Perseroan menyadari bahwa sumber daya manusia (SDM) berperan penting dalam menggerakkan roda bisnis Perseroan. Tersedianya SDM yang memadai, berkualitas, dan produktif akan meningkatkan pencapaian operasional dan mendukung terwujudnya kesinambungan usaha Perseroan. Oleh karena itu, Perseroan memperlakukan SDM sebagai aset (human capital) yang perlu dikelola secara baik, terencana, dan terstruktur.
PENGELOLAAN SDM
Konsep pengelolaan SDM yang dilakukan Perseroan adalah berbasis kompetensi. Perseroan membangun capacity building, antara lain melalui pemetaan kompetensi, pendidikan berkelanjutan, penilaian kinerja, dan pengembangan karir. Pengelolaan SDM yang dilakukan Perseroan tersebut ditunjukkan sebagai berikut.
REKRUTMEN
Rekrutmen SDM dilaksanakan berdasarkan rencana kebutuhan SDM (man power planning) dengan mempertimbangkan pertumbuhan bisnis Perseroan. Rencana kebutuhan SDM tersebut antara lain mencakup jumlah, jabatan dan persyaratan kompetensi calon SDM Perseroan.
Dalam melaksanakan rekrutmen, Perseroan menerapkan prinsip keterbukaan, keadilan, kewajaran dan kesetaraan. Perseroan memberikan kesempatan kerja yang sama kepada seluruh calon SDM Perseroan tanpa membedakan jenis kelamin, suku, agama dan ras. Pelaksanaan rekrutmen tersebut dapat dilakukan secara mandiri ataupun melalui kerja sama pihak eksternal, seperti jasa penyedia tenaga kerja (outsourcing).
The Company realizes that Human Resources plays important role in propelling its business wheel. The availability of adequate, qualiied and productive Human Resources will enhance operational achievement and support the realization of Company’s sustainable business. Thus, the company treats its Human Resources as human capital which should be managed properly, well planned, and well structured.
HUMAN RESOURCES MANAGEMENT
The Human Resources management concept applied by the Company is based on competency. It develops a capacity building, such as competency mapping, sustainable education, performance assessment and carrier development. Such Human Resources management performances are relected below:
RECRUITMENT
Human Resources recruitment is carried out based on Human Resources (manpower) planning with consideration to Company’s business growth. Such Human Resources planning includes among others numbers, position and competency requirement of the company’s potential Human Resources.
In carrying out recruitment, the Company applies the principle of transparency, impartiality, fairness and equality. The Company also provides an equal opportunity for all the potential Human Resources without any gender, ethnicity, religion, and race discrimination. Such recruitment execution is done either independently or through joint cooperation with external party, such as outsourcing company.
VISION & MISSION
VISION & MISSION
CAREER SYSTEM
(PROMOTION, MUTATIONS)CAREER SySTEM
(PROMOTION, MUTATIONS)
RETIREMENT
RETIREMENT
SALARY, AWARD AND SANCTIONS
SALARy, AWARD AND SANCTIONS
ASSESSMENT WORK
ASSESSMENT WORK
MAN POWER PLANNING
MAN POWER PLANNING
SELECTION RECRUITMENT SELECTION RECRUITMENT EDUCATION AND DEVELOPMENT EDUCATION AND DEVELOPMENT RJPP COMPETITION BASED HUMAN RESOUCES
PT Sinar Mas Multiartha Tbk Laporan Tahunan 2016
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KOMPOSISI SDM
Pada tahun 2016 dan 2015, jumlah SDM tetap Perseroan sebanyak 15 orang yang terdiri dari 4 orang Dewan Komisaris, 4 orang Direksi, dan 7 orang organ pendukung. Seluruh SDM tetap Perseroan tersebut memiliki pendidikan minimal Sarjana.
Sedangkan, SDM tetap seluruh grup Perseroan (Perseroan dan Entitas Anak) pada tahun 2016 dan 2015 masing-masing sebanyak 5.407 orang dan 4.832 orang. Komposisi SDM tersebut terdiri dari personil manajemen kunci, yaitu Dewan Komisaris, Direksi, Kepala Divisi, Group Head, Koordinator Wilayah, dan Pimpinan Cabang.
PENGEMBANGAN KUALITAS
Pengembangan kualitas SDM merupakan elemen kunci dalam meningkatkan produktivitas dan mempertahankan keunggulan kompetitif Perseroan. Pengembangan kualitas SDM dilakukan melalui proses penguatan dan pengembangan SDM ketika pertama kali bergabung dengan Perseroan, serta melalui proses pemeliharaan dan pengembangan SDM yang telah ada di Perseroan.
Pengembangan kualitas SDM direncanakan dengan baik guna memastikan bahwa SDM memiliki pengetahuan dan keterampilan yang diperlukan dalam melaksanakan tugas dan tanggung jawabnya. Pengembangan kualitas tersebut dilaksanakan dengan mengikutsertakan SDM pada program pendidikan dan/atau pelatihan, baik yang dilakukan secara in house training maupun public training di dalam maupun di luar negeri.
Program pengembangan kualitas yang dilaksanakan dan diikuti oleh SDM antara lain terkait Management Development Program, perkembangan pasar modal, sistem pelaporan jasa keuangan, sistem manajemen risiko, sistem teknologi informasi, sistem pengendalian internal, sertiikasi profesi, dan lain-lain.
PENILAIAN KINERJA
Perseroan secara konsisten dan berkala menerapkan penilaian kinerja SDM. Penilaian kinerja dilakukan oleh pimpinan langsung SDM terkait. Berdasarkan hasil penilaian kinerja tersebut, Perseroan menetapkan penghargaan atau hukuman, promosi atau mutasi atau demosi, serta remunerasi dan fasilitas bagi SDM. Hal ini dilakukan untuk mendorong semangat kerja SDM, untuk membangun kompetisi yang sehat, serta untuk meningkatkan kreatiitas dan inovasi SDM.
PENGEMBANGAN KARIR
Pengembangan karir yang dilakukan Perseroan didasarkan pada hasil penilaian kinerja dengan memperhatikan kompetensi yang dibutuhkan pada posisi atau jabatan yang dituju. Hal ini bertujuan untuk memastikan penempatan SDM
HR COMPOSITION
In 2016 and 2015, the Company’s total number of permanent employees is 15 personnel which consist of 4 persosn of Board of Commissioners, 4 persons of Board of Directors, and 7 persons of the supporting organs. All of the Company’s HR permanent employees have at least Bachelor degree. Meanwhile, the number of Company’s whole group permanent employees (Including the Company and Subsidiaries) in 2016 and 2015 is respectively 5,407 and 4,832 persons. Such HR composition consists of key management personnel, such as Board of Commissioners, Directors, Head of Divisions, Group Head, Regional Coordinator, and Branch Manager.
QUALITy DEVELOPMENT
HR quality development is a key element in improving productivity and maintaining the Company’s competitive advantage. HR quality development is carried out through empowerment and development of HR when irst joining the Company, and through maintenance and development of Company’s existing HR.
HR quality development shall be planned properly to ensure that the HR shall have the required knowledge and skill in performing their duties and responsibilities. Such quality development will be carried out by engaging the HR in an education and/or training program, either through an in house training or through public training, domestically or overseas.
Quality development program carried out and participated by the HR are among others in relation to management development program, capital market development, inancial service reporting system, risk management system, information technology system, internal control system, professional certiication, etc.
PERFORMANCE ASSESSMENT
The Company consistently and periodically applies HR performance assessment. Such performance assessment is being done by the direct superior of related HR. Based on the performance assessment; the Company will then determine appreciation or detention, promotion or transfer or demotion, remuneration and facility for the HR. This is being done to boost the HR working enthusiasm, to build a healthy competition, and to improve the HR creativity and innovation.
CAREER DEVELOPMENT
Career development carried out by the Company is based on performance assessment with due observance to competency required by the intended position or title. This is meant to ensure an accurate HR placement in a higher
yang tepat dalam jenjang organisasi yang lebih tinggi. Dalam melaksanakan pengembangan karir tersebut, Perseroan menerapkan prinsip keterbukaan dan keadilan sehingga setiap SDM yang berpotensi dan memiliki kompetensi yang sesuai dapat memperoleh promosi.
REMUNERASI DAN KESEJAHTERAAN
Perseroan memberikan penghargaan dan apresiasi yang sesuai atas kinerja seluruh SDM dalam mendukung pencapaian usaha Perseroan. Penghargaan dan apresiasi tersebut antara lain diwujudkan melalui pemberian remunerasi yang layak dan fasilitas kesejahteraan bagi seluruh SDM. Remunerasi yang diberikan Perseroan meliputi gaji pokok, tunjangan, dan bonus.
Sedangkan, fasilitas kesejahteraan SDM yang diberikan Perseroan khususnya terkait kesehatan dan keselamatan kerja (K3). Perseroan mengikutsertakan SDM dalam jaminan kesehatan, memberikan penggantian biaya pengobatan, dan lain-lain. Perseroan memastikan kecukupan sarana dan prasarana keselamatan kerja di wilayah operasional Perseroan, antara lain berupa sarana pertolongan pertama pada kecelakaan (P3K), alat pemadam kebakaran, serta pemeriksaan rutin terhadap seluruh sarana operasional Perseroan. Hal ini dilakukan guna meminimalkan tingkat kecelakaan kerja. Pada tahun 2016 dan 2015, Perseroan mencapai target zero accident.
Selain menjaga kesehatan dan keselamatan kerja, Perseroan memenuhi kesejahteraan SDM melalui pelaksanaan gathering, baik di dalam maupun di luar wilayah operasional Perseroan. Hal ini dilakukan untuk membangun SDM yang solid dan meningkatkan rasa kekeluargaan diantara seluruh SDM Perseroan. Perseroan juga menyediakan sarana pengaduan bagi SDM terkait masalah ketenagakerjaan yang dihadapi. Sarana pengaduan ini khususnya dikelola oleh Divisi General Afairs dan Human Resources Development (HRD), Divisi yang mengelola SDM Perseroan.
RENCANA PENGEMBANGAN PENGELOLAAN SDM 2017
Rencana pengembangan pengelolaan SDM merupakan bagian yang tidak terpisahkan dari rencana bisnis tahunan Perseroan. Rencana pengembangan tersebut dilakukan untuk memastikan pengelolaan SDM tahun selanjutnya dilakukan secara baik dan terstruktur.
Untuk tahun 2017, Perseroan telah menyusun rencana pengembangan pengelolaan SDM, antara lain terkait rencana pengembangan kualitas SDM, evaluasi kecukupan SDM, serta evaluasi dan penyempurnaan peraturan dan kebijakan terkait SDM. Rencana pengembangan pengelolaan SDM tersebut disusun dengan memperhatikan perkembangan usaha Perseroan, perkembangan peraturan perundang- undangan dan keputusan regulator, khususnya di bidang pasar modal, serta perkembangan bisnis Indonesia dan dunia.
lever organization. In carrying out such career development, the Company applies transparent and fair principle so that each potential HR with suitable competency will have an opportunity to a promotion.
WELFARE REMUNERATION
The Company will give an appropriate award and appreciation to the performance of every HR in their support to achieve the Company’s purpose. Such award and appreciation are among others materialized through adequate remuneration and welfare facilities for all HR. Remuneration provided by the Company includes basic salary, allowance, and bonus.
Meanwhile, HR welfare facilities provided by the Company particularly related to health and work safety (K3) are such as, to register the manpower in health insurance, to provide medical reimbursement, etc. The company shall ensure adequacy of facilities and infrastructures of work safety throughout its operational area. This is being done to minimize work accident rate. In 2016 and 2015, the Company achieved zero accident targets.
Aside from maintaining work healthy and safety, the Company also complies with HR welfare through a gathering event, either in or outside company’s operational region. This is being done to develop solid HR as well as to build a good relationship among all the Company’s HR. The Company also provides complaint facility for HR in relation to any labor issues they are dealing with. This complaint facility is in particular managed by General Afairs and Human Resources Development Division, a division that manages the Company’s HR.
2017 HUMAN RESOURCES MANAGEMENT DEVELOPMENT PLAN
HR development management plan is an inseparable part to the Company’s annual business plan. Such development plan is being done to ensure that the following year HR management shall be carried out in a proper manner and well structured.
For 2017, the Company has compiled a HR management development plan, among others are related to HR quality development plan, HR adequacy evaluation, and evaluation and perfection to HR regulation and policy. Such HR management development plan will be compiled in consideration to the Company’s business growth, development of laws and regulations and regulator’s decision, especially in capital market, as well as Indonesia and world’s business development.
PT Sinar Mas Multiartha Tbk Laporan Tahunan 2016