berikut:
•Astra Basic Management Program (ABMP) diikuti oleh 440 peserta (2011: 257 peserta)
•Astra First-line Management Program
(AFMP) diikuti oleh 271 peserta (2011: 166 peserta)
•Astra Middle Management Program
(AMMP) diikuti oleh 244 peserta (2011: 180 peserta)
•Astra Senior Management Program
(ASrMP) diikuti oleh 102 peserta (2011: 16 peserta)
•Astra General Management Program
(AGMP) diikuti oleh 65 peserta (2011: 32 peserta)
• Program lanjutan sepertiAstra Executive Program (AEP) dan Astra Advance Executive Program (AAEP) yang baru pertama kali dilakukan, telah diikuti oleh 7 orang eksekutif Astra.
Program Persiapan
Kepemimpinan
Bagi Astra, menyiapkan calon pemimpin b a i k u n t u k p e n e m p a t a n p a d a a n a k perusahaan Astra maupun Kantor Pusat Astra International adalah agenda kerja yang mutlak ditekuni untuk menjamin keselarasan visi dan kesinambungan bisnis di masa yang akan datang. Untuk memenuhi kebutuhan ini, salah satu hal yang dilakukan di setiap perusahaan Astra adalah melakukan program
mentoring dalam rangka mempersiapkan
numerous local and international academic institutions to impart global perspectives in the future leaders whom it trains.
At the conclusion of all learning programs is an assessment session, intended to measure the effectiveness of each course. Other issues addressed by and incorporated into the assessment function are employee satisfaction surveys and feedback provided by the divisions/units where the trained employees are placed.
In 2012, overall participation in the leadership training programs is as follows:
• AstraBasicManagementProgram(ABMP)
recorded 440 participants (2011: 257 participants)
• Astra First-line Management Program
(AFMP) recorded 271 participants (2011: 166 participants)
•Astra Middle Management Program
(AMMP) recorded 244 participants (2011: 180 participants)
• AstraSeniorManagementProgram(ASrMP)
recorded 102 participants (2011: 16 participants)
•Astra General Management Program
(AGMP) recorded 65 participants (2011: 32 participants)
• AdvancedprogramnamelyAstraExecutive
Program (AEP) and Astra Advance Executive Program (AAEP), that were initially conducted, were attended by 7 Astra executives.
Succession
For Astra, grooming future leaders for placement in subsidiaries or at Head Office of Astra International is an absolute and constant corporate agenda that serves to ensure the alignment of vision and continuity of the business into the future. To accomplish this, one of the main management activities implemented in every Astra company is a mentoring program that is designed to prepare candidates for management
karyawan menghadapi jenjang manajemen. Bagi level manajemen eksekutif, juga dilengkapi dengan program coaching, yaitu
Astra Leadership Performance Coaching
(ALPC) yang difasilitasi oleh Astra Kantor Pusat (CHCD) dan melibatkan para pejabat eksekutif Astra dan pembimbing yang terakreditasi, sehingga akselerasi proses pengembangan pemimpin dapat dicapai.
CHCD juga berkoordinasi dengan seluruh unit bisnis dalam pelaksanaan rotasi karyawan, sebagai salah satu bagian inti dari mekanisme pengembangan calon-calon pemimpin masa depan secara multidimensi.
Selain itu, CHCD bertanggung jawab untuk menelaah pelaksanaan program persiapan manajemen (successionplanning) di berbagai perusahaan Astra untuk memastikan kemajuan yang akurat dan efektif.
Engagement
Sesuai visi untuk sejahtera bersama bangsa, komitmen dan persepsi dalam fokus pengelolaan sumber daya manusia di Astra adalah membina hubungan yang sejahtera dengan karyawan. Bagi Astra, karyawan merupakan aset terpenting yang dimilikinya. Karenanya, hubungan karyawan dengan perusahaan dibina berdasarkan semangat kemitraan yang kuat. Berbagai upaya secara konsisten ditujukan untuk memaksimalkan kenyamanan dan kepercayaan karyawan terhadap Perusahaan agar tumbuh ikatan dan rasa saling memiliki/apresiasi yang kuat dengan Perusahaan.
Hubungan yang harmonis dan komunikasi dua arah dengan serikat pekerja juga senantiasa dipelihara dengan baik. Forum bipartit merupakan kegiatan rutin yang dilakukan sebagai ajang berbagi ide dan pengalaman antara manajemen dan perwakilan karyawan. Hal ini memungkinkan terfasilitasinya upaya optimalisasi produktivitas bagi kepentingan perusahaan sekaligus tingkat kesejahteraan yang terbaik bagi karyawan, sehingga
positions. Specifically for the executive management level, this is complemented by a coaching program, namely Astra Leadership Performance Coaching (ALPC), which is facilitated by Astra Head Office (CHCD) and involves Astra executive officers as well as accredited counselors to gain accelerated progress of leadership development.
CHCD also coordinates with all business units in the implementation of employee rotation as a core part of a multidimensional mechanism in grooming prospective future leaders.
Furthermore, CHCD is responsible for reviewing the implementation of succession planning in various Astra companies to provide assurance for continually accurate and effective progress.
Engagement
In line with the corporate vision to prosper with the nation, commitment and focus of people management at Astra are similarly founded on the same principle, which is to foster a prosperous relationship with employees. For Astra, employees are the most important assets. Therefore, the relationship between company and employees is built on a strong spirit of partnership. A wide range of initiatives are consistently designed to create maximum comfort and confidence in the employees as the foundation to forge a solid bond and a sense of belonging/appreciation to the Company.
Astra also actively maintains a harmonious relationship and two-way communication with worker unions. Bipartite forum is a routine activity that serves as a venue for representatives of management and employees to share ideas and experiences. This allows facilitated efforts to optimize productivity for the enterprise and the best welfare for employees, thereby further strengthening the responsibility and commitment of both parties
semakin memperkokoh tanggung jawab dan komitmen bersama untuk mengedepankan keberlangsungan usaha Astra ke depan. Astra memberlakukan sistem penilaian kinerja yang berorientasi pada pengukuran produktivitas sekaligus sebagai motivasi bagi setiap karyawan dalam hal remunerasi dan peningkatan karir. Sistem remunerasi dan fasilitas lain ditentukan oleh Astra Kantor Pusat dan diimplementasikan secara spesifik oleh masing-masing perusahaan sesuai dengan karakteristik industri dan bisnis yang berbeda. Secara garis besar, sistem didasarkan pada target di tingkat korporasi yang diturunkan pada masing-masing karyawan berdasarkan fungsi yang diemban melalui Individual Performance Plan (IPP). Terhadap IPP dilakukan penilaian untuk menelaah implementasinya, dan hasil tersebut menjadi acuan untuk menentukan kenaikan gaji, bonus akhir tahun dan juga promosi jabatan.
Astra memperhatikan kesejahteraan karyawan dari segala aspek dan menyediakan bagi setiap karyawan tetap berbagai fasilitas dan manfaat di luar imbalan moneter berupa gaji yang dibayarkan. Fasilitas tersebut mencakup manfaat kesehatan dan perawatan rumah sakit, asuransi kematian, fasilitas kacamata, kepemilikan kendaraan bermotor (mobil ataupun sepeda motor), serta pemberian beasiswa bagi karyawan dan keluarganya. Astra juga senantiasa mendesain lingkungan kantor untuk memberikan kenyamanan dalam bekerja dan berinteraksi layaknya rumah kedua bagi para karyawannya.
Selain itu, Astra juga terus berupaya mempererat kebersamaan, kerja sama dan sinergi antara karyawan dengan pihak manajemen dan juga antara sesama anggota keluarga besar dalam lingkup Grup Astra secara luas. Dalam hal ini, berbagai aktivitas dan kegiatan diselenggarakan untuk mencapai tujuan tersebut, antara lain melalui Family Day, Pekan Olah Raga dan Seni (PORSE) dan acara-acara penting lainnya.
to promote the continuity of Astra businesses into the future.
Astra’s performance appraisal system functions as a productivity measurement mechanism and simultaneously act as a motivation system for employees in terms of remuneration and career advancement. Policies on the remuneration system and other facilities are set by Astra Head Office and implemented specifically by each company according to the unique characteristics of the industries and businesses. In general, the system is focused on established targets at corporate level, which are delegated to individual employees based on their respective functions within the organization and outlined in the Individual Performance Plan (IPP). IPP is assessed to examine its overall implementation, for which the results serve as reference in determining salary increases, year-end bonuses and job promotion.
Astra views employee welfare from a variety of aspects, hence it provides each employee with a wide range of facilities and benefits in addition to monetary compensation in the form of monthly salaries. These facilities include health benefits and hospital care, life insurance, eyeglasses allowance, automotive (car or motorcycle) ownership program, and various types of scholarships that are available for employees and their families. Astra also designs the office environment to impart maximum comfort at the workplace and induce interaction among employees as if in their second home.
Astra also continually strives to strengthen solidarity, cooperation and synergy between employees and management, as well as among the extended Astra family across the nation. To further this goal, a wide range of events and activities are organized by Astra, including Family Day, a week of sports and Arts (PORSE), as well as other important events.
Seluruh upaya untuk membangun engagement/ ikatan yang kuat dengan karyawan merupakan bagian inti dari pengelolaan bisnis sekaliber Grup Astra yang menjangkau berbagai bidang industri dan wilayah yang luas di tanah air. Hingga akhir tahun 2012, Astra memiliki sekitar 185.580 karyawan, atau meningkat sekitar 10% dari sejumlah 168.703 orang setahun sebelumnya.
Inovasi
Dalam rangka mendorong karya dan kreativitas di tubuh Astra, Astra Kantor Pusat menggelar InnovAstra sebagai forum tahunan untuk menampilkan dan menghargai kemampuan berinovasi seluruh insan Astra di tanah air. Berbagai proyek yang mengagas program perbaikan operasional dan inovasi diusung dalam InnovAstra dan telah berhasil diterapkan dalam kegiatan rutin operasional, sehingga semakin mendorong aktualisasi pengembangan karyawan, proses kerja dan kinerja untuk meraih perbaikan berkelanjutan.
All initiatives intended to build a strong bond with employees are a core element in managing a business of Astra’s caliber, with its extensive coverage of industries as well as geographic area nationwide. As at the end of 2012, Astra had approximately 185,580 employees, an increase of almost 10% on the 168,703 people it had a year earlier.
Innovation
To encourage the best work and creativity throughout the enterprise, Astra Head Office holds InnovAstra as an annual forum to showcase and appreciate innovation capabilities by all Astra employees nation- wide. Various projects promoting a wide range of operational improvements and innovation take part in InnovAstra and were in fact subsequently adopted in routine operations, thereby further accelerating progress of development in people, work processes and performance to achieve sustainable improvements.
InnovAstra, pemberian apresiasi bagi karyawan Astra yang melakukan perbaikan dan inovasi
InnovAstra, bestowing commendation for Astra employees for their contribution in improvement and innovation
Pada tahun 2012, jumlah proyek yang ditampilkan untuk menyemarakkan ajang kreativitas ini semakin meningkat, dengan rincian sebagai berikut:
•Suggestion Systems (SS) – 462.148 proyek (2011: 358.435 proyek)
•Quality Control Circle (QCC) – 6.477 proyek (2011: 4.798 proyek)
•Quality Circle Project (QCP) – 878 proyek (2011: 687 proyek)
•Business Performance Improvement (BPI) – 54 proyek (2011: 42 proyek)
