REVIEW OF OPERATION
ICON+ menempatkan Sumber Daya Manusia sebagai bagian strategis dalam akitivitas bisnis. Tidak hanya dibutuhkan secara administratif dan transaksional namun ditempatkan sebagai aset dan investasi.
Fungsi SDM ICON+ didorong untuk mampu meningkatkan nilai dalam organisasi sesuai dengan kebutuhan bisnis perusahaan. Disamping itu, Sumber daya manusia mempunyai fungsi mengelola input yang dimiliki perusahaan secara maksimal untuk mendapatkan hasil yang diharapkan oleh perusahaan.
ICON+ placing Human Resources as a strategic part of the business activities. It is not only necessary administrative and transactional activities but it is placed as an asset and an investment.
ICON+ driven Human Resources function to vastly improve organizational values in accordance with the company's business needs. In addition, the human resources function has to manage the company's input to the maximum effort to get the expected results by the company.
Sumber Daya Manusia Human Resources Development
LAPORAN KEPADA PEMEGANG SAHAM PROFIL PERUSAHAAN PEMBAHASAN DAN ANALISIS MANAJEMEN TATA KELOLA PERUSAHAAN TANGGUNG JAWAB SOSIAL PERUSAHAAN
• Revenues and network services was not reached Rp 101.014 million driven by several delay activation of customer requests, the extent of the market’s coverage and also due
to the negotiations need for several collocation permits on customer side as well
as the shortage availability of resources.
86 ANNUAL REPORT
Persaingan bisnis yang makin kompetitif menuntut peran SDM memiliki kompetensi untuk dapat memenangkan persaingan. Disamping itu, memiliki kemampuan dalam mengambil keputusan secara cepat, dapat menangani berbagai masalah serta menjadi pelopor dalam menghadapi lingkungan yang selalu berubah.
ICON+ menyadari bahwa organisasi yang meletakkan prioritas pada strategi SDM sebagai strategi bisnis
akan memiliki keunggulan bersaing. ICON+
memahami pentingnya membangun koneksi antara strategi bisnis di masa yang akan datang dengan strategi SDM yang akan dijalankan. Strategi bisnis dan strategi SDM perlu diintegrasikan dengan kebutuhan strategis perusahaan dalam menghadapi tantangan bisnis yang makin berat baik dari sisi ekonomi makro maupun kompetisi antar perusahaan.
Pada 2012 ICON+ telah melaksanakan berbagai program SDM antara lain,
Strategi dan Program SDM Strategy and Program of Human Resources Untuk itu dibutuhkan sumber daya manusia yang
berkemampuan baik (perform) sehingga dapat berperan sesuai tuntutan dunia bisnis yang semakin kompleks. Peran tersebut menempatkan SDM sebagai aktor kritikal dalam meningkatkan keefektifan
dan kemampuan organisasi untuk dapat berkompetisi. Pegawai sebagai sumber daya utama
perusahaan dituntut untuk memberikan kinerja yang optimal mengingat sumber daya manusia sangat berpengaruh secara signifikan terhadap kesuksesan perusahaan dalam mencapai tujuan.
It requires good human resources capable of (performing) so that it can act as demanded by an increasingly complex of business world. The role of Human Resources as an actor was critical in improving the organization's effectiveness and ability to compete. Employee as a major resource of the company is required to provide optimal performance giving the human resource very significant influence on the company's success in achieving its objectives.
DISCUSSION AND ANALYSIS MANAGEMENT CORPORATE GOVERNANCE CORPORATE SOCIAL RESPONSIBILTY COMPANY PROFILE
REPORT TO THE SHAREHOLDER
− Restrukturisasi organisasi pada tanggal 1 Juli 2012 sesuai hasil evaluasi dan kebutuhan perkembangan Perusahaan.
− Meningkatkan produktivitas dan disiplin pegawai melalui perubahan jam kerja dan pemantauan disiplin pegawai.
− Mengevaluasi Sistem Remunerasi (Pay for Position) sesuai dengan organisasi baru yang telah ditetapkan.
− Untuk mendukung peningkatan produktivitas dan budaya kerja yang kondusif, diputuskan untuk melakukan evaluasi jabatan melalui sistem Hay yang akan ditunjang dengan penyempurnaan sistem karir.
Business competition is increasingly role of HR has the competence to be able to win the competition. In addition, having the ability to make decisions quickly, can handle a variety of problems as well as being a pioneer in the face of a changing environment.
ICON+ realizes that organizations giving priority on human resource strategy as a business strategy will have a competitive advantage. ICON+ understands the importance of establishing a connection between business strategies in the future with the Human Resources strategy to be executed.
In 2012, ICON+ has implemented various Human Resources programs include:
− Restructuring the organization on July 1, 2012 based on the results of evaluation and development needs of the Company.
− Increasing productivity and employee discipline through monitoring changes in working hours and employee discipline.
− Evaluating Remuneration System (Pay for Position) in accordance with a new setting organization.
− Supporting productivity improvement and condu- cives working culture, it was decided to do the Hay job evaluation system which will be supported by career system improvements.
ANNUAL REPORT 87
Pengelolaan SDM ICON+ dibawah koordinasi Direktorat Keuangan dan Sumber Daya Manusia
dibantu oleh Sub Direktorat SDM dan Umum yang membawahi Divisi SDM, Divisi Organisasi dan Proses Bisnis
The management of Human Resources of ICON+ is under the coordination of the Directorate of Finance and Human Resources assisted by Sub-Directorate of Human Resources and General Affairs in charge of the Division of Human Resources, Division of Organization and Business Processes
It requires good human resources capable of (performing) so that it can act as demanded by an increasingly complex of business world. The role of Human Resources as an actor was critical in improving the organization's effectiveness and ability to compete. Employee as a major resource of the company is required to provide optimal performance giving the human resource very significant influence on the company's success in achieving its objectives.
LAPORAN KEPADA PEMEGANG SAHAM PROFIL PERUSAHAAN PEMBAHASAN DAN ANALISIS MANAJEMEN TATA KELOLA PERUSAHAAN TANGGUNG JAWAB SOSIAL PERUSAHAAN
Profil Pimpinan SDM Profile of
Head Human Resources
TINJAUAN OPERASIONAL
REVIEW OF OPERATION
Bambang Widyastomo, M.PsiT
General Manager SDM
Lahir : 24 Juli 1962 Profil Singkat :
Lulusan Sarjana Psikologi, Universitas Indonesia (1987) dan Master Psikologi, Universitas Indonesia (2002). Menjabat sebagai General Manager SDM ICON+ sejak tahun 2012. Sebelumnya beliau pernah menjabat sebagai Manager SDM & Administrasi PT Worley Parsons Indonesia (Nov 2011 –2012), Direktur SDM & UMUM PT Citra Borneo Indah (Jan 2011 – Sept 2011), Partner PT Simetri International (Mei 2010 – Des 2010) dan VP SDM & Umum PT Trimegah Securities Tbk (Jan 2003 – Jan 2010).
Born : 24 July 1962 Brief Profile :
Bachelor degree of Psychology, University of Indonesia (1987) and Master of Psychology, University of Indonesia (2002). Served as General Manager of Human Resource of ICON+ since 2012.
Previously, he served as Manager of Human Resource & Administration of PT Worley Parsons Indonesia (Nov 2011 - 2012), Director of Human Resources & General Affair of PT Citra Borneo Indah (Jan 2011 - Sept 2011), PT Symmetry Partners International (May 2010 - Dec 2010) and Vice President of Human Resources & General Affair of Trimegah Securities Tbk (January 2003 - January 2010).
Divisi Sumber Daya Manusia Division of Human Resources Sub Direktorat SDM
dan Umum Resources and General Affairs
Sub Direktorat Keuangan Sub Directorate
of Finance Direktorat SDM dan
Keuangan Directorate of Finance and Human Resources
Divisi Organisasi dan Proses Bisnis Division of Organization
and Business Process
Divisi Umum Division of General Affairs
88 ANNUAL REPORT
Pada tahun 2012 Perusahaan telah memiliki pegawai sebanyak 366 orang dengan komposisi 91% lulusan S1 dan S2, dan 87% pegawai berada pada usia produktif antara 21 sampai 40 tahun. Pada tahun 2012 terjadi
penambahan 2 orang SDM profesional dari luar perusahaan dan dari luar PT PLN (Persero) sebagai
General Manager SDM dan Umum dan General Manager Perencanaan dan Desain sebagai tenaga kerja paruh waktu tertentu dan 73 orang fresh graduate dengan status pegawai tetap. Pada periode yang sama, perusahaan juga mencatat 9 orang pegawai yang mengundurkan diri.
In 2012, the Company has 366 employees as many as 91% of people with graduate composition of bachelor and master degree, and 87% of employees in the productive age between 21 to 40 years. In 2012, there was an additional 2 external Human Resource professional as General Manager of Human Resources and General Affairs; and General Manager of Planning and Design as pro-hire employees and 73 fresh graduates with permanent employee status. In the same period, the Company also recorded 9 employees who resigned.
Profil SDM The Profile of Human Resource
Sampai dengan Desember 2012 jumlah pegawai ICON+ sebanyak 366 orang meningkat 22,00%
dibandingkan tahun 2011 sebanyak 300 orang dengan rincian seperti pada tabel berikut.
As of December 2012, total employee of ICON+ was 366 people or increased at 22% compared to 300 people in 2011 with the details in the below table:
Komposisi Pegawai Berdasarkan Usia Composition of Employee Based on Age
DISCUSSION AND ANALYSIS MANAGEMENT CORPORATE GOVERNANCE CORPORATE SOCIAL RESPONSIBILTY COMPANY PROFILE
REPORT TO THE SHAREHOLDER
Tabel komposisi pegawai berdasarkan usia tahun 2010 – 2012 (Table of composition of employee based on age in 2010 – 2012)
Usia (Age) 2010 2011 2012
21 - 25 26 - 30 31 - 35 36 - 40
41 - 45 46 - 50
> 50 JUMLAH (TOTAL)
68 97 72 28 25 12 6 308
43 106 80 28 23 13 7 300
59 145 82 29 28 13 10 366
Grafik komposisi pegawai berdasarkan usia 2012 (Graph of composition of employee based on age in 2010 – 2012)
16,1%
7,9%
7,7%
3,6%
2,7%
39,6%
22,4%
21-25 26-30 31-35 36-40 41-45 46-50
>50
ANNUAL REPORT 89
Komposisi pegawai perusahaan di tahun 2012 berdasarkan tingkat usia mengalami perubahan dibandingkan tahun 2011. Persentase tertinggi adalah pada usia 26-30 tahun sejumlah 145 orang atau 39,6%
dari total pegawai.
Composition of employee in 2012 based on Organizational Level was changed compared to 2011.
The highest percentage was 145 people in the Functional Level or 39.6% of the total employees.
Komposisi Pegawai Berdasarkan
Jenjang Jabatan Composition of Employee
Based on Position
LAPORAN KEPADA PEMEGANG SAHAM PROFIL PERUSAHAAN PEMBAHASAN DAN ANALISIS MANAJEMEN TATA KELOLA PERUSAHAAN TANGGUNG JAWAB SOSIAL PERUSAHAAN
TINJAUAN OPERASIONAL
REVIEW OF OPERATION
Tabel komposisi pegawai berdasarkan jenjang jabatan tahun 2010 – 2012 (Table of composition of employee based on hierarchy in 2010 – 2012)
Peringkat (Rank) Tahun (Year)
2011
2010 2012
Manajemen Atas 1 (Top Management 1) Manajemen Atas 2 (Top Management 2) Manajemen Menengah 1 (Middle Management 1) Manajemen Menengah 2 (Middle Management 2) Manajemen Dasar 1 (Basic Management 1) Supervisor Atas (Top Supervisor) Supervisor Dasar (Basic Supervisor) Fungsional I (Functional I)
Fungsional II (Functional II) Fungsional III (Functional III) Fungsional IV (Functional IV) Fungsional V (Functional V) Fungsional VI (Functional VI) Total
1 - 16 20 0 15 40 1 1 3 7 190 14 308
1 - 17 21 4 17 49 0 0 0 6 171 14 300
4 2 16 18 0 23 57 1 1 3 10 220 11 366
Grafik komposisi pegawai berdasarkan Level Organisasi tahun 2012 (Graph of composition of employee based on organizational level in 2012) Manajemen Atas
Manajemen Menengah Manajemen Dasar Supervisor Fungsional
67,2%
21%
9,2%
1,6%
90 ANNUAL REPORT
Komposisi pegawai perusahaan di tahun 2012 berdasarkan Level Organisasi mengalami perubahan dibandingkan tahun 2011. Persentase tertinggi adalah pada Level Fungsional sejumlah 246 orang atau 67,2
% dari total pegawai.
Composition of employee in 2012 based on Organizational Level was changed compared to 2011.
The highest percentage was 246 people in the Functional Level or 67.2% of the total employees.
DISCUSSION AND ANALYSIS MANAGEMENT CORPORATE GOVERNANCE CORPORATE SOCIAL RESPONSIBILTY COMPANY PROFILE
REPORT TO THE SHAREHOLDER
Komposisi Pegawai Berdasarkan Jabatan Composition of Employee Based on Position
2010
Jabatan (Position) Total
Account Executive
Deputi Manajer (Deputy Manager) Enjinir (Engineer)
Manajer (Manager) Officer
Sekretaris Perusahaan (Corporate Secretary) Staf Ahli (Expert)
Jumlah (Total)
18 55 126 36 69 1 3 308
Jabatan (Position) Total
2011
17 61 115 37 69 1 - 300 Tabel komposisi pegawai berdasarkan Jabatan tahun 2010 – 2012
(Table of composition of employee based on position in 2010 – 2012)
Account Executive
Deputi Manajer (Deputy Manager) Enjinir (Engineer)
Manajer (Manager) Officer
Sekretaris Perusahaan (Corporate Secretary) Staf Ahli (Expert)
Jumlah (Total)
ANNUAL REPORT 91
Composition of employee in 2012 based on Organizational Level was changed compared to 2011.
The highest percentage was 246 people in the Functional Level or 67.2% of the total employees.
LAPORAN KEPADA PEMEGANG SAHAM PROFIL PERUSAHAAN PEMBAHASAN DAN ANALISIS MANAJEMEN TATA KELOLA PERUSAHAAN TANGGUNG JAWAB SOSIAL PERUSAHAAN
2012
Jabatan (Position) Total
Advisor Engineer Expert GM
Junior Officer
Kepala Satuan (Head of Unit)
Sekretaris Perusahaan (Corporate Secretary) Officer Analyst
Officer
Manajer (Manager) Senior Engineer Senior Officer Supervisor Jumlah (Total)
1 118 1 4 11 1 1 5 107 34 1 2 80 366
Komposisi Pegawai Berdasarkan
Tingkat Pendidikan Composition of Employee Based on Education Level
Tahun (Year) S2 S1 D3 SLTA SLTP SD Jumlah / Total
2010 2011 2012
14 15 16
265 256 318
16 16 19
13 13 13
- - -
- - -
308 300 366 Tabel komposisi pegawai berdasarkan tingkat pendidikan tahun 2010 - 2012 (Table of composition of employee based on Education Level in 2010 – 2012)
2012 2011
2010
S2 S1 D3 SLTA SLTP SD
256 256
318
14 16
13
0 0 0 0 0 0
16 16
15
13 13
19
TINJAUAN OPERASIONAL
REVIEW OF OPERATION
92 ANNUAL REPORT
DISCUSSION AND ANALYSIS MANAGEMENT CORPORATE GOVERNANCE CORPORATE SOCIAL RESPONSIBILTY COMPANY PROFILE
REPORT TO THE SHAREHOLDER
Komposisi pegawai berdasarkan Tingkat Pendidikan tahun 2012 didominasi oleh Pegawai dengan tingkat pendidikan S1 sebanyak 318 pegawai atau 86,89% dari total seluruh pegawai.
Composition of employee based on education level in 2012 was dominated by employees with education level of bachelor degree amounted to 318 employees or 86.89% of the total employees.
Komposisi pegawai berdasarkan Jenis Kelamin tahun 2012 Jumlah Pegawai laki-laki sebanyak 250 orang meningkat dibandingkan tahun 2011 sebesar 208 sedangkan jumlah pegawai perempuan sebanyak 116 orang meningkat dibandingkan tahun 2011 sebesar 92 orang.
The numbers of male employee increased as many as 250 people compared to 208 people in 2011 while the numbers of female employee increased as many as 116 people compared to 92 people in 2011
Komposisi Pegawai Berdasarkan Jenis Kelamin Composition of Employee Based on Gender
Tahun (Year) Laki-laki Perempuan Jumlah / Total
2010 2011 2012
215 250 250
93 92 116
308 300 366 Tabel komposisi pegawai berdasarkan Jenis Kelamin tahun 2010 – 2012
(Table of composition of employee based on gender in 2010-2012)
Bagi ICON+, rekrutmen adalah proses mencari, menemukan, mengajak dan menetapkan sejumlah calon tenaga kerja dari berbagai sumber dan latar belakang dengan karakteristik tertentu seperti yang telah ditetapkan dalam perencanaan sumber daya manusia.
Tujuan dari rekrutmen yang dilakukan oleh ICON+
adalah mendapatkan calon pegawai sebanyak mungkin sehingga memungkinkan pihak manajemen (recruiter) untuk memilih atau menyeleksi calon sesuai dengan kualifikasi yang dibutuhkan oleh perusahaan. Semakin banyak calon yang berhasil
dikumpulkan maka akan semakin baik karena kemungkinan untuk mendapatkan calon terbaik. Hasil
yang didapatkan dari proses rekrutmen adalah sejumlah tenaga kerja yang akan memasuki proses seleksi, yakni proses untuk menentukan kandidat yang mana yang paling layak untuk mengisi jabatan
tertentu yang tersedia. Seleksi adalah proses penentuan, pemilihan dan penetapan orang orang
tertentu yang akan diterima sebagai tenaga baru/pegawai.
Recruitment is the process of searching, find, invite and set a number of job seekers from various sources and backgrounds with certain characteristics as specified in the planning of human resources.
The purpose of recruitment is getting prospective
employees as much as possible to allow the management (recruiter) to select candidates in accordance with the qualifications required by the company. To get more candidates is better because it is likely to get the best candidate. Results obtained from the recruitment process is the number of workers who
will enter the selection process, the process for determining which candidate most deserves to fill
certain available positions. Selection is the process of determining, selecting and determining the specific person who will be accepted as the new labor / employee.
Rekruitmen SDM Human Resource Recruitment
ANNUAL REPORT 93
Tahun Year
Pegawai tetap Full Time Employee
Pegawai kontrak Outsourcing Employee
Jumlah Total 2010
2011 2012
41 55 72
- - -
41 55 72 Tabel komposisi pegawai berdasarkan status kepegawaian tahun 2010 – 2012
(Table of recruit employees based on employment status in 2010 - 2012)
LAPORAN KEPADA PEMEGANG SAHAM PROFIL PERUSAHAAN PEMBAHASAN DAN ANALISIS MANAJEMEN TATA KELOLA PERUSAHAAN TANGGUNG JAWAB SOSIAL PERUSAHAAN
Recruitment is the process of searching, find, invite and set a number of job seekers from various sources and backgrounds with certain characteristics as specified in the planning of human resources.
The purpose of recruitment is getting prospective
employees as much as possible to allow the management (recruiter) to select candidates in accordance with the qualifications required by the company. To get more candidates is better because it is likely to get the best candidate. Results obtained from the recruitment process is the number of workers who
will enter the selection process, the process for determining which candidate most deserves to fill
certain available positions. Selection is the process of determining, selecting and determining the specific person who will be accepted as the new labor / employee.
Pelaksanaan rekrutmen dan seleksi merupakan tugas yang sangat penting dan membutuhkan tanggung jawab yang besar. Hal ini karena kualitas sumber daya manusia yang akan digunakan sangat tergantung pada bagaimana prosedur rekrutmen dan seleksi dilaksanakan. Proses rekrutmen berlangsung mulai dari saat mencari pelamar hingga pengajuan lamaran oleh pelamar. Proses rekruitmen dilakukan secara terbuka untuk tujuan pemerataan dan keterbukaan.
ICON+ merekrut tenaga professional yang sudah siap pakai sesuai bidang yang dibutuhkan Perusahaan (injection). Penambahan 2 orang SDM Profesional dari luar sebagai General Manager SDM dan Umum dengan maksud untuk membangun budaya kerja dan meningkatkan produktivitas SDM perusahaan sesuai dengan praktek - praktek yang sehat dalam industri
dan sebagai General Manager Perencanaan dan Desain. Serta mengevaluasi kesesuaian dan mengangkat siswa pra jabatan 73 orang fresh graduate untuk memenuhi kebutuhan pada level operasional (teknik, sales, hukum, keuangan dan administrasi).
Implementation of recruitment and selection is a very important task and requires great responsibility. The quality of used human resources will be depends on how the recruitment and selection procedures being implement. Recruitment process takes place from the time of submission of application for position by the applicant. Recruitment process is openly conducted to bring equality and openness.
ICON+ recruit pro-hire professionals for the required position in the Company (injection).
Additions 2 external Human Resource Professionals as the General Manager of Human Resources and Affairs with the duties to build working culture and improve the productivity of the company's Human Resource in accordance with healthy practice in the industry and General Manager of Planning and Design. And to evaluate the suitability of 73 fresh graduates to meet the needs of the operational
level (engineering, sales, legal, finance and administration).
Komposisi pegawai berdasarkan status kepegawaian tahun 2012 jumlah pegawai tetap sebanyak 72 orang meningkat dibandingkan tahun 2011 sebanyak 55 orang.
Composition of recruit employees by employment status in 2012 the number of full time employees were 72 higher than by 55 people in 2011.
TINJAUAN OPERASIONAL
REVIEW OF OPERATION
94 ANNUAL REPORT
DISCUSSION AND ANALYSIS MANAGEMENT CORPORATE GOVERNANCE CORPORATE SOCIAL RESPONSIBILTY COMPANY PROFILE
REPORT TO THE SHAREHOLDER
Pengembangan SDM ICON+ bertujuan untuk mempersiapkan kompetensi yang diperlukan bagi perubahan posisi atau jabatan dalam jangka panjang sebagai antisipasi dari kemungkinan perubahan teknologi, ekspansi pasar atau produk. Pegawai yang dipersiapkan untuk menduduki berbagai jenjang jabatan yang lebih tinggi pada masa mendatang diharapkan melewati berbagai jenjang pendidikan dan level jabatan.
Dalam rangka meningkatkan profesionalisme dan kinerja usaha secara berkelanjutan, telah dicanangkan program pengembangan kualitas sumber daya manusia profesional secara konsisten melalui sistem pengelolaan sumber daya manusia secara terpadu.
ICON+ memberikan kesempatan yang setara kepada pegawai dalam mengembangkan karir dan melaksanakan tugasnya secara profesional tanpa
membedakan suku, agama, ras, golongan, gender atau kondisi fisik. Perusahaan secara
berkesinambungan melakukan pembinaan dan
pengembangan pegawai untuk memenuhi kompetensi dan keahlian yang dibutuhkan dengan
metode pendidikan, pelatihan, penugasan khusus, maupun program mutasi dan promosi. Pembinaan
dan pengembangan SDM didasarkan pada kompetensi dasar dan kompetensi teknis.
ICON+ mengembangkan kompetisi pegawai dengan memetakan kompetensi pegawai dan melaksanakan mutasi pegawai sesuai dengan organisasi baru yang telah ditetapkan, pengembangan kompetensi melalui training bidang dengan sertifikasi, mengelola secara terpusat operasional tenaga kerja outsourcing yang dikelola oleh Penyedia Jasa Tenaga Kerja (PJTK) agar sesuai dengan maksud dan tujuan perusahaan, meningkatkan soft and hard competency pegawai melalui training yang dikuti oleh 326 Pegawai dengan 155 Materi Training.
Human Resources Development of ICON+ aims to prepare the necessary competence to change the position or positions in the long term in anticipation of possible changes in technology, market or product expansion. Employees preparing to occupy various levels of higher position in the future are expected to pass through the various levels of education and job level.
In order to improve professionalism and sustainable business performance, ICON+ has announced the development program of quality human resources professionals consistently through human resource management system in an integrated manner.
ICON+ provides equal opportunities for employees career in developing and carrying out their duties professionally without distinction of race, religion, race, class, gender or physical condition. The company continuously conducts training and development of employees to meet the competencies and skills required
by the methods of education, training, special assignments, as well as mutations and promotion
programs. Coaching and human resources development based on core and technical competencies.
ICON+ develops employee compentencies with charted employee competencies and conduct personnel transfers in accordance with the new established organization, the development of competence through certification training field, centrally manage the operational of outsourcing employee from Service Provider of Manpower (PJTK) to conform with the intent and purpose the company, increase the soft and hard competency of employees through training followed by 326 employees with 155 training materials.
Pendidikan dan Pelatihan SDM Human Resources Education and Training
ANNUAL REPORT 95