Persaingan industri yang semakin kompetitif mendorong Perseroan untuk melakukan beberapa inisiatif dalam mengembangkan SDM (Sumber Daya Manusia) yang berkualitas. Perseroan melakukan pengembangan SDM melalui manajemen SDM agar mampu menjadi perusahaan terbaik di bidang industri agribisnis.
PENGEMBANGAN KOMPETENSI DAN KARIER
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 dilakukan secara berkala sesuai dengan kebutuhan organisasi. Proses rekrutmen dilakukan melalui jalur publik maupun kerjasama dengan instansi Pendidikan. Tenaga kerja yang terjaring melalui proses seleksi akan menjalani masa orientasi karyawan baru sesuai dengan bidang keahlian dan jabatan masing-masing.
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.
The rising industrial competition has driven the Company to introduce various initiatives to develop qualified human resources. These Company initiatives, carried out under the Human Capital Management program, aim to establish the Company as the best company in the agribusiness industry.
COMPETENCY AND CAREER DEVELOPMENTS
The Company offers a variety of competency training and development programs to facilitate employees’ self- development process. Employee competency management takes place across the board, starting from the recruitment process until the end of the employment term.
New employee recruitments take place periodically in accordance with the organization’s needs. Recruitments are conducted through public channels as well as through collaborations with education institutions. Candidates that pass the selection process will go through an orientation program which aligned with their respective expertise and position.
The Company also carries out regular transparent competency assessments through a synergy program in order to allow users and employees to provide their fair assessments. This assessment is aimed to build future leaders.
Pemanen di PT Gunung Sejahtera Dua Indah, Kalimantan Tengah.
Harvester activities in PT Gunung Sejahtera Dua Indah, Central Kalimantan.
Foto/photo : Muhammad Tito Luqman Hakim-PT Gunung Sejahtera Dua Indah
Program pengembangan kompetensi dilakukan di bawah AHCM (Astra Human Capital Management) dan manajemen sumber daya manusia yang dikembangkan secara internal.
HUBUNGAN INDUSTRIAL
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.
Pengelolaan hubungan industrial dilakukan secara rutin oleh Perseroan dengan melakukan komunikasi secara formal dan informal. Komunikasi formal dilakukan melalui Forum Lembaga Kerjasama (LKS) Bipartit dengan Serikat Pekerja.
Komunikasi informal diwujudkan melalui forum dengan Paguyuban yang terdapat di semua perumahan karyawan.
Selama pandemik Covid-19, Perseroan melaksanakan 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. Perseroan juga mendukung dan melaksanakan program vaksinasi untuk seluruh karyawan maupun keluarga inti. Program ini telah mencapai 36 ribu karyawan dengan total 72 ribu dosis vaksin.
KETENAGAKERJAAN
Perseroan juga berkomitmen tinggi terhadap keselamatan dan kesehatan karyawan.
STRUKTUR ORGANISASI
Divisi HCM (Human Capital Management) 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.
PROFIL KARYAWAN
Per 31 Desember 2021, Perseroan memiliki total karyawan sebanyak 32.199 (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.
The Company’s competency development programs are carried out under AHCM (Astra’s Human Capital Management) program using a human capital management system that has been developed internally.
INDUSTRIAL RELATIONS
The Company strives to establish industrial relations that is harmonious and dynamic. In order to achieve that goal, the Company ensures that the fulfillment of employee rights is in accordance with the laws and regulations relevant to manpower. The Company is also highly committed to gender and employment opportunity equality.
The Company continuously maintains industrial relations by communicating with employees in both formal and informal settings. Formal communications are carried out between the Bipartite Cooperation Agency (LKS) Forum, and the Workers’
Union, while informal communications take place through discussions with the communities at all employee housing complex.
During the pandemic Covid-19, the Company conducts the bipartite communications forum under a strict health protocol. Meanwhile, the informal meetings focused more on the Promoting Clean and Healthy Lifestyle (PHBS) campaign, provision of hand-washing facilities and disinfection of community areas. the Company’s support and implemented vaccination program for all employees including there core family members. This program has reached 36 thousand people with total 72 thousand dosses of vaccine.
MANPOWER
The Company is highly committed to the safety and health of its employees.
ORGANIZATION STRUCTURE
The HCS (Human Capital Management) Division and all the positions within the HCM organization have tasks and functions that are in line with the eight pillars stated in the AHCM standards. These pillars cover Organization Development Management, Recruitment Management, People Development Management, Performance Management, Termination Management, Reward Management, Industrial Relation Management, and Culture Management.
EMPLOYEE PROFILE
As of 31 December 2021, the Company employed 32,199 (permanent and contract) personnel working at various locations, including at the Head Office and at the Plantations.
The following tables show the total number of the Company’s employees categorized in various groups.
Tingkat Pendidikan
Education Level
2020 2021
S3 | Doctorate 1 1
S2 | Post Graduate 20 20
S1 | Under Graduate 1.281 1.220
D4 | Diploma 4 23 23
D3 | Diploma 3 381 363
D2 | Diploma 2 41 39
D1 | Diploma 1 133 118
SLTA | High School 9.597 8.898
SLTP | Middle School 2.970 2.869 SD | Elementary School 9.320 8.221 SDTT | Unfinished Education 1.499 1.236 Belum Ada
Keterangan| No Information
9.100 9.191
Total 34.366 32.199
Employees by Position Level in 2020-2021
Karyawan Menurut Kelompok Usia Tahun 2020 – 2021 Employees Ranked by Age Range in 2020-2021
Employees by Educational Background in 2020-2021
Karyawan Menurut Jenis Kelamin Tahun 2020 – 2021 Employees by Gender in 2020-2021
REMUNERASI & PENSIUN
Perseroan mengupayakan remunerasi yang sesuai dengan peraturan perundang-undangan dalam rangka mengapresiasi karyawan yang telah berdedikasi terhadap kemajuan Perseroan.
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.
KESELAMATAN KERJA
Keselamatan Kerja menjadi aspek penting dalam operasional Perseroan. Oleh karenanya, Perseroan berkomitmen dengan menetapkan target Zero Accident (tidak ada kecelakaan kerja) kepada seluruh anak usaha Perseroan.
Berbagai usaha yang dilakukan guna mencapai Zero Accident seperti identifikasi bahaya dan risiko, melakukan analisa keselamatan pekerjaan, analisa nearmiss, safety campaign, Pelatihan Kesehatan dan Keselamatan Kerja (K3), serta memberikan sanksi terkait perilaku tidak aman dan perbaikan kondisi tidak aman.
Dalam hal penegakan disiplin agar mencegah terjadinya kecelakaan kerja, Perseroan menerapkan EGR (Excellent Golden Rules). Penegakan EGR dengan memberikan sanksi mulai dari teguran, sampai dengan Surat Peringatan 3 (SP-3).
Di sisi lain, Perseroan juga memberikan penghargaan bagi Tingkat Jabatan
Position Level 2020 2021
Non Staff 32.771 30.603
Staff 1.200 1.227
Managerial 388 362
Direksi | Directors 7 7
Total 34.366 32.199
Kelompok Usia
Age Range 2020 2021
18-25 tahun/
years old 3.623 3.483
26-35 tahun/
years old 13.153 11.679
36-45 tahun/
years old
12.697 11.829 46-55 tahun/
years old 4.877 5.191
>55 tahun/
years old 16 17
Total 34.366 32.199
Jenis Kelamin
Gender 2020 2021
Perempuan
Female 4.136 3.738
Laki-laki
Male 30.230 28.461
Total 34.366 32.199
REMUNERATION & PENSION
The Company has been providing remunerations in accordance with the existing laws and regulations as part of the corporate’s appreciation to its employees who have offered their dedications for the Company’s growth. These remunerations cover monthly salary, health allowance and insurance, transportation allowance, lunch allowance, leave allowance, religious festivity allowance, vehicle ownership program, annual bonus, and pension plan.
WORK SAFETY
Work Safety is a vital aspect in the Company’s operations.
Therefore, the Company is always committed to achieving Zero Accident across all Company subsidiaries.
The Company has been carrying out consistent efforts to achieve Zero Accident. These include Hazard and Risk Identifications, Job Safety Analyses, near-miss analyses, safety sampaigns, and Occupational Safety and health (OSH) Trainings. The Company also imposes sanctions on unsafe actions and works on improving unsafe conditions.
To assert discipline and prevent workplace accidents, the Company upholds the Excellent Golden Rules (EGR). The EGR is enforced by imposing punishments for noncompliance—from reprimands to issuing final warning letters (SP-3), and awarding employees that promote OSH (Operational Safe and Health).
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 Gunung Sejahtera Dua Indah