Konsep renumerasi di Astra pada dasarnya masih sama, yaitu berbasiskan konsep 3P yaitu “Pay for Position“, “Pay for person“ dan “Pay for performance“. Bagi setiap karyawan tetap, Astra menyediakan paket remunerasi dan fasilitas yang komprehensif dan bersaing. Astra menerapkan sistem dan kebijakan remunerasi yang terstruktur dan jelas untuk menjaga keselarasan tanggung jawab dan imbalan yang didapatkan sesuai dengan karakteristik industri dan bisnis yang berbeda. Hal ini juga ditunjang oleh sistem penilaian kinerja yang
performance is not the only aspect considered in career development; evaluation also entails a candidate’s readiness to assume a higher position or role.
One of Astra Group’s leading programs that promote the spirit of achievement is InnovAstra. Organized by Astra’s Head Office, InnovAstra is an annual event that provides wide opportunity for Astra employees to show their innovative ideas through projects that offer improvement in daily operations and activities.
There have been various projects exhibited at this event that were adapted and applied in operational activities, bringing real and sustainable improvements.
In 2014, InnovAstra was able to garner the spirit of creativity within Astra Group, evidenced by the number of projects submitted to the event:
• Suggestion Systems (SS) – 693,725 projects (2013: 673,027 projects)
• Quality Control Circle (QCC) – 7,006 (2013: 6,477 projects).
• Quality Circle Project (QCP) – 1,055 (2013: 878 projects)
• Business Performance Improvement (BPI) - 104 (2013: 54 projects)
• Value Chain Improvement (VCI) – 28 (2013: 26 projects)
remuneration
Astra remuneration system is based on the 3P principles; Pay for Position, Pay for Person and Pay for Performance. For permanent employees, Astra offers comprehensive and competitive remuneration as well as facility packages. Astra’s remuneration system and policy is well structured, clear and consistent with an individual’s responsibilities. Remuneration packages are also compatible with the different business and industry characteristics. An objective performance evaluation system is also in place; conducted periodically, the evaluation
Human Capital
Sumber Daya Manusia
dilakukan secara obyektif dan berkala untuk memastikan kesesuaian antara tingkat jabatan dan tugas serta tanggung jawab, sedangkan promosi jabatan karyawan disesuaikan dengan kompetensi yang dimiliki serta pencapaian dan realisasi kinerja sesuai hasil evaluasi kinerja. Selain imbalan moneter berupa gaji bulanan, karyawan Astra juga berhak atas berbagai fasilitas dan kemudahan yang membuat hidup lebih sejahtera dan berkembang. Seluruh karyawan tetap mendapatkan fasilitas kesehatan untuk perawatan mata, rawat inap di rumah sakit dan rawat jalan, serta manfaat asuransi jiwa. Dalam hal perawatan kesehatan bagi anggota keluarga, pegawai wanita memiliki hak yang sama seperti halnya pegawai laki-laki. Selain itu, Astra juga memberikan kesempatan untuk mendapatkan fasilitas pinjaman untuk kepemilikan kendaraan bermotor (mobil ataupun sepeda motor), serta beasiswa pendidikan bagi karyawan dan keluarganya.
Astra juga menaruh perhatian besar untuk memberi apresiasi yang berimbang bagi karyawan. Dalam lingkungan kantor Grup Astra disediakan berbagai fasilitas kenyamanan layaknya rumah kedua bagi karyawan, antara lain fasilitas ruang olahraga (fitness center), ruang menyusui bagi para ibu muda yang masih bekerja. Bagi karyawan dengan masa bakti yang panjang, Astra memberikan penghargaan khusus.
ensures that role and responsibilities are consistent. Employees’ promotions are based on competence, performance and achievement revealed during evaluation.
Aside from receiving monthly pay as their monetary reward, Astra’s employees are also entitled to various facilities and conveniences, ensuring that they are prosperous and continually growing. All employees are entitled to health care including eye care, inpatient care at hospitals and outpatient care as well as life insurance coverage. In terms of healthcare extended to family members, female employees are given the same facilities as male employees. In addition, Astra also offers vehicle financing (car and motorcycle) and scholarships for employees and their family members.
Astra makes sure that impartial appreciation of employees is achieved. Astra Group office areas are designed with a number of facilities to provide a comfortable environment that creates a sense of second home for employees, such as fitness centers and nursing rooms for young mothers. Astra also appreciates its long-standing employees with special recognitions.
Program Pensiun
Astra juga telah mengelola dana pensiunnya secara mandiri dan memberikan bekal life skills untuk menjamin kesejahteraan karyawan setelah memasuki masa pensiun kelak. Kebijakan yang mengatur tentang persiapan pensiun dituangkan dalam Peraturan Perusahaan 2014- 2015 pasal 90 ayat 1-4, yakni:
• Masa Persiapan Pensiun (MPP) diberikan kepada karyawan untuk mempersiapkan diri memasuki masa pensiun.
• Dua tahun menjelang masa pensiun perusahaan menginformasikan mengenai masa persiapan pensiun (MPP).
• Masa persiapan Pensiun lamanya 6 (enam) bulan dan program persiapan pensiun diatur lebih lanjut dalam ketentuan tersendiri.
• Pelaksanaan Masa Persiapan Pensiun diatur lebih lanjut dalam ketentuan tersendiri.
Program pensiun yang diterapkan kepada karyawan:
• Diikutkan dalam Dana Pensiun Astra (DPA) dimana perusahaan menanggung iuran sebesar 6,4% dari upah sebulan, sementara karyawan 3,2% dari upah sebulan.
• Dikutsertakan dalam program Jaminan Hari Tua (JHT) dimana perusahaan menanggung iuran 3,7%, sementara karyawan 2% dari upah sebulan.
Pension Program
Astra manages its pension fund independently. The Company equips its employees with life skills that are necessary to ensure their living standards will be maintained after they retire. The policy that regulates retirement preparation is Company Regulation 2014-2015, article 90, paragraph 1-4, which reads:
• Retirement Preparation Period (MPP) is given to employees prior to retirement.
• Two years before retirement, the company shall provide information on Retirement Preparation Period (MPP).
• Retirement Preparation Period consists of 6 (six) months. Programs conducted during the retirement preparation period are stipulated in separate provisions.
• The implementation of Retirement
Preparation Period is stipulated in separate provisions.
Retirement program for employees:
• Employees are registered in Astra Pension Fund (DPA), where the Company covers 6.4% of the monthly premium, and employees cover the remaining 3.2% premium from their monthly salary.
• Employees are registered in Social Security Retirement Benefits (JHT); the Company covers 3.7% of the premium, while employees cover 2% from their monthly salary.
Human Capital
Sumber Daya Manusia
Program persiapan pensiun dilakukan bersama dengan Dana Pensiun Astra (DPA) dimana 2 tahun sebelum pensiun karyawan diikutkan dalam program training yang berkelanjutan dan melalui training tersebut karyawan dipersiapkan dengan materi mengenai pengelolaan keuangan dan usaha-usaha yang bisa dilakukan setelah pensiun termasuk persiapan secara mental untuk menghadapi masa pensiun.
Dana Pensiun astra
Dana Pensiun Astra dibentuk sebagai wujud kepedulian terhadap kesejahteraan karyawan setelah memasuki masa purna bakti di perusahaan. Astra mengikutsertakan setiap karyawan tetap dalam program yang dikelola oleh Dana Pensiun Astra (DPA), melengkapi program jaminan hari tua, Jamsostek, yang dikelola Pemerintah.
Selain mengelola dana, DPA juga menyelenggarakan Program Persiapan Pensiun bagi karyawan yang dilaksanakan dalam jangka waktu dua tahun sebelum masa efektif purna bakti karyawan, yang dirancang sesuai dengan kebutuhan dan minat masing-masing karyawan dari segi finansial maupun psikologis.
Koperasi astra International (KaI)
Astra mendirikan Koperasi Astra International (KAI) untuk membantu meningkatkan kesejahteraan para anggota karyawan Grup Astra selama masa bakti kepada Perusahaan. KAI bekerja sama dengan manajemen perusahaan, memfasilitasi penyelenggaraan
The Retirement Preparation Program is administered by DPA. For a period of two years prior to retirement, employees are to participate in a sustainable training program. The training program helps employees by providing material on financial management and entrepreneurial opportunities that they can undertake after retirement as well as mindset setting before they enter retirement.
astra Pension Fund
The Astra Pension Fund was established as an enactment of the Company’s great care to employees’ welfare after they conclude their service with the Company. Astra enters all permanent employees to programs managed by Astra Pension Fund (DPA), which complement the government’s social security program, Jamsostek.
Aside from administering the fund, DPA also organizes Retirement Pension Programs for employees. The program is held two years prior to retirement and is tailored to the needs and interests of employees, financially and psychologically.
astra International Cooperative (KaI) Astra established KAI to help improve the welfare of Astra Group employees during their service to the Company. Supported by the Company’s management, KAI facilitates the implementation of various activities and assistance programs for the benefit of members
and their families, among others short-term loans for various purposes, loans for house deposits and scholarship assistance.
Until end of 2014, KAI disbursed loans to the amount of Rp 323.6 billion (2013: Rp 322.9 billion) and scholarship funds amounting to Rp 4.7 billion (2013: Rp 4.5 billion) covering 3,000 (2013: 2,720) employees’ children. In addition, KAI assisted mortgage approval and handover of a total 1,207 houses (2013: 1,089).
human CaPItaL enGaGement
BaseD on roBust InDustrIaL
reLatIons
Human capital is the most important asset for Astra; it is the vital element that determines a company’s success or failure in realizing its business development plan. Astra fosters a mutually beneficial long-term relationship that applies a proactive and preventive approach; this nurtures a bond and sense of belonging between employee and company, to work in harmony toward ongoing improvement of well being.
berbagai kegiatan dan program bantuan yang bermanfaat bagi anggota berserta keluarganya, antara lain pinjaman jangka pendek untuk berbagai keperluan, kredit uang muka rumah dan bantuan beasiswa.
Sampai dengan tahun 2014, KAI berhasil menyalurkan pinjaman sebesar Rp 323,6 miliar (2013: Rp 322,9 miliar) dan dana beasiswa sejumlah Rp 4,7 miliar (2013: Rp 4,5 miliar) bagi 3.000 (2013: 2.720) anak karyawan. Selain itu KAI juga berhasil memproses persetujuan KPR dan melakukan serah terima 1.207 unit rumah (2013: 1.089).
ENGAGEMENT HUMAN CAPITAL
BerDasarKan huBunGan
InDustrIaL BerKuaLItas
Bagi Astra, sumber daya manusia merupakan aset paling penting yang dimiliki, sebagai faktor utama yang menentukan sukses atau tidaknya perusahaan dalam merealisasikan rencana pengembangan usaha. Astra membina hubungan kerja saling menguntungkan dalam jangka panjang, bersifat proaktif dan preventif, dengan demikian dapat tumbuh ikatan dan rasa kebersamaan antara karyawan dan perusahaan untuk bersama-sama mewujudkan peningkatan kesejahteraan yang berkelanjutan.