Sumber Daya Manusia
Human Resources
Untuk mewujudkan visinya sebagai perusahaan kelasdunia, Hexindo sangat menyadari pentingnya investasi di bidang sumber daya manusia. Kompetensi SDM adalah kunci yang akan mengantar Perusahaan untuk menang dalam era kompetisi yang semakin ketat. Modal sukses Hexindo tidak hanya disebabkan oleh kualitas produk-produknya tetapi juga karena didukung SDM terampil yang selalu mampu memberikan pelayanan memuaskan bagi pelanggannya.
Menyadari hal tersebut, Perusahaan mengelola sumber daya manusianya secara serius dengan menyeleng-garakan berbagai program yang dapat memotivasi setiap karyawannya untuk terus bekerja lebih baik. Perusahaan memberikan kesempatan yang sama kepada setiap karyawan untuk berkembang maju dengan tidak membeda-bedakan suku, agama, ras maupun golongan (sara).
Perusahaan juga menyelenggarakan program-program pengembangan SDM melalui berbagai jenis pelatihan yang terbagi menjadi : compulsory training dan optional training. Compulsory training merupakan program pelatihan yang jenis dan bentuknya dirancang untuk mewujudkan visi dan misi Perusahaan, sedangkan optional training merupakan jenis training yang diselenggarakan berdasarkan usulan masing-masing pimpinan baik departemen, cabang, proyek, SBH dan Representative Office Head (ROH). Optional training umumnya diselenggarakan karena tuntutan kebutuhan peningkatan performa kinerja.
Di samping pelatihan terkait kepemimpinan dan pelayanan, Perusahaan juga menyelenggarakan pelatihan basic management I, II dan basic training skill (BTS) untuk menjawab tingginya kebutuhan pelayanan teknis pelanggan. Program pelatihan ini dilakukan dengan merekrut para lulusan Sekolah Teknik Menengah (STM) untuk mengikuti sembilan (9) bulan pelatihan, hingga siap dan terampil bekerja di lapangan. Berikut adalah pelatihan Non Technical Trainings yang diberikan selama tahun 2012:
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To meet its vision as a world-class company, Hexindo sees the imporance of investing in human resources (HR). The HR competence will be the key to the Company to win the competition.
Hexindo's success does not lie only on the products but also on the skills of the its human resources that can provide satisfying service to the customers.
In this regard, the Company seriously manages its human resources through the implementation of a number of programs that can motivate each of its employees to show higher productivity. The Company thus treats all employees with the same opportunity so that they can move forward, with respect to the religion, ethnic, race and group.
The Company launches training programs for the HR development, which consist of compulsory training and optional training. Compulsory training is a training program whose type and form are designed to support the realization of corporate vision and mission, whereas optional training is a training program which is held on request from each division heads, either of a department, branch, project SBH and Representative Office Head (ROH). Optional training generally takes place to meet the need for performance improvement.
Besides training on leadership and service, the Company also holds trainings on basic management I, II and basic training skill (BTS) to meet the need for technical service for the customers. The training program is run by recruiting teh graduates from Engineering High School to join in a 9-month training program and prepare them for work.
Below is the list of Non Technical Trainings in 2012:
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Management Training
1. HEXINDO MIDLE MANAGEMENT PROGRAM (HMMP)
• Technique Presentation • Finon
• New Leadership (Orientation)
2. HEXINDO BASIC MANAGEMENT PROGRAM II (HBMP II)
• POAC (Planning, Organizing, Actuating, Controling)
3. HEXINDO BASIC MANAGEMENT PROGRAM I (HBMP I)
• Basic Leadership
Non Managerial Aspek Training • Customer service Orientation • OHSAS (ISO) • SMK 3 Others Training • CSS & Admin • Orientation • Warehouse • John Deere • Part Marketing • BSC
• Sosialisasi New HR Software • E-Service Improvement • E-Service Review & Evaluation
Untuk tahun 2012, Perusahan telah menginvestasikan dana pengembangan SDM sebesar US$ 450.000. PENGEMBANGAN KARIR
Setiap karyawan Hexindo memiliki kejelasan karir melalui program pengembangan karir yang kenal dengan nama career path. Melalui program ini karyawan mendapatkan kejelasan jenjang karir, dan setiap atasan telah memiliki staf yang siap menggantikan posisinya. Kompetensi staf secara berkala dinilai dan diarahkan atasannya
Sumber Daya Manusia
Human Resources
Management Training
1. HEXINDO MIDLE MANAGEMENT PROGRAM (HMMP)
• Technique Presentation • Finon
• New Leadership (Orientation)
2. HEXINDO BASIC MANAGEMENT PROGRAM II (HBMP II)
• POAC (Planning, Organizing, Actuating, Controling)
3. HEXINDO BASIC MANAGEMENT PROGRAM I (HBMP I)
• Basic Leadership
Non Managerial Aspek Training • Customer service Orientation • OHSAS (ISO) • SMK 3 Others Training • CSS & Admin • Orientation • Warehouse • John Deere • Part Marketing • BSC
• Sosialisasi New HR Software • E-Service Improvement • E-Service Review & Evaluation
During 2012, the Company had allocated US$ 450,000 for HR development programs.
CAREER DEVELOPMENT
Each Hexindo's employee has a clear career path as the Company has a career development program called career path. In this program, the employees's have certain career path, and each manager always has staffs as his or her successors. The staff competence is assessed in periodical basis and receive coaching
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Sumber Daya Manusia
Human Resources
Disisi lain atasan juga memiliki career path yang lebih tinggi. Supervisor dituntut segera mengembangkan diri menuju level manager, sedangkan seorang manager harus mempersiapkan diri menduduki posisi general manager (GM) dan seterusnya.
Perusahaan juga menawarkan program promosi yang menarik agar pekerja yang berprestasi bisa merencanakan pengembangan karirnya di masa depan, meraih posisi lebih tinggi dengan jaminan penghasilan yang lebih baik.
KOMPENSASI DAN APRESIASI
Selain gaji pokok Perusahaan menyediakan berbagai fasilitas bagi pekerja tetap seperti : subsidi perumahan, tunjangan transportasi, kesehatan, asuransi jiwa, tunjangan tugas ke luar daerah, keanggotaan serikat buruh dan asuransi sosial.
Perusahaan juga terus melanjutkan berbagai program apresiasi kepada karyawan yang berkinerja baik seperti: 1. Program beasiswa bagi anak-anak karyawan yang berprestasi, untuk membantu anak-anak karyawan mengembangkan bakat, kemampuan dan prestasinya.
2. Perusahaan juga memberikan penghargaan bagi karyawan yang setia mengabdi dan memberikan dedikasi terbaiknya bagi kemajuan Perusahaan. Penghargaan diberikan kepada para karyawan yang telah bekerja selama 10 dan 15 tahun dengan memberikan logam.
JUMLAH KARYAWAN
Hexindo saat ini didukung oleh 1.621 karyawan atau bertambah sebanyak 229 orang dibandingkan tahun 2011 yakni sebanyak 1.392. Hal ini dilakukan perusahaan untuk menunjang kebutuhan bisnisnya.
On the other hand, the supervisor can expect for higher career path. A supervisor must develop himself or herself to prepare for the manager level, while a manager shall prepare for the position of general manager (GM) and next.
The Company can also offer an attractive promotion for the best performing employees to help them plan for their future career, achieve higher position and earn better salary.
COMPENSATION AND APPRECIATION
Besides receiving basic salary, the Company offers a number of faciltiies for the permanent employees, among which are: housing subsidy, transportation allowance, health coverage, life insurance, duty allowance, membership in the labor union and social insurance.
In addition, the Company carries on the appreciation programs for the performing employees, such as: 1. Scholarship Program for the employees' performing
children in order to help them develop their talents, skills and make an achievement.
2. The Company also gives reward to loyal and dedicated employees that support the Company's growth. The reward is in the form of pure gold given to those who have worked for 10 and 15 years.
TOTAL EMPLOYEES
Hexindo is currently supported by 1,621 employees as it added 229 employees from 2011 figure, which was 1,392 employees. This addition was to support the business expansion.
Komposisi Jumlah Karyawan Berdasarkan Jabatan Tahun 2011 dan 2012
Composition of Employees Based on Position in 2011 and 2012
Jabatan Jumlah Karyawan / No. Employees Position
7 19 73 141 84 623 445 1.392 Direktur General Manajer Manajer Supervisi Foremen Teknisi Staff Jumlah Director General Manager Manager Supervisor Foremen Technical Staffs Total 2011 2012 6 18 89 142 94 744 528 1.621
Jumlah Karyawan Berdasarkan Tingkat Pendidikan Tahun 2011 dan 2012
Number of Employees by Level of Education in 2011 and 2012
Pendidikan Jumlah Karyawan / No. Employees Education
19 229 134 8 10 980 12 1.392 Strata 2 (S2) Strata 1 (S1) D3 (Diploma 3) D2 (Diploma 2) D1 (Diploma 1) SLTA SLTP Jumlah Post Graduate Bachelor D3 (Diploma 3) D2 (Diploma 2) D1 (Diploma 1) Senior High School Junior High School
Total 2011 2012 12 1170 9 7 145 260 18 1.621
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Tata Kelola Perusahaan Good Corporate GovernanceTEKNOLOGI INFORMASI
Teknologi Informasi (TI) merupakan perangkat penunjang dalam proses kerja maupun proses komunikasi di lingkungan perusahaan, termasuk antara Kantor Pusat dan Kantor Cabang. Mempertimbangkan pentingnya TI dalam pekerjaan sehari-hari, Perseroan melakukan sejumlah perbaikan terkait dengan infrastruktur teknologi informasi perusahaan selama tahun 2012.
Di antara perbaikan yang dilakukan adalah:
a. Memperbaiki jaringan TI antara Kantor Pusat ke Kantor Cabang dengan menaikkan kapasitas bandwidth agar mempercepat hubungan komunikasi antara Kantor Pusat dan Kantor Cabang.
b. Melakukan migrasi jaringan sehingga menjadi satu kesatuan dengan prinsipal perusahaan di Jepang. c. Implementasi sistem HR dan sistem Procurement baru. Upaya ini mengikuti penerapan sistem Finance yang telah dilakukan 2 (dua) tahun sebelumnya.
d. Implementasi CRM Sales System berbasis SalesForce.Com yang terintegrasi dengan Internal Sales Approval System (e-Approval).
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Tata Kelola Perusahaan Good Corporate Governance
INFORMATION TECHNOLOGY
Information Technology (IT) is a supporting instrument in the working process as well as in the communication within the Company, including between Head Office and Branch Offices. Considering the importance of IT in the daily activities, the Company had made some improvements in the IT infrastructure during the period of 2012.
Among the improvements are:
a. Improving the IT network between the Head Office to Branch Office by upgrading the bandwidth capacity in order to accelerate the communication between Head Office and Branch Office.
b. Completing network migration to make it integrated with that of the principal in Japan.
c. Implementing new HR system and Procurement system. This effort entailed the implementation of the Finance system which was completed two years ago.
d. Implementing SAP-based accounting system to make it integrated with SAP system of Hitachi.