HUMAN CAPITAL
Human Capital merupakan salah satu aset terpenting bagi perusahaan. Perseroan memiliki pegawai yang berpengalaman di bidang developer, konstruksi dan manajemen property. Kompetensi pegawai Perseroan akan terus ditingkatkan dalam rangka mendukung pertumbuhan dan pencapaian target perusahaan.
Pegawai merupakan Aset Penting Perkembangan Perusahaan Pertumbuhan perusahaan harus didukung oleh pegawai yang memadai baik secara kualitatif maupun kuantitatif.
human capital
Human Capital is one of the most important assets of the Company. The Company employs experienced employees in property development, construction, and property management. The competence of the Company’s employees will continually be improved to support the achievement of the Company’s targets.
employees are important asset for the company’s Development
The growth of the Company has to be supported by adequate employees both in terms of quality and quantity.
Dalam rangka memenuhi kebutuhan pegawai, perusahaan melaksanakan rekrut baik fresh graduate maupun tenaga berpengalaman. lowongan pekerjaan diinformasikan dengan melibatkan pihak – pihak terkait 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.
Disamping 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, Perseroan mempunyai program pengembangan pegawai antara lain dalam bentuk pelatihan, seminar maupun on job training. Semua program tersebut ditujukan dalam rangka mendukung kinerja pegawai dalam mencapai Key Performance Indicators (KPI) yang telah ditetapkan. Pencapaian KPI secara Individu dan Tim Unit Kerja akan berpengaruh dan memberikan kontribusi atas kinerja perusahaan.
Secara periodik Perseroan melaksanakan penilaian atas unjuk kerja dan kompetensi pegawai. yang akan digunakan sebagai pertimbangan atas remunerasi dan pengembangan pegawai yang bersangkutan. Remunerasi Pegawai dilaksanakan secara adil dan transparan sesuai dengan ketentuan yang berlaku.
Proses pengelolaan performance management human capital tersebut diatas merupakan bagian dari proses pengelolaan talent management Perseroan. Melalui pengelolaan talent yang baik diharapkan dapat mendukung succession & Career planning Perseroan dalam memastikan ketersediaan dan kesiapan pegawai untuk mengisi posisi – posisi kunci dan mendukung tercapainya target – target pertumbuhan Perseroan di masa yang akan datang.
Sistem pengelolaan tersebut telah dilaksanakan berbasis IT dan dapat diakses oleh semua pegawai dalam SIm SDm Online. Membentuk Human Capital Unggul Sesuai Nilai Perseroan
Sebagaimana tercantum dalam Pedoman Sistem Manajemen Wika Realty, Perseroan memiliki visi, misi dan nilai – nilai sebagai panduan arah perkembangan Perseroan. Panduan tersebut harus dipahami oleh semua pegawai agar dapat bersinergi sesuai dengan arah yang telah ditentukan.
Nilai–nilai Perseroan, yang dituangkan dalam CIBERTI – Commitment, Inovation, Balance, Exellence, Relationship, Team work, Integrity, harus diinternalisasi oleh masing – masing pegawai menjadi budaya dan panduan perilaku dalam menjalankan fungsinya.
In order to meet the need for employees, the Company recruits both fresh graduate and experienced employees. The job vacancy is posted by involving concerned parties through online media, career channel of the Company’s online sites and career center at leading universities. The process of the recruitment is carried out openly in accordance with the principles gCg (good Corporate governance) of the Company.
In addition to meeting the quantitative aspect, the Company also pays attention to the employee’s competence aspect. Since the beginning, the candidate for candidate employees shall fulill the competence criteria required particularly for the experienced candidates. The company also has development programs for the employees among others in the form of trainings, seminars as well as on the job trainings. All of these programs are aimed to support the employees’ performances in achieving the determined Key Performance Indicators (KPI). The achievement of KPI by the individuals and Working Unit Team will afect and contribute to the Company’s performances.
Periodically, the Company will assess the work and the competence of the employees for the purpose of review materials for the remuneration and development of the concerned employees. The remuneration of employees is determined in a fair and transparent manner in accordance with the existing provisions.
The process to administer performance management of human capital as mentioned above is part of the Company’s talent management. Through proper talent management, it is expected that the governance process will support the succession and career planning of the company in ensuring the availability and readiness of employees to ill key positions and support the achievements of the Company’s growth targets in the future.
The management system is IT-based and could be accessed by all employees on SIm SDm Online.
create excellent human capital according to the values of the company
As stated in the Company’s management System guideline, the Company has vision, mission, and values as guideline for the direction and development of the Company. Employees shall understand the guidelines to be able to synergize with the determined directions.
The values of the Company contained in 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.
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 Pilar Manusia WIKA, sikap yang harus dimiliki untuk mendukung kinerja Perseroan. Pilar pertama, persistent, gigih dalam mengahadapi segala masalah/rintangan yang dihadapi. Pilar kedua, adaptability, bisa menjadi pelopor di setiap lingkungan yang dihadapi. Pilar ketiga, learner, pembelajar, tak 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). Diharapkan masing – masing pegawai dapat memahami preferensi tipe perilakunya dan juga rekan – rekan di unit kerjanya, sehingga akan tercipta teamwork yang solid dan bersinergi dalam mencapai tujuan Perseroan.
Kemampuan dan Kecakapan Pegawai Terus Ditingkatkan
Pengembangan Human Capital dilaksanakan dalam rangka meningkatkan kompetensi pegawai baik aspek soft competency (sikap dan perilaku yang menunjang) maupun hard competency (kecakapan, keterampilan, pengetahuan sesuai bidang tugas). Pengembangan tersebut dilaksanakan melalui berbagai program baik internal melalui in-house training, on the job training (OJT) dan Job Assignment maupun eksternal melalui kerja sama dengan pihak lain, seperti lembaga pelatihan maupun konsultan pengembangan human capital. Perseroan juga bekerja sama dengan Pusat Pendidikan dan Pelatihan WIKA (WIKAPratama di Cibubur, Jakarta Timur dan WIKASatrian di Gadog, Jawa Barat). Beberapa modul khusus diselenggarakan sendiri oleh Perseroan bekerja dengan konsultan dan pakar dalam bidang properti dan developer.
Perseroan juga memfasilitasi penyediaan modul – modul pengembangan berbasis IT antara lain e-learning, e-library, Innovation Jam, sebagai wadah sharing knowledge, untuk berbagi pengetahuan dan pembelajaran antar pegawai. Selain itu, Perseroan juga mengadakan studi banding ke beberapa perusahaan dalam rangka benchmarking.
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 Wika Human Pillars”, which details expected behavior to support the Company’s performances. First pillar, persistence, means being persistent in facing all obstacles/ challenges. Second pillar, adaptable, is to be able to be a pioneer in all circumstances faced. Third pillar, learner, is someone who is not content with his/her knowledge at present 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 aims.
capacity and Skill of the employees are constantly improved
The development of Human Capital is implemented in order to build the competence of the employees both in the aspect of soft competency (supporting behavior and attitude) and hard competency (proiciency, skill, knowledge according to the duties). The development is conducted through various programs, which is in- house training, on the job training (OJT) and Job Assignment as well as from the external cooperation with other parties, such as training institute and development consultant for human capital. The Company is also partnering with the Center of Education and Training of WIKA (WIKA Pratama in Cibubur, East Jakarta and WIKA Satrian in gadog, West Java). The Company itself in collaboration with consultants and experts in property and developer makes a few special models.
The Company also facilitates the provision of IT-based development modules such as e-learning, e-library, Innovation Jam, as a platform for knowledge sharing and learning between employees. The Company also conducts comparative studies in a few companies for benchmarking.
Human capital development programs are held continuously to address capacity building needs of participating employees.