HR MANAGEMENT POLICY
AKR believes that competent Human Resources (HR) is essential for the Company’s performance, aimed to be better and sustainable. The existence of good human resources will allow the Company to realize the vision and mission as well as the ongoing work plan that has been set.
For this reason, AKR management is focused on the development and management of HR competencies. The attention starts from recruitment, management, to sustainable development.
At the same time, AKR has also established a corporate culture that is instilled through a series of programs to internalize the Company’s vision, mission and values. As a continuation of the AKR transformation process that has been implemented since 2017, the Company then changes the company’s values to be aligned and in line with the strategies set to achieve the company’s vision and mission. This change in corporate culture is aimed at changing patterns of thinking, working methods, and developing human capital. The following is the new Corporate Culture that was set so that the Company is ready to face increasingly fierce global competition, as well as very rapid technological developments
The application of a work culture is an important matter for the Company to ensure that every employee is able to uphold the values of the company, fully operate the implementation of Good Corporate Governance and run in line with the Company’s overall business strategy and activities.
In line with the organizational and business transformation process that began in 2017, the Human Resources Division which is responsible for HR management in the Company focuses on efforts and program to improve the expertise and skills of its employees. AKR provides hard skills and soft skills training emphasized on leadership and managerial skills, problem analysis and resolution, operational and occupational health and safety (K3).
AKR provides equal opportunities to all employees in obtaining education and training programs that are based on individual development needs to support the success of their performance and career. The training provided to employees is always updated along with changes in technology and standards of AKR operations. This commitment to policy is reflected in the increase of the training cost in 2018. The training cost in 2018 increased by 33.66% compared to 2017.
MACAN LEADERSHIP INSTITUTE
In 2017, AKR established Macan Leadership Institute (MLI) as a talent management and leadership development program. MLI is one of AKR’s transformation with five leading MLI programs namely; Onboarding Program, Leadership Development Program, Head of Branch Academy, Sales Academy and Top Talent Program. MLI is expected to produce talented employees and have a good leadership spirit.
July 11, 2018, is an important note for MLI, where we officially launched the first program of a series of development curricula, called The Practical Coach.
Throughout 2018, AKR carried out The Practical Coach training which aims to inspire AKR Leaders to have a new spirit in coaching (Caring – Sharing – Growing) and running it effectively. This training has been held in a number of 8 batches with a total of 108 participants, 6 batches were held at Wisma AKR and 2 batches at AKR Surabaya.
RECRUITMENT
Recruitment is one of the important processes in identifying, seeking and attracting prospective workers to meet organizational needs that have been determined through the staff planning process. In order to support business development, AKR requires employees who are qualified and have good competence. To meet these needs, AKR conducts a regular and pro-hire recruitment process to fulfill employees at various levels of the organization.
The process of recruitment in AKR is through the following stages:
- The planning of employee needs starts from when preparing the budget, based on the business target plan and then is compiled and calculated based on the needs of employees for the next year.
- Based on the business development, the department that requires employees must fill in the employee request form (PTK). The form must be approved by the relevant Head Department and Head Division, and finally is reviewed and approved by the Head of HR.
- The planning is structured so tightly that all unbudget requests in the future must be approved up to the CEO level.
- In the next process, all employee needs begin with PTK that must be completed with a description of the position (Job description, qualifications, etc.).
- After the PTK is accepted by the Recruitment Department, the Team will carry out the sourcing process by finding candidates that match their qualifications through all existing channels.
- For the selection stage, candidates will be called to pass a series of psychological assessments (aspects of behavioral intelligence and work attitudes) and interviews using the competency approach. As to the types and stages of assessment, the interview process is paneled according to the required level of position.
- All candidates who pass the final interview will pass the document verification process and reference check. After passing and complete, the candidate will take the medical check-up process.
- After the results of the Medical Check Up and the candidate is declared fit to work, the recruitment team will contact the relevant candidate to determine the date of joining and the process of signing the employment contract.
- The candidates who have become new employees are then required to join the New Employee Orientation Program (NEOP). In the NEOP, they will be explained about the vision, mission, and background of the company. At the end of the trial period, each new employee is required to make a Mentoring Report and then send it to their superior and other relevant parties.
- If considered appropriate, the report will be forwarded to the PMPD for review and the PMPD will verify the matter to its superior as the basis for the appointment of permanent employees. The employees are ready for a career and achievement in accordance with their fields and competencies.
PERFORMANACE ASSESSMENT
In line with the transformation program currently underway, AKR uses a new performance assessment process called the People Development Committee or PDC. PDC is an objective performance appraisal process that is attended by an appraisal committee consisting of direct supervisors and career advisers from employees who are assessed for their performance, where each particular key employee who enters the PDC will be called and given direction for the future to be better by the advisor career and superior. In this PDC system, employees will be assessed in two aspects, namely the performance aspect (performance, namely hard KPI) and its potential. The performance appraisal process is carried out in stages according to their level. We also continuously improve the appraisal process.
CAREER MANAGEMENT
One of the factors that influence employee satisfaction in work is a clear career path. This encourages the Company to implement employee career management systems that are aligned with the PDC.
The implementation of employee career management is not only to place the best employee in a vacant position, but also to identify potential, and ensure that all employees have equal opportunities to develop their careers.
In 2018, following the transformation program, the Company continues to evaluate employee development, its career path by using work assessments such as PDC so that it can also determine career paths whether employees participating in the PDC can be promoted (vertical move), transferred to other parts ( horizontal Move) or stay in position with role development (stay in position with expansion role). In addition, employees will get direction from the panelists about their learning & development plan to reach a higher career path or their preference.
COMPETENCY DEVELOPMENT PROGRAM
The development of employee capabilities and competencies plays an important role in forming quality employees according to the needs and development of the Company’s business.
HR development is very important in the transformation process that is being carried out by AKR, , each position or level is equipped with the appropriate training. Leadership development is carried out both using internal and external resources.
Employee competency development programs are implemented based on management policies or strategies and the results of training need analysis. This condition reflects that every employee who meets the requirements gets the opportunity to take part in the training. The post-training evaluation will be carried out to measure the effectiveness of training. The results of the evaluation will be used as the basis for the career path and the level of need for further training of employees..
In 2018 the Company carried out training which was attended by 1,104 participants. The cost for holding the training reached Rp 2,835,433,464 increasing compared to 2017 amounting to Rp 2,186,150,694 The increase in costs was adjusted to the training needed by employees.
During 2017, the training programs provided to the Company’s employees were as follows:
FUTURE HR MANAGEMENT AND DEVELOPMENT PLAN
The importance of developing employee competencies and building employee career paths are planned for the four leading development programs as follows:
- Professional Development Program, is a competency and behavior development program that will target the operational level, staff and supervisors. This program prepares every AKR staff for career path and provides the needed skills for the works.
- Sales Development Program, is a fast track program for fresh graduate candidates or new employees who have the potential to be included in this program, this express program will produce future talents. After one year participating in the training and placement program, it will help all program participants have the opportunity to become a Tough Sales with a Supervisor level.
- Operation Development Program, is a career acceleration program for employees / talents in the operational field. This program will help every talent in the operational section to have equal opportunities to develop and have a clear career path.
- The Leadership Development Program, continues to accelerate the leadership debriefing program to get leaders, agile and productive.
