in 2014 program of social responsibility to employees implemented through the following activities:
Equal Treatment For Employees
ICON+ applies the principle of non-discrimination in Human Resource management. Recruitment of employee conducted in a transparent and fair without any interference from the nepotism among internal and external company. The process of recruitment to consider the suitability of the prospective employee competencies with the formation of the required positions.
iCon+ ensures gender equality and vast employment opportunities for all employees regardless of gender, ethnicity or religion and beliefs of employees and providing pension funds with a contribution of 6% of employee contributions and 11.21% of the Company.
Tanggung Jawab Sosial Terhadap Pegawai dan K3
Corporate Social Responsibility to employees and Health & Safety (K3)
Selain itu ICON+ melarang setiap bentuk diskriminasi dan memberikan penghargaan yang sepadan atas prestasi yang disumbangkan oleh para pegawai.
Pengembangan SDM
ICON+ memberikan kesempatan kepada setiap pegawai untuk mengoptimalkan potensi diri dan keahliannya dengan mengikuti berbagai pendidikan, kursus dan pelatihan.
Seluruh program pelatihan dan pengembangan SDM yang diselengarakan oleh iCon+ disesuaikan dengan standar kompetensi yang diinginkan, guna memenuhi kebutuhan bisnis dan suksesi Sdm iCon+ di masa depan.
Pada tahun 2014, ICON+ telah menyelenggarakan 119 pelatihan/training yang dikuti oleh 672 pegawai. Pelatihan tersebut terdiri dari 3 training mengenai kompetensi inti, 80 training kompetensi fungsional/spesifik, 20 serti- fikasi dan pendidikan formal, 8 kompetensi manajerial, 7 seminar, dan 1 training overseas. Selain itu, ICON+ juga mengembangkan kompetensi pegawainya baik hard skill maupun soft skill agar produktivitas pegawai semakin meningkat dengan mengadakan 16 pelatihan soft skill dan 109 pelatihan hard skill.
Beberapa pelatihan soft skill yang telah diselenggarakan pada tahun 2014 diantaranya Private English Training, Evakuasi Tim Relawan PLN Peduli, Pelopor PLN Bersih (Level Intermediate), Leadership Training for Managers, dan Strategic Specialist Education III. Pelaksanaan pelatihan hard skill sesuai dengan bidang pekerjaan masing-masing pegawai seperti bidang keuangan, bidang telekomunikasi dan teknologi informasi, niaga, sumber daya manusia, logistik dan pengadaan, serta corporate management.
Pelatihan hard skill bidang keuangan tahun 2014 diantaranya Seminar International IFRS, Faktur Pajak Refresh & Update 2014, dan Certificate of Business Mangement - Financial Management. Pelatihan hard skill bidang telekomunikasi dan teknologi informasi tahun 2014 diantaranya APICS Certified Supply Chain Proessional, Certified Center Data Specialist, dan Smart Grid Conference. Pelatihan hard skill bidang niaga tahun 2014 diantaranya Strategic brand management dan Sales Supervisor Development Program. Pelatihan hard skill bidang sumber daya manusia tahun 2014 diantaranya Conduct Training needs Analysis & design Training dan graphology.
In addition ICON+ prohibit any form of discrimination and providing awards for achievement commensurate contribute by its employees.
Human Resources Development
iCon+ provides the opportunity for each employee to optimize potential and expertise by attending various educational and training courses. The whole program of training and development of human resources held by ICON+ adjusted to the desired competency standards, to meet the needs of business and human resources of iCon+ succession in the future.
In 2014, ICON+ has organized 119 training were followed by 672 employees. The training consists of three training on core competencies, 80 training functional competence/specific, 20 certifications and formal education, 8 managerial competence, 7 seminars and 1 training overseas. Additionally, ICON+ has also developed competencies of employees both hard skills and soft skills in order to further increase employee productivity by conducting 16 soft skills training and 109 hard skills training.
Some of soft skills training which was held in 2014 including Private English Training, Evacuation PLN Volunteer Care Team, Pioneer PLN Net (Intermediate Level), Leadership Training for Managers, and Strategic Education Specialist III. Implementation of hard skill training in accordance with their respective areas of work employees such as finance, telecommunications and information technology, Commerce, human resources, logistics and procurement, also the corporate management.
A Hard skill Training for finance department in 2014 which are International Seminar IFRS, Tax Invoice Refresh & Update 2014, and the Certificate of Business management - Financial management. Hard skills training of telecommunications and information technology department in 2014 include APICS Certified Supply Chain professional, Certified Data Center Specialist, and Smart Grid Conference. Training hard skills commercial field in 2014 include Strategic brand management and Sales Supervisor development Program. Hard Skills training of human resources in 2014 among Conduct needs Analysis Training & design Training and graphology
Pelatihan hard skill bidang logistik dan pengadaan tahun 2014 diantaranya Workshop Bimbingan Teknik Program Pengendalian Gratifikasi dan Penyusunan dan Review Master Plan Teknologi Informasi. Pelatihan hard skill bidang corporate management tahun 2014 diantaranya Workshop Assessment GCG, Training of Trainers Manajemen Risiko, dan Balanced Score Card Master Class.
Selain program pelatihan dan pengembangan, untuk meningkatkan produktivitas SDM, Perusahaan juga membuat kegiatan diantaranya:
Hard skill training in logistics and procurement in 2014 including Technical Guidance Workshop Gratification Control Program and Review Master Plan of Information Technology. Training hard skills areas of corporate management in 2014 including gCg Assessment Workshop, Training of Trainers Risk Management, and balanced Score Card master Class.
In addition to training and development programs, to increase the productivity of Human Resource, the Company also makes activities such as:
Kesejahteraan Pegawai
Perusahaan memiliki sistem imbal pegawai atau benefit yang sesuai dengan peraturan perundang-undangan yang berlaku, dengan mempertimbangkan aspek-aspek kompetensi (person), kinerja (performance), dan posisi jabatan (position).
Dengan kata lain, Perusahaan tidak membedakan besaran gaji berdasarkan perbedaan yang mengandung unsur SARA maupun jenis kelamin.
Employee Benefits
The Company has an employee reward system or benefits in accordance with the applied legislation, consider aspects of competence, performance, and position of the employee. In other words, the Company does not differentiate the amount of salary with elements of racial or gender.
membentuk Community of Practices (CoP) dengan tujuan adalah Improvement Prosedur Problem Solving dan pengembangan SoP yang dibutuhkan.
menyelenggarakan ajang kompetisi internal yang bertujuan untuk meningkatkan kinerja divisi/Regional melalui karya inovasi yaitu kAnvAS iCon+. kegiatan ini diinisiasi oleh divisi Strategi & Pengembangan Sdm sebagai sarana knowledge Sharing Forum (kSF) di iCon+.
Berpartisipasi dalam KANVAS PLN.
melaksanakan knowledge Sharing Forum.
Forming a Community of Practices (CoP) and the goal is improvement Problem Solving Procedures and the development of the SoP that are required.
Conducting internal competition which aims to improve the performance of the division/Regional through innovative work that is KANVAS ICON+. This activity was initiated by the Strategic Division of Human Resources development and as tools of knowledge Sharing Forum (kSF) in iCon+.
Participate in KANVAS PLN
Implementing a Knowledge Sharing Forum 1.
2.
3.4.
1.
2.
3.4.
Laporan Tanggung Jawab Sosial Terhadap Pegawai dan K3
Corporate Social Responsibility to Employees and Health & Safety (K3)
Gaji Salary
Tunjangan Hari Raya Holiday Allowance/Alimony Feast Tunjangan Cuti Tahunan Annual Leave Allowance Tunjangan Cuti Besar 5 years leave Allowance Tunjangan Winduan 8 years leave Allowance Insentif Produktifitas Kerja Work Productivity Incentive Insentif Kerja Kelompok/Tim Team Work Incentive Penghargaan Prestasi AchievementAward Lembur Overtime
Premi Shift
Jaminan Kecelakaan Kerja Working Accident Insurance Jaminan Kematian Life Insurance
1 2 3 4 5 6 7 8 9 10 11 12
No Jenis Benefit (Type of Benefit) Pegawai Tetap
(Employee)
Pegawai Tidak Tetap (Outsourcing)
besaran gaji yang diterima oleh pegawai pada awal level karir telah berada diatas upah minimum Provinsi (umP) sesuai dengan lokasi unit bisnis beroperasi.
Penghargaan dan Kompensasi SDM
iCon+ menyadari loyalitas pegawai sangat berpengaruh pada keberhasilan kinerja Perusahaan. Sebuah penghargaan pun diberikan kepada para pegawai sebagai wujud apresiasi Perusahaan terhadap dedikasi dan loyalitasnya. melalui pemberian penghargaan, diharapkan para pegawai lebih terikat dengan Perusahaan dan lebih terpacu untuk mencapai tujuan Perusahaan.
Pada tahun 2014, Perusahaan memberikan penghargaan kepada 20 pegawai berkinerja tinggi. Penghargaan ini diberikan berdasarkan pencapaian kinerja individu semester dua tahun 2014. Para pegawai tersebut mendapat kesempatan untuk sharing dan diskusi bersama direksi dan menerima plakat penghargaan.
Kesehatan dan Keselamatan Kerja (K3)
iCon+ menyadari bahwa perlindungan kesehatan dan Keselamatan Kerja (K3) merupakan salah satu kebutuhan untuk mewujudkan perusahaan yang berkelanjutan. oleh karena itu, Perusahaan menyusun kebijakan K3 sebagai berikut:
The amount of salary received by the employee at the beginning of the career level has been above of the provincial minimum wage ( umP ) in accordance with the location of the operatig business unit.
Human Resource Reward and Compensation
ICON+ realize that the employee loyalty is very influential in the success of the Company’s performanc . An award was given to the Company’s employees as a form of appreciation to the dedication and loyalty. Through the award , the employee is expected to be tied to the Company and more motivated to achieve Company’s goals.
In 2014, the company gives awards to 20 high-performing employees. The awards are given based on the achievement of individual performance on the second semester 2014. The employees have the opportunity for sharing and discussions with the board of directors and received a plaque of appreciation.
Health and Safety (K3)
Icon+ realized that the protection of health and safety (K3) is one of the needs in order to realize a sustainable company. Therefore, the company devised a policy of K3 as follows:
Keputusan Direksi No. 051/SK/001/Pusat/ICON+/2012 tentang Standard Operation Procedure (SOP) Keselamatan dan Kesehatan Kerja (K3) Striging Kabel Fiber Optic tanggal 23 Mei 2013.
Decree of Board of Directors No. 051/SK/001/Pusat/
ICON+/2012 about Standard Operation Procedure (SOP) of Health and Safety (K3) Fiber Optic Cables Stringing May 23, 2013.
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Jaminan Pemeliharaan Kesehatan Health Insurance Pensiun/JHT Retirement Insurance
PPh pasal 21 Income Tax Article 21 Pinjaman Lunak Soft Loans
Penghargaan Masa Kerja Working Period Award Perjalanan Dinas Business Trip
Fasilitas Alat Kerja Working Tools Facilities Pakaian Dinas Official Uniform Pulsa HP Mobile Phone Top Up
Pendidikan dan Pelatihan Education and Training
Pembinaan Kesenian, Olahraga dan Rohani Development of Arts , Sport and Spiritual 13
14 15 16 17 18 19 20 21 22 23
No Jenis Benefit (Type of Benefit) Pegawai Tetap
(Employee)
Pegawai Tidak Tetap (Outsourcing)
keputusan direksi no. 067/Sk/001/Pusat/iCon+/2010 tentang Standard Operation Procedure (SOP) Pencegahan dan Penanggulangan Kebakaran, Pengamanan Pencurian dan Penanganan Ancaman Bom, Serta Bagan Alir Penjagaan Umum, Penerimaan Tamu dan Penjagaan Kendaraan tanggal 12 oktober 2010.
Keputusan Direksi No. 050/SK/001/Pusat/ICON+/2012 tentang Persyaratan kesehatan Lingkungan kerja tanggal 16 mei 2012.
decree of the board of directors 067/Sk/001/Pusat/
ICON+/2010 on Standard Operation Procedure (SOP) in Prevention and Fire Fighting, Security Theft and Handling Bomb Threats, And Flowchart of General Security, Reception and Vehicle Security dated October 12, 2010.
Decree of Board of Directors No. 050/SK/001/Pusat/
iCon+/2012 on environmental Requirements of Health and Safety at Work(K3) dated May 16, 2012.
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kebijakan tersebut sebagai upaya untuk menjamin kesehatan dan keselamatan kerja, meningkatkan budaya kerja, serta untuk menghasilkan layanan jasa penyelenggara jaringan dan jasa telekomunikasi yang berkualitas dan kompetitif.
Kebijakan K3 tersebut selalu ditinjau dan disesuaikan secara berkala, agar dapat mengikuti dinamika perkembangan peraturan dan ketentuan yang berlaku sesuai dengan Surat keputusan.
Dalam implementasinya, Perusahaan telah memastikan bahwa penerapan kebijakan tersebut sudah berjalan secara efektif, efisien, dan berkelanjutan. Hal ini dibuktikan tidak terjadi kecelakaan (zero accident) selama tahun 2014.
untuk mecapai standar kesehatan dan keselamatan kerja serta lingkungan yang tinggi, ICON+ menerapkan kebijakan serta penyediaan sarana dan prasarana untuk setiap pegawai. Keselamatan dan kesehatan kerja (K3) merupakan instrumen yang memproteksi pegawai, perusahaan, lingkungan hidup, dan masyarakat sekitar dari bahaya akibat kecelakaan kerja.
iCon+ telah melibatkan kebijakan mendasar mengenai Keselamatan dan Kesehatan Kerja, yakni Keselamatan dan Kesehatan Kerja adalah tanggung jawab semua pihak, oleh sebab itu iCon+ bersama pihak terkait bertekad menciptakan lingkungan kerja yang sehat, bebas cidera dan melakukan kegiatan operasional sesuai kaidah yang berlaku.
Dengan penerapan SMK3 diharapkan tingkat kecelakaan nihil (zero accident) dan terkendali, sehingga pegawai dapat bekerja dengan tenang, aman dan mampu bekerja secara maksimal disertai tingkat produktifitas yang tinggi.
Selain Keselamatan Kerja, ICON+ juga memperhatikan kesehatan para pegawai maupun keluarga mereka, seperti diamanatkan peraturan perundangan yang berlaku yaitu dengan memberikan Jaminan Sosial Ketenagakerjaan bagi pegawai.
The policy as an attempt to ensure the health and safety work (K3), improving work culture , as well as to produce services of telecommunication networks and services with quality and competitive . K3 policy is constantly reviewed and adjusted periodically , in order to follow the dynamics of the development of rules and regulations in accordance with the decree .
In implementation, the Company has ensured that the implementation of these policies has been running effectively, efficiently, and sustainably . This is proof it never happen an accident ( zero accident ) during 2014.
iCon+ has involved a fundamental policy of the Safety and Health at Work (K3), the the Safety and Health at Work (K3)is the responsibility of all parties, therefore ICON+ with related parties is committed to creating a healthy work environment, free of injury and perform operations according to the applied regulation.
iCon+ has involved a fundamental policy regarding of the Safety and Health at work , Health and Safety at work is the responsibility of all parties , therefore, ICON+
together with related parties are committed to creating a healthy work environment, free of injury and conduct their operations in compliance rules apply.
With the SMK3 implementation, the expectation rate of accidents is nil ( zero accident ) and controlled, so that employees can work in peace, safe and able to work optimally with high productivity levels .
In addition to Safety works, ICON+ also pay attention to the health of employees and their families, as mandated by applicable legislation is to provide Social Security employment for employees. iCon
Laporan Tanggung Jawab Sosial Terhadap Pegawai dan K3
Corporate Social Responsibility to Employees and Health & Safety (K3)
iCon+ juga memberikan biaya kesehatan rumah sakit bagi pegawai dan anggota keluarga pegawai. Seluruh pegawai tetap iCon+ juga mendapatkan pemeriksaan kesehatan berkala (medical chek-up) secara rutin, minimal sekali dalam setahun. Selain pemeriksaan berkala, untuk menjaga kesehatan pegawai, ICON+ melakukan kegiatan peningkatan kesadaran akan kesehatan kerja.
untuk menghasilkan layanan jasa penyelenggara jaringan
& telekomunikasi yang berkualitas dan kompetitif, Perusahaan membuat kebijakan kesehatan dan keselamatan kerja (K3) guna untuk mengantisipasi faktor-faktor sebagai berikut:
iCon+ also provides hospital medical costs for employees and family members of employees. All employees also get periodic medical examinations (medical check-ups), at least once a year. In addition to periodic inspections, to maintain the health of employees, ICON+ conduct activities to increase awareness of Health Policy and Safety at work (K3).
The Company make Health Policy and Safety at work (K3) to generate qualified and competitive network and telecommunication services provider in order to anticipate the following factors:
dewan komisaris dan direksi Perusahaan bertanggung jawab untuk memastikan bahwa fungsi Kebijakan K3 Perusahaan sudah kredibel dan kompeten, serta memberikan pengawasan dan penasehatan dalam implementasinya.
Sebagai upaya mengurangi jumlah kecelakaan kerja para pegawai, ICON+ memberikan pelatihan-pelatihan K3 sebagai berikut:
The board of Commissioners and board of directors of the company is responsible for ensuring that the K3 functions of the Policy company has been credible and competent, as well as providing a supervision and counseling in its implementation .
In an effort to reduce the number of accidents of work employees, ICON+ provide trainings of Health Policy and Safety at work (K3) as follows:
Lemahnya budaya kerja yang mengutamakan prinsip keamanan dan keselamatan di lingkungan kerja.
meningkatnya angka kecelakaan kerja yang mengakibatkan tidak tercapainya target kinerja yang ditetapkan.
Lemahnya dukungan unit bisnis Perusahaan terkait dengan aspek kesehatan dan keselamatan kerja.
The weak of a work culture that prioritizes principles of security and safety in the work environment.
Increasing numbers of working accident not resulting on the achievement of the performance targets set.
Weak support Corporate Business Unit related to the health and safety aspects.
a.
b.
c.
a.
b.
c.
Pelatihan K3 kelistrikan, tersertifikasi oleh Kementerian Tenaga Kerja dan Transmigrasi RI Training of K3 on electricity, certified by the Indonesian Ministry of Man Power and Transmigration
20 (tersertifikasi)
(certified) Perusahaan bekerja sama dengan Kementerian Tenaga Kerja dan
Transmigrasi RI mengadakan pelatihan K3 kelistrikan untuk membekali para pegawai khususnya teknisi agar lebih mengedepankan prinsip kerja aman dalam pelaksanaan tugas kerja
Company coordinate with Ministry of Man Power held K3 training on electricity to assist employee especially tehnician to conducting safety and health principle in accomplishment of assigned duty.
1
Pelatihan Lead Auditor OHSAS 18001 Lead Auditor training OHSAS 18001
1 (IRCA Auditor Sertification) Perusahaan bekerja sama dengan IRCA Auditor untuk membekali pegawai
tentang pengetahuan mengenai teknis pelaksanaan audit dalam penerapan Sistem Manajemen K3 sesuai standar internasional OHSAS 18001 (Occupational Health and Safety Assessment Series 18001) The company is working with IRCA Auditor to provide employees on knowledge about technical implementation audits in the implementation of K3 management system according international standard OHSAS 18001 (Occupational Health and Safety Assessment Series 18001
2
Jenis Pelatihan K3 (K3 type of training)
No Deskripsi Pelatihan K3
(K3Description Of Training)
Jumlah Peserta (Participant Number)