Pengembangan SDM yang berkelanjutan secara konsisten terus diupayakan oleh Perseroan dengan berbagai cara dengan mengikutsertakan karyawan yang memiliki potensi baik untuk dikembangkan lebih lanjut di MNC learning Center serta training
publik. Selain itu juga mulai dikembangkannya coaching dan
counseling serta proyek penugasan melalui berbagai program pengembangan yang sedang berjalan.
The Company also continuously pursues sustainable Human Resources development from various applications. These include recognizing employees who have shown potential for further development at the MNC learning Center and via public training, and the development of coaching and counseling activities, as well as project assignments, through various development programs that were established by the Company.
MNC learning Center memiliki berbagai program pelatihan dengan kurikulum yang terstandarisasi dan diberikan kepada setiap karyawan secara berjenjang sesuai dengan kebutuhan organisasi maupan arahan bisnis, baik itu yang sifatnya Hard Skill
maupun Soft Skill. Program training yang sifatnya “hard skills” dilakukan melalui pengembangan kurikulum dari “Academies Program”, seperti “Programming Academy”, “Production Academy”, “News Academy”, “Sales Academy”, “Technical/ IT Academy”, yang sebagian besar disampaikan oleh para instruktur dari dalam perusahaan (tim management). Sedangkan program pengembangan yang sifatnya “soft skills” dilakukan selain dengan para fasilitator internal juga bekerja sama dengan pihak luar melalui proses bidding yang sesuai dengan kebijakan yang berlaku, antara lain program leadership Academy untuk level Supervisor dan Manager.
Perseroan juga ditunjuk sebagai lembaga Penguji Kompetensi Wartawan yang diberikan oleh Dewan Pers. Melalui MNC learning Center, Perseroan mengadakan Workshop Train of Trainer bagi calon pengajar dan penguji Uji Kompetensi Jurnalis Televisi bekerjasama dengan Ikatan Jurnalis Televisi Indonesia (IJTI). Dilanjutkan dengan Training Jurnalis Televisi yang mengacu pada Kompetensi Uji Kompetensi Jurnalis TV IJTI dan dilakukan proses asesmen Uji Kompetensi Jurnalis TV untuk Jurnalis Muda, Madya dan Utama. Kurikulum “News Academy” juga mengacu pada kompetensi yang disyaratkan oleh IJTI.
Setiap triwulan, Perseroan juga mengadakan townhall meeting
(Manager Forum) dimana pesertanya khusus untuk level Manager dan ke atas. Beberapa materi seperti update bisnis serta tema-tema lain seperti “2015 Business and outlook Direction”, “Be [a] Healthy leader”, “National economic Perspective” dan “Say No to Your Comfort Zone”, merupakan topik menarik yang diberikan sepanjang tahun 2015. Selain itu Perseroan juga menyelenggarakan Redaksi Forum dengan beberapa tema sebagai berikut, “Dengan Ramadhan Kita Perkuat Komitmen Kebangsaan”, “Pertahanan Indonesia dalam Proxy War”. Dalam forum-forum tersebut Perseroan juga mengundang beberapa pembicara dari luar untuk memperkaya pemahaman dan perspektif seluruh karyawan. Selain itu juga diselenggarakan Supervisor Forum dimana pesertanya khusus untuk level Supervisor dengan tema “Individual Achievement is Good”, “Teamwork is Better”. Secara khusus, Bapak Hary Tanoesoedibjo selaku Ceo MNC Group berkenan melakukan tatap muka dan dengar pendapat dengan berbagai level karyawan di masing- masing unit bisnis dalam beberapa seri Forum maupun dalam Manager Forum, Supervisor Forum maupun Redaksi Forum.
MNC learning Center provides a variety of training programs with a standardized curriculum. Training is delivered to each employee in phases based on the needs of the organization, and employees’ hard and soft skill needs. Hard skill training programs are delivered through an academy-style structure, e.g. “Programming Academy”, “Production Academy”, “Academy News”, “Sales Academy” and “Technical/IT Academy”. Instructors from internal management teams conduct most of the trainings. Soft skill development programs are conducted in collaboration with external parties, selected through a bidding process in accordance with applicable policies. Soft skill development programs include the leadership Academy program for Supervisor and Manager levels.
The Company is also a certiied Institution for Journalistic Competence examination by the Press Council. Through the MNC learning Center, the Company held “Train the Trainer Workshops” for prospective trainers and competency tests for television journalists in collaboration with the Indonesian Television Journalists Association (IJTI). This was followed by the television journalists’ training, which is based on the competency test for television journalists prepared by IJTI. The training is carried out using the assessment process of the TV journalists’ competency test for young journalists, associates, and senior journalists.
every quarter, the Company holds town hall meetings or manager fora, wherein participants speciically come from managerial-level and above. Various business topics and themes, such as “2015 Business outlook Direction”, “Be [a] Healthy leader”, “National economic Perspective”, and “Say No to Your Comfort Zone”, were tackled during these sessions in 2015. The Company also organized a number of editorial Fora covering the following topics: “Strengthening National Commitment with Ramadhan” and “Indonesian Defense in a Proxy War”. Guest speakers were invited to inculcate a deeper understanding and perspective among employees. A Supervisor Forum was held also especially for those within the supervisory level, with theme: “Individual Achievement is Good”, “Teamwork is Better”. Mr. Hary Tanoesoedibjo, as Ceo of MNC Group, was enthusiastic to conduct face-to-face meetings and attend listening sessions with employees at all levels from every business unit during the series of staff fora, including the Manager Forum, Supervisor Forum and even the editorial Forum.
Dengan semakin berkembangnya bisnis Perseroan, dibutuhkan pengelolaan Sumber Daya Manusia yang kuat, sehingga dapat mengikuti perkembangan bisnis perusahaan. Perseroan telah mengembangkan sistem SDM yang terintegrasi, sehingga dapat membantu dalam hal kebutuhan data dan analisa bisnis. Perseroan telah melakukan pengembangan terhadap Human Resources Information System (HRIS) baik di induk usaha maupun di unit usaha. Pengembangan ini menggunakan sistem
Enterprise Resource Planning (ERP) yang tersentralisasi, sehingga dapat terintegrasi dengan fungsi-fungsi lain dalam perusahaan. Implementasi ERP ini di terapkan pada seluruh perusahaan di bawah MNC Media Group.
Dengan diterapkannya sistem ERP ini, Manajemen Perseroan mendapatkan informasi yang cepat dan akurat mengenai data dari seluruh unit usaha seperti data total jumlah karyawan, karyawan baru, karyawan keluar, karyawan mutasi, rotasi ataupun promosi. Hal ini dapat mempermudah manajemen dalam menganalisa guna pengambilan keputusan. Implementasi sistem ERP juga diintegrasikan dengan sistem-sistem yang sudah ada.
Divisi HRIS akan terus melakukan pengembangan yang berkelanjutan terhadap sistem ERP, seperti Self Service, Learning & Development, Performance Management dan lain-lain.
The Company’s continuous growth requires a strong human resource force to support the Company’s business developments. The Company has institutionalized an integrated HR system that assists in providing the necessary business data and analysis. The Company also developed a Human Resources Information System (HRIS) both within the holding company as well as its business units. HRIS uses a centralized Enterprise Resource Planning (ERP) system that integrates all functions within the Company. The ERP is implemented in all companies under MNC Media Group.
Both data centralization and Human Resource management procedures are easier with the implementation of the new ERP system. The Company’s management can gather information quickly and accurately from all business units, such as total number of employees, new hires and employee exits, as well as employee movement, rotation and promotion. This helped simplify management systems, which lead to more efficient and insightful decision-making. The new ERP system is also integrated with existing Company systems.
The HRIS Division will continue to implement and further develop the ERP system, such as Self-Service, Learning and Development, Performance Management, and others.