Persaingan industri yang semakin kompetitif mengharuskan Perseroan melakukan beberapa inisiatif dalam upaya mempersiapkan dan mengembangkan Sumber Daya Manusia (SDM) yang bermutu dan terampil. Perseroan melakukan pengembangan SDM melalui program manajemen SDM agar perseroan mampu menjadi perusahaan terbaik di bidang industri agribisnis.
PENGEMBANGAN KOMPETENSI DAN KARIER
Guna mendapatkan SDM yang berkualitas, Perseroan melaksanakan berbagai program pelatihan dan pengembangan kompetensi untuk memberikan kesempatan kepada karyawan dalam proses pengembangan diri.
Pengelolaan kompetensi karyawan dilakukan melalui serangkaian tahap mulai dari proses rekrutmen sampai dengan selesai masa kerja.
Proses rekrutmen karyawan baru dilakukan secara berkala sesuai dengan kebutuhan organisasi. Selain melalui jalur rekrutmen publik, Perseroan juga menjalin kerjasama dengan instansi pendidikan terkait untuk menjaring calon- calon tenaga kerja potensial. Tenaga kerja yang terjaring melalui proses seleksi, selanjutnya akan menjalani masa orientasi karyawan baru sesuai dengan bidang keahlian dan jabatan masing-masing.
The increase in industrial competition has required the Company to introduce various initiatives in preparing and developing highly qualified and skilled Human Resources. The Company introduced a Human Capital Management program to striving to become the best in the agribusiness industry.
COMPETENCE AND CAREER DEVELOPMENT
The Company organized various competency training and development programs aimed to assist employees in their personal development process. Employee competency management programs were organized through a series of stages starting from the recruitment process to the end of the employment term.
New employees are recruited periodically according to the organization's needs. Besides the regular public recruitment channels, the Company also collaborates with educational institutions to recruit prospective workers who show potential. Candidates who succeed in passing the selection process will go through a new employee orientation period in accordance with their respective expertise and position.
Absensi Pagi karyawan PT Gunung Sejahtera Ibu Pertiwi, sebelum memulai aktivitas kerja.
Attendance to personnel at PT Gunung Sejahtera Ibu Pertiwi, before starting the activities.
Foto/photo : Muhammad Tito Luqman Hakim-PT GSDI
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Selain program pelatihan dan pengembangan kompetensi, Perseroan juga melaksanakan penilaian kompetensi secara terbuka dan berkala melalui program sinergi guna menghasilkan penilaian secara adil antara user dan karyawan. Hal tersebut dilakukan untuk mempersiapkan lahirnya calon-calon pemimpin di masa depan.
Program pengelolaan pengembangan kompetensi dilakukan di bawah Astra Human Capital Management (AHCM) dan manajemen sumber daya manusia yang dikembangkan secara internal.
HUBUNGAN INDUSTRIAL
Dalam mengelola hubungan industrial, Perseroan secara rutin melakukan komunikasi secara formal dan informal yang telah disesuaikan dengan peraturan perundang- undangan yang berlaku. Komunikasi formal dilakukan melalui Forum Lembaga Kerjasama (LKS) Bipartit dengan Serikat Pekerja. Untuk komunikasi informal, diwujudkan melalui forum diskusi dengan Paguyuban yang terdapat di semua perumahan karyawan.
Selama pandemi, Perseroan melakukan pembatasan dalam pelaksanaan forum komunikasi LKS Bipartit sesuai dengan protokol kesehatan. Sedangkan kegiatan informal Paguyuban difokuskan pada kegiatan Sosialisasi Perilaku Hidup Bersih dan Sehat (PHBS), pengadaan tempat cuci tangan, serta penyemprotan desinfektan di area Paguyuban.
In addition to the competency training and development programs, the Company also carries out transparent competency assessments regularly through a synergy program to give fair assessment between the user and the employee. These steps aim to prepare future leaders.
The development competency management program is under conducted Astra’s Human Capital Management (AHCM) and a system of human capital management developed internally.
INDUSTRIAL RELATIONS
In managing industrial relations, the company actively maintains formal and informal communications in line with prevailing laws and regulations. Formal communications take place through a Bipartied Cooperation Agent Forum (LKS) with the Workers Union. Informal communications are conducted through discussion forums with the communities at all employee housing compounds.
During the pandemic, communications with the Biparty LKS were restricted and took place under strict health protocols.
On the other hand, community activities focused on Promoting a Clean and Healthy Lifestyle, provision of hand- washing facilities, and spraying of disinfectant in the community areas.
STRUKTUR ORGANISASI
Divisi Human Capital Management (HCM) beserta jabatan- jabatan yang ada dalam organisasi HCM mempunyai tugas dan fungsi yang sesuai dengan standar AHCM yang terdapat delapan pilar di dalamnya yang meliputi Organization Development Management, Recruitment Management, People Development Management, Performance Management, Termination Management, Reward Management, Industrial Relation Management, dan Culture Management.
ORGANIZATION STRUCTURE
The Human Capital Management (HCM) division and all of the positions available within the HCM organization have the tasks and functions in line with the standards of the eight pillars stated in the AHCM which cover Organization Development Management, Recruitment Management, People Development Management, Performance Management, Termination Management, Reward Management, Industrial Relation Management, and Culture Management.
Tingkat Pendidikan
Education Level
2019 2020
S3 1 1
S2 19 20
S1 1.340 1.281
D4 27 23
D3 400 381
D2 48 41
D1 141 133
SLTA 10.284 9.599
SLTP 3.286 2.970
SD 10.572 9.320
SDTT 1.714 1.499 Belum Ada
Keterangan
No Information
10.793 9.115
Total 38.625 34.383
Karyawan Menurut Tingkat Jabatan Tahun 2019 – 2020
Employees by Position Level in 2019-2020
Karyawan Menurut Kelompok Usia Tahun 2019 – 2020 Employees Ranked by Age Range in 2019-2020
Karyawan Menurut Latar Belakang Pendidikan Tahun 2019 – 2020
Employees by Educational Background in 2019-2020
Karyawan Menurut Jenis Kelamin Tahun 2019 – 2020 Employees by Sex in 2019-2020
REMUNERASI & PENSIUN
Dalam rangka mengapresiasi karyawan yang telah berdedikasi terhadap kemajuan usaha Perseroan, maka Perseroan mengupayakan remunerasi yang sesuai dengan peraturan perundang-undangan, perindustrian dan ketenagakerjaan.
Remunerasi tersebut mencakup pembayaran gaji bulanan, tunjangan dan asuransi kesehatan, tunjangan transportasi, tunjangan makan siang, tunjangan cuti, tunjangan hari raya, kepemilikan kendaraan, bonus tahunan, serta rencana pensiun.
Perseroan memberikan apresiasi bagi karyawan melalui Alexa Award dan Penghargaan Karya Bhakti.
REMUNERATION & PENSION
To appreciate the employees who dedicated their best efforts toward the growth of the Company, the Company provides remunerations that comply with the existing industrial and manpower laws and regulations. These remunerations include monthly salaries, allowances and health insurance, transportation allowances, lunch allowances, leave allowances, religious festivity allowances, vehicle ownership, annual bonuses, and pension plans.
The Company also shows its appreciation to employees through the Alexa Award and the Services Award (Penghargaan Karya Bhakti).
Tingkat Jabatan
Position Level 2019 2020
Non Staff 37.032 32.788
Staff 1.199 1.200
Managerial 387 388
Direksi 7 7
Total 38.625 34.383
Kelompok Usia
Age Range 2019 2020
18-25 tahun/
years old 5.035 3.623
26-35 tahun/
years old 15.178 13.153
36-45 tahun/
years old 13.499 12.697
46-55 tahun/
years old 4.854 4.877
>55 tahun/
years old 59 33
Total 38.625 34.383
Jenis Kelamin
Sex 2019 2020
Perempuan
Female 4.971 4.136
Laki-laki
Male 33.654 30.247
Total 38.625 34.383
PROFIL KARYAWAN
Per 31 Desember 2020, Perseroan memiliki total karyawan sebanyak 34.383 (tetap dan kontrak) orang yang berkerja di berbagai lokasi, termasuk di Kantor Pusat dan Kebun.
Berikut ini adalah jumlah karyawan Perseroan yang terbagi dalam berbagai kelompok.
EMPLOYEE PROFILES
As of 31 December 2020, the Company employed 34,383 (permanent and contract) personnel working at various locations, including at the Head Office and at the Plantations.
Below are the number of Company employees categorized in various group.
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Pengarahan kepada karyawan PT Gunung Sejahtera Ibu Pertiwi, sebelum memulai aktivitas kerja.
Briefing to personnel at PT Gunung Sejahtera Ibu Pertiwi, before starting the activities.
Foto/photo : Muhammad Tito Luqman Hakim-PT GSDI
KETENAGAKERJAAN
Terwujudnya hubungan industrial yang harmonis dan dinamis merupakan tujuan utama Perseroan, untuk itu Perseroan berupaya memenuhi hak-hak karyawan sebagaimana yang diatur dalam peraturan perundang-undangan yang berlaku tentang ketenagakerjaan. Perseroan juga berkomitmen tinggi dalam hal kesetaraan gender dan kesempatan kerja, pelatihan kerja untuk meningkatkan profesionalisme pegawai, serta menjamin kesejahteraan karyawan sesuai dengan sistem imbal jasa yang sepadan. Perseroan juga berkomitmen tinggi terhadap keselamatan dan kesehatan karyawan.
KESELAMATAN KERJA
Keselamatan Kerja menjadi aspek penting dalam operasional sesuai dengan komitmen Perseroan. Oleh karenanya, Perseroan menetapkan target Zero Fatal Accident (tidak ada kecelakaan kerja fatal) kepada seluruh anak usaha Perseroan.
Berbagai usaha yang dilakukan guna mencapai Zero Fatal Accident seperti Identifikasi Bahaya dan Risiko, melakukan Job Safety Analysis (Analisa Keselamatan Pekerjaan), analisa nearmiss, Safety Campaign, Pelatihan K3 (Safety Training), dan juga melakukan tindak sanksi terkait perilaku tidak aman (unsafe action) dan perbaikan kondisi tidak aman (unsafe condition) dari hasil temuan inspeksi.
Dalam hal penegakan disiplin agar mencegah terjadinya kecelakaan kerja, Perseroan menerapkan Excellent Golden Rules (EGR). Penegakan EGR dengan memberikan sanksi mulai dari teguran, sampai dengan Surat Peringatan 3 (SP-3). Perseroan juga memberikan penghargaan bagi karyawan yang peduli dengan K3.
Pada tahun 2020, sebanyak 3 anak perusahaan Perseroan meraih penghargaan Zero Accident dari Kementerian Tenaga Kerja dan Transmigrasi Tingkat Provinsi hingga Nasional.
MAN POWER
Establishing harmonious and dynamic industrial relations is one of the Company’s main goals. To this end, the Company consistently endeavors to fulfill employees’ rights as stipulated in prevailing laws and regulations on manpower. The Company is also highly committed to gender and work opportunity equality, it also provides training to improve employees’ professionalism and ensures their welfare by implementing a decent remuneration system. It is also highly committed towards workers' health and safety.
SAFETY AT WORK
In line with its commitment, Safety at Work is an important aspect of the Company’s operations. Therefore, the Company established a policy with a Zero Fatal Accident target in all of its subsidiaries.
Various measures have been undertaken to achieve the Zero Fatal Accident target such as Hazard and Risk Identification, conducting Job Safety Analyses, Near-miss Analyses, Safety Campaigns, and Safety Training programs. The Company also imposes penalties related to unsafe actions and remedies unsafe conditions found during inspections.
To assert discipline and avoid workplace accidents, the Company upholds its Excellent Golden Rule (EGR). The EGR is enforced by imposing penalties ranging from reprimands to issuing final warning letters (SP-3). The Company also awards employees who promote occupational safety and health (K3).
In 2020, three of the Company’s subsidiaries received Zero Accident awards from the Ministry of Manpower and Transmigration at both the National and Provincial levels.