Perseroan percaya bahwa pengembangan sumber daya manusia adalah salah satu kunci sukses dalam mewujudkan bisnis yang berkelanjutan. Oleh karenanya, Perseroan senantiasa berupaya untuk menarik & mempertahankan talenta terbaik, dan menciptakan lingkungan organisasi yang terus berkembang.
Dalam upaya mendapatkan talent terbaik, kegiatan rekrutmen terus dilaksanakan melalui aktivitas career expo di beberapa Universitas dan Sekolah Menengah Kejuruan serta memaksimalkan pemberdayaan database pelamar yang mendaftar secara online maupun email. Dengan menemukan talenta yang sesuai kebutuhan, diharapkan dapat menjaga turnover rate di level toleransi minimal Perseroan.
Sementara itu, dalam membentuk Man of Mandom yang memiliki kompetensi dan potensi dengan pengilhaman nilai-nilai Perseroan, konsentrasi pengembangan karyawan tetap berpedoman pada konsep CQC (Character – Quality – Competency). Dalam rangka pengembangan karir, pengembangan diri, dan kompetensi, Perseroan terus membuka peluang sebesar-besarnya bagi seluruh karyawan berkembang melalui rotasi pekerjaan maupun pelatihan.
Dalam hal pengembangan kompetensi, terdapat tiga kompetensi yang menjadi fokus Perseroan yakni Core (corporate value-based), Managerial (people management- based), dan Differentiate (job requirement-based). Ketiga kompetensi tersebut terus dikembangkan Perseroan melalui berbagai upaya, seperti memfasilitasi pelatihan bagi karyawan di seluruh level jabatan yang dilaksanakan di dalam negeri maupun luar negeri. Penguatan skill dan pengetahuan karyawan diberikan agar seluruh karyawan mampu beradaptasi terhadap perkembangan kebutuhan organisasi dan bisnis perusahaan. Sebagai kebutuhan jangka panjang, pelatihan ini berfungsi untuk mempersiapkan talenta yang akan menjadi key person di masa depan.
Selama tahun 2016, Departemen HRD melaksanakan dan memfasilitasi sosialisasi mengenai pembaharuan regulasi Pemerintah, regulasi internal maupun program sertiikasi (Program BPJS Kesehatan, BPJS Ketenagakerjaan, pembaharuan SOP, WRAP, ISO 9001:2015, SMK3, dan Halal) kepada karyawan-karyawati baik di pusat maupun di kantor-kantor perwakilan yang ada di beberapa kota sebagai bentuk pemerataan informasi dan pengetahuan.
The Company believes that human resources development is one of the key to successful business sustainability. Therefore, the Company constantly tries to attract and maintain the best talents and creates a growing organizational environment.
In acquiring the best talents, several recruitment activities were continuously conducted through career expo events in some Universities and Vocational Schools (SMK) while also maximizing database from online or e-mail applications. By discovering the required talents, turnover rate is expected to be maintained at the Company’s minimum tolerance level.
In developing Man of Mandom with competency and potential inspired with the Company’s values, the focus of employee development are guided by the concept of CQC (Character-Quality-Competency). In terms of career development, self-development, and competency, the Company continuously opens wide opportunities for employee development through job rotation and trainings.
In the ield of competency development, there are three competencies which remain to be the Company’s focus namely Core (corporate value-based), Managerial (people management-based), and Difference (job requirement- based). Those three are constantly developed by the Company through several efforts such as facilitating trainings both domestic and overseas for employees in all position levels. The employees’ skill and knowledge reinforcement are provided in order to enable all employees to adapt with the expansion of organization and business of the Company. As a long term requirements, such trainings are functioned to prepare talents for future key persons.
During the year 2016, HRD Department had conducted and facilitated socialization program regarding the updates of Government regulations, internal regulations as well as certiication programs (BPJS for Health, BPJS for Workers, SOP updates, WRAP, ISO 9001:2015, SMK3, and Halal) to all employees in head ofice and representative ofices in several cities as part of information and knowledge sharing.
dan keselamatan di dalam dan luar lingkungan kerja terus ditingkatkan. Sebagai bentuk kepatuhan terhadap regulasi, pelatihan dan sertiikasi mandatory terkait K3 tetap dilakukan. Selain itu, sosialisasi mengenai kesadaran keselamatan terus dilakukan melalui pelatihan dan media tulisan seperti di Information Board dan majalah internal Perseroan.
Menjalani tahun kedua di lingkungan Kawasan Industri, memberikan tantangan tersendiri bagi karyawan. Untuk itu, Perseroan memberikan dukungan atas kegiatan-kegiatan positif yang memfasilitasi minat karyawan dengan tujuan agar work life balance dapat terjaga. Kegiatan peminatan yang saat ini dimiliki antara lain di bidang olah raga dan kegiatan hobi lainnya seperti, tenis meja, bulu tangkis, futsal, lari, sepeda, memancing, fotograi, petualangan, dan otomotif.
Kejadian musibah kebakaran tahun 2015 lalu tentunya belum bisa sepenuhnya terlupakan oleh seluruh karyawan, khususnya bagi para Survivors kejadian tersebut. Sejak musibah tersebut, perusahaan memfasilitasi Care Program untuk seluruh karyawan. Hingga saat ini Departemen HRD tetap bekerja sama dengan Psikolog guna terus memberikan dukungan pelaksanaan Care Program yang sudah dimulai tepat setelah musibah terjadi. Khusus bagi para Survivors, Care Program merupakan support integratif yang bertujuan untuk memperbaiki kondisi isik dan mental mereka sehingga siap untuk kembali ke fungsi pribadi dan sosial seperti sediakala.
Pada bulan Juli 2016, beberapa Survivors telah mendapat izin dari para ahli medis masing-masing untuk menjalani program latihan kerja. Program latihan kerja ini bersifat longitudinal dengan evaluasi rutin untuk memantau perkembangan kemampuan isik dan sosial Survivors. Hingga akhir 2016, seluruh Survivors dapat masuk ke tahap latihan kerja. Selama menjalani program latihan kerja, para Survivors tetap mendapatkan pendampingan psikologis dan perawatan medis untuk kebutuhan pemaksimalan fungsi isik dan penyembuhan luka bakar.
health and safety both inside and outside workplace were constantly reinforced. As part of compliance towards regulations, the mandatory trainings and certiications related to HSE were conducted. Besides, socialization on safety awareness were continuously conducted through trainings and written media such as Information Board and the Company’s internal magazine.
Entering the second year of working in an industrial town has given another challenge to the employees. Therefore, the Company provides supports for positive activities which can facilitate employees’ hobby in order to maintain a work life balance. Several activities are available in sports and others such as table tennis, badminton, futsal, running, biking, ishing, photography, adventure, and automotive.
The ire accident in 2015 has not yet completely forgotten by employees, particularly survivors of the said accident. Following the accident, the Company facilitates Care Program for all employees. To date, HRD Department continuously cooperates with Psychologist in order to provide supports on the implementation of Care Program which begins directly after the accident. Particularly for the survivors, Care Program is an integrative support activity aims to aid them in terms of recovery both physical and mental as a preparation in returning to previous personal and social functions.
In July 2016, a number of Survivors were allowed by each medical specialists to undergo work training program. Through this longitudinal program, physical and social skills of each Survivor were monitored and evaluated regularly. As of the end of 2016, all Survivors managed to join the work training program. During the program, all Survivors received psychological and medical supervision in order to maximize their physical functions and support the recovery of burns.
JENIS KELAMIN gender USIA age PENDIDIKAN education 18.2% 81.8% 21.0% 62.0% 0.3% 9.0% 7.7% 0,7% 0,1% 5,5% 0,3% 93,4% Laki - Laki Perempuan 18 - 25 Tahun 26 - 35 Tahun 36 - 45 Tahun 46 - 55 Tahun > 55 Tahun ≤ SLTA D1 D3 S1 S2
Gambaran demograi karyawan PT Mandom Indonesia Tbk pada tahun 2016: Demography of the Company’s employees in 2016:
Saham
shares
A. Kepemilikan 5% Lebih Saham Perseroan A. Share Ownership of More Than 5%
B. Kelompok Pemegang Saham Kurang dari 5% B. Share Ownership of less than 5%
C. Komisaris dan Direksi yang memiliki saham Perseroan pada tanggal 31 Desember 2016
C. Share Ownership of the Board of Commissioners & the Board of Directors in December 31, 2016 Pemegang Saham
Shareholders
Jumlah Saham Total Number of Shares
Persentase (%) Percentage (%)
Mandom Corporation/ Mandom Corporation 122.319.485 60,8
PT Asia Jaya Paramita/ PT Asia Jaya Paramita 22.754.894 11,4
Pemegang Saham Publik/ Public Shareholder 55.992.288 27,8
Jumlah/ Total 201.066.667 100,0
Pemegang Saham Shareholders
Jumlah Saham Total Number of Shares
Persentase (%) Percentage (%) Kepemilikan Saham Dalam Negeri/ Domestic Share Ownership 62,797,618 31,2 Kepemilikan Saham Luar Negeri/ Foreign Share Ownership 138,269,049 68,8
Jumlah/ Total 201,066,667 100,0
Keterangan
Description Total %
Kepemilikan di bawah/ 5% Ownership of less than 5% 55.992.288 27,8
Dana Pensiun/ Pensiun Fund 30.000 0,1
Perseroan Terbatas/ Limited Company 6.393.695 11,4
Individu (Lokal)/ Individual (Local) 28.549.763 51,0
Reksadana/ Mutual Fund 5.038.766 9,0
Perusahaan Asing/ Foreign Company 13.501.286 24,0
Individu (Asing)/ Individual (Foreign) 2.448.278 4,4
Lain-lain/ Others 30.500 0,1
No Nama Name
Jabatan Position
Jumlah Kepemilikan Saham Number of Shares
1 Lie Harjono KomisarisCommissioner 253.004
2 Tatsuyoshi Kitamura Direktur/ChairmanDirector/Chairman 13.000
D. Jumlah Pemegang Saham dan Persentase Kepemilikan per Akhir Tahun Buku berdasarkan Klasiikasi
D. Share Ownership based on Classiication
*) sampai dengan 30 September 2016 *) as of September 30, 2016
E. Informasi Pemegang Saham Utama
Pemegang saham utama perseroan adalah Mandom Corporation yang memiliki 122.319.485 saham atau 60,8% dari saham yang telah dikeluarkan oleh Perusahaan. Di bawah ini adalah daftar top 10 Pemegang Saham dari Mandom Corporation.
E. Information on Major Shareholder
Major Shareholder of the Company is Mandom Corporation who holds 122, 319,485 shares or 60.8% of shares issued by the Company. Below is the composition of top 10 Shareholders of Mandom Corporation.
Keterangan
Description Total %
Institusi Lokal/ Local Institutional 34.247.855 17,0
Institusi Asing/ Foreign Institutional 135.820.771 67,6
Individu Lokal/ Local Individual 28.549.763 14,2
Individu Asing/ Foreign Individual 2.448.278 1,2
Pemegang Saham Shareholders
Jumlah Saham* Total Number of Shares
Presentase (%) Percentage (%)
Nishimura International Scholarship Foundation 1.800 7,5%
BNP PARIBAS SEC SERVICES LUXEMBOURG / JASDEC / ABERDEEN
GLOBAL CLIENT ASSETS 1.628 6,7%
Japan Trustee Services Bank, Ltd. (trust account) 884 3,7%
The Master Trust Bank of Japan, Ltd. (trust account) 776 3,2%
Mandom Corporation 756 3,1%
GOLDMAN, SACHS & CO. REG 729 3,0%
Motonobu Nishimura 720 3,0%
Mandom Employee Shareholding Association 627 2,6%
STATE STREET BANK AND TRUST COMPANY 505004 373 1,5%
Sumiko Nishimura 300 1,2%
Jumlah Saham yang Dikeluarkan
Total Issued Shares 24.135
* Dalam ribuan In thousands
Nishimura International Scholarship Foundation (7,5%)
PT Mandom Indonesia Tbk Public (92,5%)
Public (39,2%) Mandom Corp. (60,8%)
Notonobu Nishimura adalah Representative Director/President Executive Oficer Mandom Corporation dan juga menjabat sebagai Komisaris di Perseroan.
Motonobu Nishimura is the Representative Director/President Executive Oficer of Mandom Corporation
and is also Commissioner of the Company.
Motonobu Nishimura MANDOM CORPORATION PT Mandom Indonesia Tbk Komisaris/ Commissioner 3,0% 60,8%
F. Komisaris dan Direksi yang memiliki saham Perseroan pada tanggal 31 Desember 2016
F. Share ownership of the Board of Commissioners & the Board of Directors in December 31, 2016
No Nama Name JabatanPostion Jumlah Kepemilikan SahamNumber of Shares
1 Lie Harjono Komisaris
Commissioner 253.004
2 Tatsuyoshi Kitamura Direktur/ChairmanDirector/Chairman 13.000
G. Kronologis Pencatatan Saham
Kronologis Pencatatan Saham di Bursa Efek Indonesia
G. Share Listing Chronology
Share Listing Chronology in Indonesia Stock Exchange
Tanggal Date Tindakan Korporasi Corporate Action Penambahan Saham Share Addition Akumulasi Jumlah Saham Accumulated Number of Shares Nilai Nominal per Saham Nominal Value per Share Harga Penawaran Offering Price 30 September 1993 September 30, 1993
Penawaran Umum dengan Harga Penawaran Rp 7,350/ saham
Initial Public Offering Rp 7,350/ share
13.000.000 13.000.000 Rp 1.000/ share Rp 7.350/share
2 Oktober 1995 October 2, 1995
Saham Bonus (1:1)
Bonus Shares (1:1) 13.000.000 26.000.000 Rp 1,000/ share NA
5 September 1997 September 5, 1997
Stock split nilai nominal Rp 1.000 menjadi Rp 500 per saham Stock split per value Rp 1,000 to Rp 500 per share
26.000.000 52.000.000 Rp 500/ share NA
5 September 1997 September 5, 1997
Saham Bonus (2:1)
Bonus Shares (2:1) 26.000.000 78.000.000 Rp 500/ share NA
5 Juni 2000 June 5, 2000
HMETD I (1:1)
Right Issue I (1:1) 78.000.000 156.000.000 Rp 500/ share Rp 1.000/share
10 Februari 2006 February 10, 2006
HMETD I (25:4)
Right Issue I (25:4) 24.960.000 180.960.000 Rp 500/ share Rp 3.625/share
24 Juni 2008 June 24, 2008
HMETD I (9:1)