Sebagai perusahaan properti terpercaya, ketersediaan human capital yang unggul, profesional dan kompeten memiliki fungsi strategis dalam menjamin keberlanjutan dan peningkatan daya saing Perusahaan. tiga hal utama yang menjadi fokus Perusahaan sejak beberapa tahun terakhir terkait human capital ini adalah regenerasi, pengembangan dan transfer knowledge. upaya ini tentu saja senantiasa dibarengi dengan pemenuhan kesejahteraan pegawai, program pengembangan termasuk penyelenggaraan pendidikan dan pelatihan. Dalam rangka mendukung penerapan manajemen sumber daya manusia, WIKA Realty senantiasa melakukan upaya sebagai berikut:
1. melakukan review terhadap organisasi saat ini yang sejalan dengan sasaran, strategi dan target yang ditetapkan perusahaan.
2. melakukan rekrutmen dan pemenuhan pegawai sesuai dengan struktur organisasi dalam jangka pendek maupun jangka panjang. 3. melakukan program pengembangan untuk
setiap level organisasi untuk melaksanakan operasional organisasi dalam jangka pendek maupun jangka panjang.
As a prominent property company, availability of excellent, professional and competent Human Capital has strategic function to guarantee the Company’s going concern and competitive advantages improvement. Three main focuses of the Company for the last few years are regeneration, development and knowledge transfer. These initiatives are followed with fulfillment of employees welfare, development program, including education and training program.
To support human capital management implementation, WIKA Realty has implemented following activities:
1. Review current organization to be in line with objective, strategy and target that are stipulated by the Company.
2. Employee recruitment and assignment according to short term and long term organization structure. 3. Development program for every organization level
to carry out operational activity in short term and long term basis.
2016 was a challenging year for WIKA Realty, primarily related with national economic deceleration affecting
slowing property industry growth in Indonesia. In terms of Human Capital management, WIKA Realty
responded to this condition by optimizing and developing capability of existing employees in WIKA Realty.
Sepanjang tahun 2016, WIKA Realty melakukan rekrutmen pegawai sebanyak 18 orang. Angka rekrutmen tersebut menurun sebesar 31% dibandingkan tahun sebelumnya yang sebesar 58 pegawai.
Selain untuk penambahan pegawai baru, rekrutmen yang dilakukan bertujuan untuk melakukan pergantian pegawai yang keluar sepanjang tahun 2016. Adapun total jumlah pegawai yang keluar sepanjang tahun 2016 adalah sebanyak 26 pegawai atau sebesar 7% dari jumlah pegawai. Angka tersebut meningkat sebesar 13% dibandingkan tahun sebelumnya yang hanya sebesar 23 pegawai. Dari angka tersebut 10 orang mengundurkan diri, sedangkan pegawai lainnya keluar karena memasuki usia pensiun dan perjanjian kerja/kontraknya berakhir.
WIKA Realty recruited 18 employees throughout 2016. The recruitment number decreased 31% from 58 employees recruited in previous year.
Besides new employees hiring, the recruitment also aimed to replace resigned employees over 2016. Total resigned employees was 26 employees or 7% employees resigned from total employees. The number increased 13% from 23 resigned employees in previous year. From the figure, 10 employees resigned while remaining entered pension age or end of their working agreement/contract.
Setiap tahunnya, WIKA Realty merencanakan jumlah tenaga kerja dengan mempertimbangkan strategi dan kebijakan pengembangan Perusahaan, jumlah pegawai yang pensiun serta program efisiensi dan integrasi proses bisnis melalui teknologi informasi yang dilakukan Perusahaan. Komposisi pegawai juga mempertimbangkan usulan kebutuhan pegawai dari masing-masing unit kerja.
Guna memenuhi kebutuhan pegawai, Perusahaan merekrut lulusan baru maupun tenaga berpengalaman. Sementara informasi lowongan kerja disebarkan melalui media online, kanal karier situs online Perseroan dan pusat karier di kampus-kampus terkemuka. Proses penerimaan pegawai yang dilakukan secara terbuka ini sesuai dengan prinsip – prinsip GCG (Good Corporate Governance) yang berlaku di Perusahaan.
Di samping pemenuhan secara kuantitatif, Perseroan juga memperhatikan aspek kompetensi pegawai. Sejak awal, calon pegawai yang direkrut harus memenuhi kriteria kompetensi yang dipersyaratkan khususnya untuk tenaga berpengalaman. Selain itu, dalam proses perekrutan Perusahaan tidak memandang unsur SARA, jenis kelamin dan sebagainya melainkan berdasarkan pengalaman dan kompetensi pelamar.
WIKA Realty prepares man power planning annually by considering corporate strategy and development policy, total retired employees as well as efficiency and business process integration program through informationt technology that is applied by the Company. Employee composition also considers man power request from every working unit.
To fulfill employee requirements, the Company also recruits fresh graduate and well-experienced personnels. However, job vacancy is disseminated via online media, carieer channel at the Company’s online website and career center in reputable universities. The employee recruitment process is done transparently according to Good Corporate Governance (GCG) principles prevailed in the Company.
Besides quantitative fulfillment, the Company also considers employee competency aspect. The employee candidate who will be recruited has to meet competency criteria that is required since the beginning. Moreover, the recruitment process also does not discriminate by SARA, gender and others and solely concern experience and competency of the applicants.
Pertumbuhan bisnis yang pesat, perkembangan informasi teknologi dan pengaruhnya terhadap kondisi ekonomi menimbulkan kebutuhan untuk terus beradaptasi dalam lingkup pekerjaan dan pengembangan pegawai. Sebagai antisipasi terhadap hal tersebut, WIKA Realty telah melakukan beberapa inisiasi dalam program pengembangan pegawainya di tahun 2016.
Sederet kebijakan program pengembangan pegawai diarahkan untuk menyediakan sumber daya manusia yang memiliki kompetensi tinggi sesuai strategi bisnis Perseroan. upaya ini juga merupakan inisisasi Perseroan untuk mempersiapkan pegawai agar mampu menyesuaikan diri terhadap perubahan dan tuntutan lingkungan yang berlangsung cepat.
Beberapa program pengembangan pegawai yang rutin dilaksanakan di antaranya orientasi perusahaan dan
Rapid business growth and information technology development with impact to economic condition drives a need to adapt with scope of work and employee development. As anticipatory action towards these conditions, WIKA Realty has executed several initiatives with regards to employee devlopment program done in 2016.
Series of employee development program policy were expected to provide human capital with high competency in accordance with Company’s business strategy. This effort also became initiative of the Company to prepare its personnel to adapt with rapid environmental change and demand nowadays.
Several employee development program that is regularly implemented includes corporate orientation and on the
on the job training bagi pegawai baru dan pelatihan kewirausahaan serta manajemen pengelolaan keuangan pensiun bagi pegawai yang memasuki masa persiapan pensiun (mPP). Sementara program pengembangan lainnya disesuaikan dengan kebutuhan pegawai dan bisnis Perseroan.
Program-program pengembangan lainnya disusun dalam rangka meningkatkan kompetensi pegawai baik secara hard competence maupun soft competence. Program tersebut diselenggarakan baik secara internal melalui in house training, maupun secara eksternal bekerja sama dengan WIKA Pratama dan WIKA Satrian dan penyelenggara public training. Selain itu, perusahaan juga menyelenggarakan sharing session dan studi lanjutan.
Selanjutnya, sebagai sarana pembelajaran bagi pegawai, Perseroan mengembangkan konten knowledge management berbasis online melalui e learning Pt WIKA Realty. Dengan demikian, diharapkan akan dapat memberikan kemudahan kepada para pegawai di seluruh unit kerja dalam menambah wawasan dan meningkatkan kemampuannya.
Selama tahun 2016, WIKA Realty telah mengikutsertakan 566 peserta dalam 71 modul pelatihan. WIKA Realty memberikan kesempatan yang sama bagi segenap pegawai di setiap level/jenjang jabatan untuk mendapatkan program pembelajaran dan pengembangan kompetensi. Selama tahun 2016, WIKA Realty telah melatih sekitar 95% pegawainya, dengan total biaya yang dikeluarkan untuk program pelatihan pegawai adalah sebesar Rp 1,3 milyar.
job training for new employees and entrepreneurship training as well as pension financial management for employees entering pension age (MPP). However, other development programs are based on requirements of the employees and Company’s business.
Other development programs are prepared to develop employee’s competency both hard competenceand soft competence. These programs are implemented as internal program by in house training, and external program in cooperation with WIKA Pratama and WIKA Satrian as well as other public training provider. The Company also organizes sharing session and advance study.
Moreover, as learning channel for employees, the Company also develops online-based knowledge management content via PT WIKA Realty e-learning. Therefore, the program is expected to enable employees in all units to develop their knowledge and competencies.
WIKA Realty has participated 566 participants in 71 programs throughout 2016. WIKA Realty also provides equal opportunity for all employees in every position level/ structure to develop their competencies. In 2016, WIKA Realty had trained 95% of the employees with total budget allocated for employees training achieving Rp1.3 billion.
Lewat sistem pengelolaan kinerja berbasis It, Perseroan turut mendukung suksesi, perencanaan karier serta kesiapan pegawai untuk mengisi posisi-posisi kunci dan mendukung tercapainya target-target pertumbuhan Perseroan di masa yang akan datang. Pada praktiknya, sistem pengelolaan tersebut dapat diakses oleh semua pegawai dalam SIm SDm online.
With IT-based performance management system, the Company contributes in supporting employee succession, career planning as well as readiness to be assigned in key positions and support achievement of the Company in the future. Practically, this management system is accessible for all employees in Online SDM SIM.
As an effort to improve employee’s productivity, the Company has formulated Key Performance Indicators,
target setting, as well as evaluation and monitoring to its realization. The Company periodically performs
evalaution on employee assignment and competency that will be further considered as basis for employee’s
remuneration and development. The employee remuneration will be arranged fairly and transparently in
accordance with prevailing Law.
Dalam rangka membangun human Capital yang unggul, Perseroan memiliki visi, misi dan nilai-nilai sebagai panduan arah perkembangan Perseroan, sebagaimana tercantum dalam Pedoman Sistem manajemen WIKA Realty. Panduan tersebut menuntun segenap insan WIKA Realty agar dapat bersinergi sesuai dengan arah yang telah ditentukan. Nilai-nilai Perseroan, yang dituangkan dalam CIBeRtI – Commitment, Innovation, Balance, excellence, Relationship, team work, Integrity, diinternalisasi oleh masing-masing pegawai menjadi budaya dan panduan perilaku dalam menjalankan fungsinya. Pengenalan dan pemahaman nilai-nilai tersebut telah dimulai sejak awal pegawai bergabung ke Perseroan melalui training CIBeRtI.
Selain nilai-nilai tersebut, Perseroan juga memiliki panduan kriteria pegawai yang disebut 3 (tiga) Pilar
To build excellent Human Capital, the Company has vision, mission and values as direction for the Company’s development, as disclosed in WIKA Realty Management System Manual. The Manual guides every people of WIKA Realty to synergize based on determined direction.
Corporate Values, stated as CIBERTI – Commitment, Innovation, Balance, Excellence, Relationship, Team work, Integrity shall be internalized by each employee to be his/ her culture and behavioral guide in performing his/her function. introduction and understanding of such values have been done since employees joined the Company through CIBERTI trainings.
In addition to the values, the Company also has employee criteria guidelines called 3 Pilar Manusia WIKA, which
manusia WIKA, yakni sikap yang harus dimiliki untuk mendukung kinerja Perseroan, dengan rincian sebagai berikut:
1. Persistence, gigih dalam mengahadapi segala masalah/rintangan yang dihadapi
2. Adaptable, mampu menjadi pelopor di setiap lingkungan yang dihadapi.
3. Learner, pembelajar yang tidak cepat puas dengan yang dimiliki saat ini.
untuk menjalankan fungsinya, Perseroan membekali pegawai dengan wawasan tentang mBtI (myers– Briggs type Indicators), teori yang dikembangkan oleh Isabel Briggs myers dan Katharine Cook Briggs berdasarkan buku Carl Jung, Psychological types (1921). Dengan demikian, masing-masing pegawai dapat memahami preferensi tipe perilakunya dan juga rekan-rekan di unit kerjanya, sehingga akan tercipta kerja tim yang solid dan bersinergi dalam mencapai tujuan Perseroan.
details expected behavior to support the Company’s performances, as follows:
1. Persistence, means being persistent in facing all obstacles/challenges.
2. Adaptable, is to be able to be a pioneer in all circumstances faced.
3. Learner, is someone who is not content with his/ her current knowledge and is improving himself/ herself in continuous learning process.
In carrying out their functions, the employees are having the knowledge of MBTI (Myers–Briggs Type Indicators) rendered by the Company, a theory developed by Isabel Briggs Myers and Katharine Cook Briggs based on the book of Carl Jung, Psychological Types (1921). It is expected that each employee may understand the preference of his/ her behavioral type as well as their unit colleagues, so that a solid and synergized teamwork is formed in accomplishing the Company’s target.