sumber da
ya manusia
yang berfokus kepada pengembangan kompetensi karyawan, yaitu:
a program which focuses on the development of employees’ competencies, namely:
Melaksanakan Program Sertiikasi Pelatihan (Training Certiication Program) yang bertujuan sebagai standarisasi kompetensi/keahlian secara soft dan teknical mulai dari tingkat jabatan Marketing Manager, Field Consultant, Store Manager, Assistant Store Manager, Senior Sales Associate dan Sales Associate.
Melaksanakan pelatihan GSS (Global Standard System) yang bertujuan untuk meningkatkan kemampuan karyawan dalam melaksanakan tugas ordering, receiving dan pengelolaan write of, serta analisis kinerja toko secara efektif dan tepat.
Pelatihan khusus lainnya yang bertujuan untuk meningkatkan kinerja karyawan dari aspek tehnikal seperti M-Kios Training Project, Showcase TrainingProject, Retail Initiative Project dan 5F Refresh Training Program.
Leadership Academy dilaksanakan untuk mengembangkan kemampuan soft skill pada level managerial dengan menggunakan metode classroom dan coaching, yang menggunakan beberapa modul seperti problem solving, leadership, communicationskill dan lainnya.
Implementing Training Certiication Program aimed as the standardization of competence/skills both soft and technical started from position level of Marketing Manager, Field Consultant, Store Manager, Assistant Store Manager, Senior Sales Associate and Sales Associate.
Implementing GSS training (Global Standard System) which aims to improve employees’ skill to carry out the ordering task, receiving and managing write-ofs, as well as analysis of store performance efectively and appropriately.
Conducting other special trainings aimed to improve the employees’ performances from technical aspects like M-Kios Training Project, Showcase Training Project, Retail Initiative Project and 5F Refresh Training Program.
Leadership Academy is conducted to develop soft skills at the level of managerial by using classroom and coaching methods which use several modules such as problem solving, leadership, communication skills and other.
a. b. c. d. a. b. c. d.
Secara berkesinambungan, Human Capital menyelenggarakan beberapa program khusus yang bertujuan meningkatkan tingkat interaksi antara karyawan dan Perseroan, diantaranya adalah:
Penerapan Kompensasi & Beneit di tahun 2014 :
Continuously, Human Capital organizes several special programs aimed at increasing the engagement level between employees and the Company, the programs are:
Implementation of Compensation & Beneit in 2014:
Penerapan Personnel Administration di tahun 2014: Implementation of Personnel Administration in 2014:
Program yang telah dilakukan untuk peningkatan kinerja dept :
Programs that have carried out to improve the dept performance :
Pemberian bantuan santunan bagi karyawan korban bencana banjir (termasuk karyawan korban bencana banjir bandang di Manado) pada Q1 tahun 2014.
Melakukan penilaian terhadap kebijakan Kenaikan Gaji Masal bagi Karyawan yang mengalami promosi.
Melakukan Penyesuaian & Sundulan Gaji Masal serta kenaikan Gaji Masal.
Menyusun skema kompensasi bagi Management Trainee tahun 2014 (Future Leader Program). Menyusun skema kompensasi bagi Mentor MT Menyusun skema kompensasi bagi Field Consultant I, II & III.
Melakukan ulasan terhadap perubahan skema C&B bagi karyawan yang dipromosi/mutasi/ demosi serta mengajukan proposal perubahannya. Negosiasi & Finalisasi Perjanjian dengan Payroll Provider baru (Bank CIMB Niaga & Bank Mandiri). Melakukan ulasan terhadap kebijakan pemberian tunjangan transportasi.
Melakukan kenaikan bertahap terhadap besaran tunjangan transportasi pada Q2, Q3 & Q4 2014. Membantu proses klaim karyawan yang mengalami kecelakaan kerja (ke BPJS Ketenaga kerjaan).
Merubah Payroll System karyawan Outlet 7-Eleven menjadi bulanan, efektif sejak bulan September 2014.
Giving out donations for lood victim employees (including employees of the lood disaster victims in Manado) in Q1 2014
Conduct a review on policy of Mass Salary Increase for Employees who get a promotion.
Conduct adjustment & Mass Salary Increase Arrange a compensation scheme for 2014 Management Trainee (Future Leader Program) Arrange a compensation scheme for MT Mentor Arrange a compensation scheme for Field Consultant I, II & III
Conduct a review on changes of the C&B scheme for employees who are promoted / mutated / demoted and also iled the proposal
Negotiation and Finalization of Agreement with new Payroll Provider (Bank CIMB Niaga & Bank Mandiri)
Conduct a review on policies about transportation allowance.
Conduct a gradual increase in the amount of trans portation allowance in Q2, Q3, & Q4 2014
Help the claim process of employee who experi- enced accident (to the Employment Social Security Management Agency)
Change the Payroll System of the 7-Eleven outlet’s employee to monthly, efective since September 2014
Menyusun checklist kelengkapan data karyawan (level Managerial & Non Managerial)
Konversi program JPK Jamsostek menjadi BPJS Kesehatan
Berkoordinasi dengan Task Force Dept untuk menyiapkan plakat Store Manager Outlet 7-Eleven Melakukan setting system structure & approval di SunFish untuk pengajuan ijin & cuti
Memperbaiki sistem pelaporan data Personnel Administration
Arrange the checklist of employee’s data completeness (Managerial level & Non-Managerial) Conversion of JPK Jamsostek program to BPJS Kesehatan
Coordinating with Task Force Dept to prepare the placards for 7-Eleven Outlet Store Manager
Setting the system structure & approval in SunFish to apply for permission and leave.
Improve the system of Personnel Administration data reporting
Membuat konsep program, juklak & budget program FunBike pada Q1 2014
Pemberian Employee Beneit Program (Car Ownership Program & Motorcycle Ownership Program) secara periodik
•Created program concept, guidelines and program
budget for FunBike in Q1 2014
•Provision of Employee Beneit Program (Car
Ownership Program & Motorcycle Ownership Program) periodically.
SUMBER DAYA MANUSIA
Human Resources
Program Lainnya Other Programs
Mengadakan perjanjian kerjasama dengan PT Mandiri Tunas Finance untuk program COP & MOP
Melakukan revisi terhadap kebijakan cuti karyawan (tahunan & 5 tahunan)
Melakukan review kebijakan Asuransi Kesehatan (bagi karyawan level Managerial) serta melakukan survey terhadap peserta program
Melakukan revisi program & meningkatkan plafond manfaat program Asuransi Kesehatan (bagi karyawan level Managerial)
Entered into an agreement with PT. Mandiri Tunas Finance for the COP & MOP program
Revised the employee leave policies (Annual & 5 year) Conducted a review on Health Insurance policies (for Managerial level employees) as well as con ducted survey to program participants.
Conduct program revision & improved the beneit plafond of Health Insurance program (for Managerial level employees)
Bersamaan dengan kegiatan Donor Darah, pada Jumat, 14 November 2014 diadakan Bazaar produk kosmetik dari salah satu group perusahaan Modern, yaitu PT Multi Indocitra.
Bekerja sama dengan Palang Merah Indonesia, PT Modern Internasional Tbk pada Jumat, 14 November 2014 menggelar kegiatan donor darah. Kegiatan Lari Sehat berhasil digelar PT Modern nternasional Tbk pada Minggu, 11 Mei 2014. Kegiatan tersebut berlangsung pada event Car Free Day (CFD) Jakarta di koridor Jalan Jenderal Sudirman dan Jalan MH Thamrin.
Along with the blood donation activity on Friday, November 14th, 2014 a Bazaar cosmetic product is also held by one of the Modern Company group, PT Multi Indocitra.
Cooperating with Indonesian Red Cross, PT Modern Internasional Tbk held a blood donor activity on Friday, November 14, 2014.
PT Modern Internasional Tbk successfully held Healthy Run activity on Sunday, May 11th, 2014. The event was held at the Car Free Day (CFD) event in Jakarta at the corridor of Sudirman Street and MH Thamrin Street.
Di masa mendatang, Perseroan menyusun skema Kompensasi & Beneit yang kompetitif, memperluas program retensi & program beneit karyawan serta memperkuat administrasi kepersonaliaan agar dapat menarik, mempertahankan dan membentuk karyawan yang solid dibawah naungan Modern Internasional Group.
Selanjutnya dengan ketatnya persaingan bisnis ritel saat ini dan berkembangnya gerai 7-Eleven, maka Human Capital Division terus berupaya untuk mempersiapkan infrastruktur yang lebih kuat agar setiap karyawan dapat menunjukkan kinerja yang maksimal dalampencapaian visi dan misi Perseroan seperti pengembangan Human Resource System (HRIS) dan pendekatan pelatihan yang berbasis komputerisasi di setiap gerai secara berkelanjutan.
In the future, the Company compiled a competitive Compensation & Beneit scheme, expanding retention programs and employee beneit programs as well as strengthens human resource administration in order to attract, retain and form solid employees under the auspices of the Modern International Group.
Furthermore, with the intense competition in today’s retail business and the development of 7-Eleven outlets, the Human Capital continuously seeks to prepare a more robust infrastructure so that each employee can demonstrate maximum performance in achieving the Company’s vision and mission such as the development of Human Resource System (HRIS) and computerization based training approaches on each outlet on an ongoing basis.
•Seminar Kesehatan untuk karyawan digelar pada 9
Mei 2014. Kegiatan tersebut digelar setahun sekali dan menginjak gelaran ketiga.
•Pada 12-13 Desember 2014 digelar kegiatan
“Team Building & Gathering” di Hedama Camping Ground, Cibodas. Kegiatan yang dipandu trainers dari PT Sentra Daya Kreasi itu dihadiri 30 peserta.
A health seminar for employees was held on May 9, 2014. The event was held once a year and already held thrice.
On December 12-13, 2014, the “Team Building & Gathering” activity is held at Hedama Camping Ground, Cibodas. The activity which was guided by trainers from PT Sentra Daya Kreasi and was attended by 30 participants.
Dalam bisnis 7-Eleven Perseroan akan terus melakukan penerimaan tenaga kerja baru baik dari karyawan yang bekerja di toko sampai dengan level manajerial. Perseroan juga mendukung pengembangan karyawan dengan jalan memberikan pelatihan-pelatihan yang terstruktur dan berkesinambungan, baik kepada karyawan baru maupun kepada karyawan lama sebagai upaya Perseroan membentuk Sumber Daya Manusia yang andal dalam bisnis 7-Eleven.
Selanjutnya dalam rangka mempersiapkan sumber daya manusia yang tangguh serta merekrut calon tenaga kerja yang andal, Perseroan melalui manajemen Human Capital melakukan serangkaian kegiatan maupun kerjasama, antara lain:
Total biaya yang telah dialokasikan Perseroan untuk menopang terselenggaranya berbagai pelatihan dan seminar bagi karyawan selama tahun 2014 adalah Rp. 8.137.099.694,-
Total cost that has been allocated by the Company to support the implementation of various trainings and seminars for employees during 2014 was Rp. 8,137,099,694,-
In the 7-Eleven business, the Company will continue to receive new recruits, both from employees who worked at the store until the managerial level. The Company also supports employee development by providing a structured and sustainable training, both to new and old recruit as an efort to build excellent Human Resources in the 7-Eleven business.
Furthermore, in order to prepare a strong human resources as well as recruiting reliable workers, the Company through Human Capital Management conducted a series of activities and cooperation, among others:
SUMBER DAYA MANUSIA
Human Resources
Kerjasama dengan Universitas-Universitas favorit seperti UI (Universitas Indonesia), Trisakti, Untar (Universitas Tarumanegara), dan President University untuk menemukan kandidat yang ingin melakukan pemagangan, penelitian maupun perekrutan calon pekerja Perseroan.
Melakukan Desentralisasi rekrutmen dan pelatihan, khususnya untuk wilayah Timur, Barat dan Selatan.
Pembentukan Retail Academy. Kegiatan ini didukung oleh pelayanan buruh yang bertujuan untuk menghasilkan sumber daya yang siap untuk bekerja.
Cooperation with famous Universities such as UI (University of Indonesia), Trisakti, Untar (Tarumanagara University), and President University to ind a candidate who wants to do an internship, research or recruitment of the Company’s prospective employees.
Conducted recruitment and training Decentralization, especially in Easter, Western, and Southern region. The Establishment of Retail Academy. This activity is supported by labor ministry which aims to produce a human resource team that is ready to work. 1. 2. 3. 1. 2. 3.
Usaha Perseroan yang kini kian berkembang, menyebabkan meningkatnya jumlah Sumber Daya Manusia. Pada tahun 2014, secara keseluruhan SDM Perseroan total berjumlah 2.507 orang. Komposisi karyawan berdasarkan masing-masin posisi/peringkat jabatan serta tingkat pendidikan di setiap entitas anak dijabarkan sebagai berikut:
The Company’s business which is now growing has caused the increase in number of Human Resources. In 2014, the Company’s overall Human Resources are amounted to 2.507 people. Employee composition based on each position / work level as well as education level in each subsidiaries is described as follows: