Pengembangan kompetansi SDM mutlak diperlukan dengan meningkatkan keterampilan dan kemampuan secara khusus guna mencapai hasil kerja yang berbasis pada kinerja (performance target) yang telah ditetapkan. Sudah menjadi komitmen ASSA untuk mengembangkan dan mendidik karyawan secara berkesinambungan sebagai salah satu kunci menjaga kualitas kinerja. ASSA melakukan pengembangan
kompetensi SDM dengan memetakan kondisi dan kebutuhan SDM ke depan dan memperkuat program pelatihan dan pengembangan karyawan.
ASSA menjamin persamaan kesempatan kepada seluruh karyawan dalam hal pengembangan kompetensi. Kebijakan atas pengembangan kompetensi karyawan dibuat berdasarkan pertimbangan dan evaluasi professional tanpa memandang ras, kepercayaan, warna kulit, agama, jenis kelamin, asal negara, keturunan,usia, status perkawinan, cacat, kondisi medis, identitas. Ini merupakan salah satu komitmen Perseroan untuk menghargai Hak Asasi Manusia yang berlaku universal. Pengembangan kompetensi karyawan yang dilakukan ASSA menekankan pada berbagai aspek teknis dan non teknis yang disesuaikan dengan pengembangan karir karyawan. Aspek teknis meliputi pengembangan kompetensi karyawan berdasarkan standar kompetensi yang dibutuhkan pada setiap jabatan di ASSA. Sedangkan aspek non teknis mencakup proses pengembangan diri, penumbuhan motivasi, dan pengukuran pribadi untuk memahami dan menerima kelebihan kekurangan diri.
Untuk mengembangkan aspek teknis, ASSA menerapkan Pengembangan Berbasis Kompetensi. Dalam jangka waktu tiga tahun terakhir, ASSA merumuskan kompetensi teknis (technical competencies) pada masing-masing jenjang jabatan. Mekanisme peningkatan kompetensi karyawan yang diterapkan ASSA antara lain meliputi Belajar Mandiri (Self Learning), Seminar, Lokakarya dan Workshop, Pelatihan/ Kursus, Program Sertiikasi.
Secara umum, program pelatihan dan pengembangan perusahaan terdiri dari beberapa tahap, yaitu:
• Tahap Dasar
Karyawan dilatih untuk standarisasi dan memahami proses bisnis dasar perusahaan;
• Tahap Menengah
Karyawan dilatih untuk mengembangkan kemampuan
competencies by mapping the condition and needs of human resources for the future and strengthen training programs and employee development.
ASSA guarantees fair opportunities to all employees in terms of competency development. Policy on the development of employee competencies are made based on professional judgment and evaluation without prejudice to race, creed, color, religion, sex, national origin, ancestry, age, marital status, disability, medical condition, identity. This is one of the Company’s commitments to respect human rights that are universally applicable. Development of employee competencies that is conducted by ASSA is emphasized on various technical and non technical aspects adjusted for employees career development.
The technical aspects include the development of employee competencies based on the standards of competency required in each position in ASSA. While non-technical aspects include the process of self-development, motivation improvement, and personal measurements to understand and accept strength and weaknesses.
To develop the technical aspects, ASSA applies Competency Based Development. In a period of the last three-year, ASSA formulates technical competency at each position. Mechanism of improvement in employee competency applied in ASSA, among others, Self-Learning, Seminar, Workshop and Training/Courses, Certiication Program.
Generally speaking, training and development programs of the company consists of several stages, namely:
• Initial Level
The employee is trained to standardize and understand basic business processes of the Company;
• Middle Level
The employee is trained to develop working analysis
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• Tahap Manajerial
Karyawan dilatih untuk mengembangkan kemampuan strategi bisnis, manajemen risiko, menjadi teladan karyawan lainnya dan mengembangkan kemampuan bawahannya.
ASSA melalui Departemen SDM membantu memfasilitasi kegiatan pengembangan kompetensi karyawan yang diawali dengan melakukan analisa kebutuhan pengembangan karyawan di awal tahun. Dari hasil analisa tersebut maka diperoleh rekomendasi untuk melakukan pengembangan yang spesifik sesuai dengan kebutuhan karyawan. Pengembangan bisa dilakukan melalui training di dalam kelas, on the job training, coaching dan mentoring, penugasan pada tugas atau “improvement project” tertentu, serta pemberian tanggung jawab untuk menjadi “acting leader” pada jabatan/posisi tertentu. Semua program pengembangan tersebut dipantau oleh atasan karyawan atau coach/mentor yang ditunjuk.
Dalam hal pengembangan kompetensi karyawan melalui kegiatan training, ASSA telah dilengkapi dengan Training Classical (tatap muka langsung) dan Online Learning (e-learning).
Informas secara rinci program pendidikan dan pelatihan yang telah diselenggarakan ASSA untuk mengembangkan kompetensi SDM pada 2016 disajikan dalam tabel berikut:
Bulan Month Nama Pelatihan Name of Training Peserta Participant JumlahPeserta Number of participants Penyelenggara Organizer
Januari Job Analysis, Jobdesc based on KPI HRD 5 HRD Forum
Januari SEO & Google Adwords MARCOMM 2 Dumet
Januari Preparing for ISO 14001:2015-workshop BPM 3 LRQA Februari ISO 14001:2015 for Internal Auditors BPM 1 LRQA Februari ISO 14001:2015 Lead Auditor Transition BPM 1 LRQA
Februari Ahli K3 Umum BPM 1 Akualita
Februari Youtube Ads & Facebook Ads MARCOMM 2 Dumet
Februari Infographics Powerpoint HRD 1 Allman Indonesia
Februari Creative Accounting vs Tax planning ACCOUNTING 1 IAI Februari Practical Problem Solving DEPARTMENT HEAD 1 TREC
Maret Diklat ASO AFTER SALES 15 Rindam
Maret Unlocking the potential of KPI analysis & reporting DEVELOPMENTOPERATION 3 GML
• Managerial Level
The employee is trained to develop capacity of business strategy, risk management, as a role model for other employees and develop competency of their subordinates.
ASSA through the Department of Human Resources helps facilitating employee’s competency development activities initiated by analyzing the needs of employee development at the beginning of the year. From the results of this analysis, recommendation is obtained to undertake speciic development according to the needs of employees. The development can be done through training in the classroom, on the job training, coaching and mentoring, assignment on speciic task or “improvement project”, as well as giving responsibility to be “acting leader” in a particular position. All of the development programs are monitored by a superior employee or appointed coach/mentor.
In terms of employee competency development through training activities, ASSA has been equipped with Classical Training (face to face) and Online Learning (e-learning).
Detailed information on education and training programs which have been held by ASSA to develop HR competencies in 2016 are presented in the following table:
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Bulan Month Nama Pelatihan Name of Training Peserta Participant JumlahPeserta Number of participants Penyelenggara Organizer
Maret Preparing for ISO 9001:2015 BPM 1 Lloyds
Maret Administration & Filling Skill HRD 2 Win Management Maret Triputra Supervisory Development Program BIDWIN 2 TREC
Maret Organization Development HRD 1 GML
Maret Strategic IT Architecture Planning IT 1 AtdSolution April Preparing for ISO 14001:2015-workshop BPM 1 LRQA
April Information Security System IT 2 MMS
April Asuransi Marine Cargo, Liabilty and cash in transit AFTER SALES 2 Johnson Indonesia
April Strategic Coorporate Culture & Change Management HRD 1 GML
April Sharpen your negotiation skills BIDWIN 1 Win Management
April Corporate University Forum HRD 1 Lutan Edukasi
April Strategi PHK & Kiat Menghindari Konflik Hubungan Kerja DMS 3 WM Global
April TMDP DEPARTMENT HEAD 1 TREC
April Job Evaluation Point Factor System HRD 2 HRM
April Communication Skill RENTAL 24 INTERNAL-HRD
Mei Graphology HRD 6 DDTC
Mei Communication Skill RENTAL 62 INTERNAL-HRD
Mei Service Excellence RENTAL 49 INTERNAL-HRD
Juni Strategy For Tax Audit, Objection and Appeal ACCOUNTING 2 DCOLearning Juli Comprehensive Project Management AFTER SALES 1 IIAI
Juli Communication Skill RENTAL 60 INTERNAL-HRD
Juli Service Excellence RENTAL 17 INTERNAL-HRD
Agustus CIA Review Course AUDIT 1 Mercer
Agustus 3P Compensation Management HRD 1 IAI MOI
Agustus Brevet A&B ACCOUNTING 1 PPM
Agustus Competitive Marketing Strategy BIDWIN 2 TREC
Agustus TGMDP VII DIVISION HEAD 2 Axia
Agustus Transformation from Sales to Consultan batch 1Business Representative Training - Mindset RENTAL 25 Prasetya Mulya
September Supply Chain Management DEPARTMENT HEAD 1 PPM
September Negotiation Skill DEPARTMENT HEAD 1 Erudite
September Google Analytics Training MARCOMM 6 WM Global
September Mastering Excel 2010 HRD 2 BCA
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Bulan Month Nama Pelatihan Name of Training Peserta Participant JumlahPeserta Number of participants Penyelenggara Organizer
Oktober Individual Performance Management HRD 1 IHCS
Oktober Indonesia Human Capital Summit HRD 2 ASSA
oktober Communication Skill RENTAL 42 INTERNAL-HRD
oktober DISC for Staff RENTAL 85 INTERNAL-HRD
November Admin Academy ACCOUNTING 10 AXIA
November Training Leadership for Branch Head RENTAL & LOGISTIC 12 Frontliner
November Effective Leadership BIDWIN 4 BUSINESS GROWTH
November CFE Review Cource & Ujian CFE AUDIT 1 PPM November Keanggotaan CFE, Ujian & Software AUDIT 1 ACFE
November 3P Compentation Management HRD 1 MERCER
November Customer Service Oreintation Enchacement BIDWIN 1 PPM
November Transformation from Sales to Consultan batch 2Business Representative Training - Mindset RENTAL 27 AXIA
Desember Inventory Management BIDWIN 4 PPM
Desember Negotiation Skill for Business BIDWIN 3 PPM
Desember Effective Leadership BIDWIN 28 PPM
Desember Leadership for Asfter Sales Head AFTER SALES 26 LENTERA
Desember Initiative Thinking GENERAL AFFAIR 20 LENTERA
Desember Synergizing Workshop IT 20 LENTERA
Desember Finnon 1: Understanding Financial Statement BIDWIN 1 PPM
Sedangkan perbandingan jumlah peserta kegiatan pelatihan dan pengembangan ASSA tahun 2016 dan 2015, sebagai berikut: Uraian Description 2016 2015 % ASSA Culture 464 103 440 Salesmanship 58 65 89 Technical Mechanic 17 102 17
Administration & Finance 19 72 26
Business Strategic 27 123 22
SHE 43 320 13
Leadership 54 52 104
Sebagai komitmen ASSA untuk meningkatkan kualitas sumber daya manusia, pada 2016, Perseroan mengalokasikan dana untuk pengembangan kompetensi karyawan sebesar Rp1.55 miliar. Jumlah itu naik apabila dibandingkan dengan tahun
The comparison between total participants of training activities and development of ASSA in 2016 and 2015, is as follows:
As ASSA commitment to improve the quality of human resources, in 2016, the Company allocated Rp1,55 billion for the development of employee’s competency. The number increased compared to 2015, which stood at
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2015, yang mencapai Rp1.014.409.636. Kenaikan terjadi karena bertambahnya jumlah karyawan yang mengikuti kegiatan pelatihan seiring dengan program perusahaan untuk meningkatkan produktivitas dan skill karyawan. Tabel anggaran pengembangan kompetensi karyawan
Tahun Year Jumlah (Rp) Total (IDR) 2016 1.552.668.551 2015 1.014.409.636 2014 995.710.746 2013 949.753.774