HR MANAGEMENT
2. Employee Development
a. Management of Performance Management Systems (SMK)
In 2012 a series of activities have been carried out in improving Management and Performance Management based on Key Performance Indicators.
These activities begun with briefings at the level of VPs, Managers, Assistant VPs during January- March 2012, in the form of trainings regarding KPI based work unit performance formulation and methods of cascading to respective subordinates.
At the end of the year, assessments are done by respective superiors by comparing employee formulated targets in the beginning of the year and its actualization.
Assessment of employee performance is com- pared with the employee achievement results in a population with normal distribution. Performance assessment is comprised of 7 performance ratings: Rating 1-2, Rating 2, Rating 3, Rating 4, Rating 5, Rating 6, Rating 7 and Rating 8.
The levels of employee performance assess- ments will in turn affect the increase of annual wages, annual incentives, annual bonuses and position promotion opportunities or band promotions.
b. Development and Education
Pertamina Gas implements employee devel- opment and education in a manner that is sustainable to achieve competency and skill levels required through educational and training methods. The company’s HR Management is based on Mandatory Training, Functional/
Technical Training, Seminars/Workshops and Certifications.
Throughout 2012, Pertamina Gas has provided education and training for employees with details as follows:
Selain itu untuk meningkatkan kemampuan pekerja, perusahaan memberikan kesempatan pekerja untuk melanjutkan Pendidikan S2 dengan metode seleksi yang baik. Seluruh biaya pendidikan menjadi tanggungan perusahaan.
c. Manajemen Karir
• Mutasi pekerja
Salah satu program pembinaan pekerja, Perusahaan melakukan penyegaran dengan program rotasi / mutasi pekerja lintas unit baik sifatnya lateral maupun struktural sehingga menambah perbendaharaan wawasan Pekerja
• Promosi jabatan
Perusahaan memberikan kesempatan promosi jabatan kepada pekerja berdasarkan kapasitas dan kapabilitasnya. Promosi jabatan secara struktural dengan mengisi posisi jabatan yang lebih tinggi berdasarkan penilaian fit & proper test, baik di internal Pertamina Gas maupun di Anak Perusahaan/Joint Venture Pertamina Gas (PT Perta-Samtan Gas, PT Pertagas Niaga, PT Perta Daya Gas)
• Kenaikan Golongan secara selektif
Proses kenaikan golongan berdasarkan penilaian kinerja 3 (tiga) tahun terakhir, delta golongan jabatan dan golongan upah pekerja, lama di golongan upah pekerja, dan pencapaian lainnya yang membawa perubahan yang cukup besar bagi Perusahaan. Hasil seleksi kenaikan golongan ditentukan oleh Dewan Pembinaan Karier Pekerja (DPKP) yang dalam hal ini diwakili oleh BOD/Manajemen Pertamina Gas.
• Penugasan khusus
Penugasan khusus diberikan secara taskforce (penugasan secara penuh) kepada pekerja dengan Surat Perintah Direktur Utama, terutama untuk mendukung pembangunan proyek-proyek yang sedang berjalan baik di internal Pertamina Gas maupun di Anak Perusahaan/JV Pertamina Gas (PT Perta-Samtan Gas, PT Pertagas Niaga, PT Perta Daya Gas).
In the endeavour to increase employee capability, the company also offers opportunities for employees to continue their post-graduate education through good selection methods. All educational expenses are borne by the company.
c. Career Management
• Employee Mutation
As one of the employee development programs, the company has conducted employee rotation/mutation programs a- cross units, both laterally and structurally for refreshment and to add insights of the employees
• Promotions
The company grants promotion opportunities to workers based on their capacities and capabilities. Promotions are conducted struc- turally to fill higher positions based on the fit and proper test assessments, both internally within Pertamina Gas and in subsidiaries/Joint Ventures (PT Perta-Samtan Gas, PT Pertagas Niaga, PT Perta Daya Gas)
• Selective Band Promotion
The process of a band promotion is based on the assessment of performance during the last 3 (three years), position band delta and employee band salary, length of time in employee band salary, and other achievements that brought about relatively large changes to the company. The selection process result of the band promotion is determined by the Board of Employee Career Development (DPKP) which in this case represents the Pertamina Gas BOD/Management.
• Special Assignments
Special assignments are delegated through taskforces (full assignments) to employess through a warrant by the President Director, especially in supporting the establishments of ongoing projects, both internally in Pertamina Gas and in Pertamina Gas Subsidiaries/JV (PT Perta-Samtan Gas, PT Pertagas Niaga, PT Perta Daya Gas).
Jenjang Pendidikan / Education Level
Pekerja yang Mengikuti /
Attending Worker universitas / university Keterangan / Description S2-Pasca Sarjana /
Post Graduate 2 Pekerja /
2 Workers Institut Teknologi Bandung, Indonesia / Bandung Institute of Technology,
Indonesia
Proses seleksi bekerja sama dengan HR Pertamina (Persero)/The selection process is in a cooperation with Pertamina (Persero)’s HR S2-Pasca Sarjana /
Post Graduate 1 Pekerja /
1 Worker Tulsa University, USA / Tulsa
University, USA Proses seleksi bekerja sama dengan HR Pertamina (Persero)/The selection process is in a cooperation with Pertamina (Persero)’s HR
3. Pengelolaan Kompensasi & Benefit a. Pemberian Reward & Recognition
• Insentif tahunan berdasarkan kinerja perusahaan dan pekerja.
• Bonus laba perusahaan berdasarkan keputusan Rapat Umum Pemegang Saham.
• Tunjangan Hari Raya Keagamaan (THRK).
• Tunjangan Kompensasi Fasilitas Istirahat Tahunan (Cuti).
b. Pengupahan
Sistem remunerasi di Pertamina Gas kompetitif terhadap PT Pertamina (Persero) dan Anak Perusahaannya sehingga memudahkan dalam proses pembinaan karier pekerja.
c. Pengelolaan Kesejahteraan Pekerja
Guna menunjang kegiatan dan kelancaran tugas yang diberikan, Perusahaan melakukan pembenahan dalam hal pemberian fasilitas dan kesejahteraan kepada pekerja dan keluarga. Di sisi lain, jenis pekerjaan yang berurusan dengan gas bumi senantiasa berhadapan dengan risiko tinggi yang mengancam keselamatan pekerja.
Target produktivitas yang meningkat setiap tahun menambah tingkat risiko yang dihadapi pekerja.
Untuk itu upaya meningkatkan perlindungan terhadap pekerja terus ditingkatkan.
Program Jamsostek
Untuk memberikan perlindungan kepada tenaga kerja, diselenggarakan program jaminan sosial tenaga kerja yang pengelolaannya dilaksanakan melalui Asuransi Jaminan Sosial Tenaga Kerja (Jamsostek). Adapun ruang lingkup program jaminan sosial tenaga kerja ini meliputi :
ο Jaminan Kecelakaan Kerja
ο Jaminan Kematian
ο Jaminan Hari Tua
Dengan adanya berbagai jamina perlindungan ini, selain memberikan ketenangan kerja juga berdampak positif terhadap usaha-usaha peningkatan disiplin dan produktivitas tenaga kerja.
Program Pemeliharan Kesehatan dan Pengobatan
Perusahaan menyelenggarakan Program Jaminan Pemeliharaan Kesehatan yang manfaatnya lebih baik dari Jamsostek, untuk mewujudkan derajat kesehatan yang optimal bagi pekerja dan keluarga dengan pendekatan pemeliharaan, peningkatan kesehatan (promotif), pencegahan penyakit (preventif), penyembuhan penyakit (kuratif) dan pemulihan kesehatan (rehabilitatif) serta per- lindungan (protektif) yang dilaksanakan secara menyeluruh, terpadu dan berkesinambungan.
Pemberian Jaminan kesehatan ini dilakukan dengan memastikan bahwa terdapat kesetaraan bagi pekerja wanita dan pria, yaitu dengan pengakuan
3. Compensation & Benefit Management a. Reward & Recognition Provision
• Annual incentives are based on company and employee performance.
• Company Earnings bonus are decided by the General Meeting of Shareholders.
• Religious Holiday Allowance (THRK).
• Annual Leave Compensation Allowances (Cuti).
b. Salary Payments
Pertamina Gas’ remuneration system is com- petitive with PT Pertamina (Persero) and Sub- sidiaries so that it eases the employee career development process.
c. Management of Employee Welfare
To support activities and smoothness of duties assigned by the company, PT Pertamina Gas conducted improvements to provide facilities for employees and their families. On the other hand, the types of work related to natural gas are constantly facing high risks, threatening the safety of employees. The ever rising annual productivity targets bring the level of risks met by employees. Thus, efforts to increase employee protection are continually intensified.
Jamsostek Program
To provide protection to the work force, employee social security programs have been held with the implementation through insurance – Jamsostek. The scope of the employee social security program covers:
ο Work Accident Insurance
ο Fatality Insurance
ο Old Age Insurance
Various employee protection give a sense of peace at work and positive impacts on dis- cipline improvement efforts and employee productivity.
Health Care and Treatment Program
The company also organized a Health Care and Treatment Program that offer better benefits than Jamsostek to achieve optimal health for workers and families. The program was implemented with the approach of main- tenance, health promotion, disease prevention, the disease healing (curative), convalescence (rehabilitative) and protection carried out in a comprehensive, integrated and sustainable manner. The Health Insurance Program is executed under principle of equality, in which both male and female employees received the same amount of work responsibility.
Fixed Premium Pension Program (PPIP) Since 2012, The Company has enrolled
bahwa tanggungan pekerja wanita sama dengan pekerja pria.
Program Iuran Pensiun Pasti (PPIP)
Sejak tahun 2010, Perusahaan mengikutsertakan pekerjanya dalam Program Pensiun Iuran Pasti (PPIP) melalui Dana Pensiun Lembaga Keuangan (DPLK). Di dalam program pensiun tersebut, setiap pekerja dapat memilih DPLK yang diinginkan maupun portofolio investasi dari dana yang disetor oleh pekerja dan Perusahaan. Pembebanan Iuran Program PPIP ini terbagi menjadi 2 yaitu Iuran Beban Perusahaan dan Iuran Beban Pekerja. Untuk Iuran Beban Perusahaan di tetapkan dengan prosentase yang sama dari Upah Tetap untuk semua pekerja, sedangkan untuk Iuran beban pekerja diberikan kebebasan memilih 1 (satu) pilihan besaran prosentase dari 4 (empat) pilihan yang disediakan Perusahaan. Adanya kebebasan pemilihan DPLK dan Iuran Beban Pekerja tersebut memudahkan pekerja untuk mencapai hasil investasi sesuai dengan target pribadi masing-masing pekerja.
Program Asuransi Purna Jabatan Direksi
Sebagai bentuk penghargaan atas pengabdian anggota Direksi, Perusahaan memberikan Santunan Purna Jabatan pada setiap akhir masa jabatan.
Santunan Purna Jabatan dimaksud diberikan dalam
employees into the Fixed Premium Pension Program (PPIP) through the Pension Funds of a Financial Insitution (DPLK). This pro- gram allows the employee to select the desired DPLK or investment portfolio from funds stored by the employee and company.
The PPIP imposition of Premium is divided into two, Company Contribution and Emplo- yee Contribution. Company Contribution is set based on a percentage of fixed emplo- yee of all employees, while Employee Contribution is set with a freedom to select 1 (one) choice of 4 choices (percentages) offered by the company. The freedom to select DPLK and Employee Contribution eases employees to achieve investment results of personal targets set by respective employees.
Director's Post-official Insurance Program As a form of appreciation to the dedication of the Board of Directors, the company gave a Director's Post-official Insurance Program at the end of each tenure. The Director's Post-official Insurance Program stated is given in the form of inclusion in insurance programs retirement savings. Premiums or annual fees incured by the company is set a
bentuk pengikutsertaan dalam program asuransi atau tabungan pensiun. Premi atau iuran tahunan yang ditanggung Perusahaan maksimum sebesar 25% dari gaji per tahun dan jumlah tersebut harus dicantumkan dalam RKAP setiap tahun anggaran.
Program Kesejahteraan Lainnya
Program lainnya yang dilakukan untuk meningkatkan kesejahteraan Pekerja antara lain program pembinaan olahraga melalui Badan Pembinaan Olah Raga (BAPOR) serta kegiatan keagamaan pekerja melalui Badan Dakwah Islam (BDI) dan Badan Koordinasi Umat Kristiani (Bakor Umkris).