalembaga pe la tihan di bidang perumahan dan properti. 3. Dalam rangka efektiitas pengelolaan SDM,
perusahaan terus mengembangkan Sistem Informasi SDM yang berbasis online, guna mempercepat dan mempermudah peman faatan informasi yang dibutuhkan perseroan. 4. Memastikan ketersediaan sumber daya
manusia yang profesional dengan menjalin ker ja sama dengan beberapa lembaga out sourcing maupun dengan sekolahsekolah kejuruan yang dapat mendukung pekerjaan teknis keterampilan.
5. Memastikan kesesuaian kompetensi sumber daya manusia dengan kebutuhan Perseroan dengan mengembangkan modulmodul pela tihan secara internal. Perseroan juga menye lenggarakan pelatihan teknis dengan format workshop maupun lokakarya, agar materi pelatihan dapat segera diaplikasikan oleh peserta di bidang pekerjaan masingmasing. Dalam Rangka pengharkatan pegawai, Perusahaan menyelenggarakan programprogram reward atau insentif seperti Partnering for Performance, Great Deal, Jasa Produksi, serta mekanisme Reward & Punishment akan terus dikembangkan untuk mendorong motivasi pe gawai dan Engage ment Level. Prinsip “The Right Man, The Right Place and The Right Time“ dalam penempatan pegawai merupakan pola penyegaran dan pengembangan wawasan tugas yang berujung kepada peningkatan kompetensi pegawai.
In addition, the Company has a number of
tips to face the challenge of human resources development, namely :
1. Cooperating with some Higher Education Insti- tutions/Universities leading to get the best
graduates to be developed into a reliable human
resource (jobfair, career day, road to campus).
2. In order to ensure the development of human re
sources in tune with the needs of the growth in the housing industry/settlement and the Prop
erty, the Company in cooperation with training institutions in the ield of housing and property. 3. In order to effective management of human re
sources, the company continues to develop the Human Resource Information System-based online, in order to accelerate and facilitate the use of the information needed by the company. 4. Ensuring the availability of human resources
professionals by working with several agen
cies to outsource or vocational schools that can support the technical work skills.
5. Ensuring compliance with the competency of human resources needs of the Company to de
velop training modules internally. The company also organizes technical training workshops
and workshop format, so that the training
material can be immediately applied by the participants in their respective ields of work.
In Order for employees’ dignity, on the Com
pany organizes programs such as rewards or incentives Partnering for Performance, Great Deal, Production Services, as well as Reward & Punishment mechanisms will be developed to
push theri motivation and Engagement Level.
The principle of “The Right Man, The Right Place and The Right Time” in the stafing patterns of
refreshment and an insight into the develop
ment of tasks that lead to increased employee competence.
Green Tamansari Surabaya
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