Sumber Daya Manusia Human Resources

Sumber Daya Manusia
Human Resources
Untuk mewujudkan visinya sebagai perusahaan kelas
dunia, Hexindo sangat menyadari pentingnya investasi
di bidang sumber daya manusia. Kompetensi SDM
adalah kunci yang akan mengantar Perusahaan untuk
menang dalam era kompetisi yang semakin ketat.
To meet its vision as a world-class company,
Hexindo sees the imporance of investing in human
resources (HR). The HR competence will be the key to
the Company to win the competition.
Modal sukses Hexindo tidak hanya disebabkan oleh
kualitas produk-produknya tetapi juga karena didukung
SDM terampil yang selalu mampu memberikan
pelayanan memuaskan bagi pelanggannya.
Hexindo's success does not lie only on the products
but also on the skills of the its human resources that
can provide satisfying service to the customers.
Menyadari hal tersebut, Perusahaan mengelola sumber
daya manusianya secara serius dengan menyelenggarakan berbagai program yang dapat memotivasi
setiap karyawannya untuk terus bekerja lebih baik.
Perusahaan memberikan kesempatan yang sama
kepada setiap karyawan untuk berkembang maju
dengan tidak membeda-bedakan suku, agama, ras
maupun golongan (sara).
In this regard, the Company seriously manages its
human resources through the implementation of a
number of programs that can motivate each of its
employees to show higher productivity. The Company
thus treats all employees with the same opportunity so
that they can move forward, with respect to the religion,
ethnic, race and group.
Perusahaan juga menyelenggarakan program-program
pengembangan SDM melalui berbagai jenis pelatihan
yang terbagi menjadi : compulsory training dan optional
training. Compulsory training merupakan program
pelatihan yang jenis dan bentuknya dirancang untuk
mewujudkan visi dan misi Perusahaan, sedangkan
optional training merupakan jenis training yang
diselenggarakan berdasarkan usulan masing-masing
pimpinan baik departemen, cabang, proyek, SBH dan
Representative Office Head (ROH). Optional training
umumnya diselenggarakan karena tuntutan kebutuhan
peningkatan performa kinerja.
The Company launches training programs for the HR
development, which consist of compulsory training and
optional training. Compulsory training is a training
program whose type and form are designed to support
the realization of corporate vision and mission, whereas
optional training is a training program which is held on
request from each division heads, either of a department,
branch, project SBH and Representative Office Head
(ROH). Optional training generally takes place to meet
the need for performance improvement.
Di samping pelatihan terkait kepemimpinan dan
pelayanan, Perusahaan juga menyelenggarakan
pelatihan basic management I, II dan basic training skill
(BTS) untuk menjawab tingginya kebutuhan pelayanan
teknis pelanggan. Program pelatihan ini dilakukan
dengan merekrut para lulusan Sekolah Teknik Menengah
(STM) untuk mengikuti sembilan (9) bulan pelatihan,
hingga siap dan terampil bekerja di lapangan.
Besides training on leadership and service, the Company
also holds trainings on basic management I, II and basic
training skill (BTS) to meet the need for technical service
for the customers. The training program is run by
recruiting teh graduates from Engineering High School
to join in a 9-month training program and prepare
them for work.
Berikut adalah pelatihan Non Technical Trainings
yang diberikan selama tahun 2012:
Below is the list of Non Technical Trainings
in 2012:
L a p o r a n Ta h u n a n
Annual Report
2012
PT Hexindo Adiperkasa Tbk
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Sumber Daya Manusia Human Resources
Management Training
1. HEXINDO MIDLE MANAGEMENT PROGRAM
(HMMP)
• Technique Presentation
• Finon
• New Leadership (Orientation)
Management Training
1. HEXINDO MIDLE MANAGEMENT PROGRAM
(HMMP)
• Technique Presentation
• Finon
• New Leadership (Orientation)
2. HEXINDO BASIC MANAGEMENT PROGRAM II
(HBMP II)
• POAC (Planning, Organizing, Actuating,
Controling)
2. HEXINDO BASIC MANAGEMENT PROGRAM II
(HBMP II)
• POAC (Planning, Organizing, Actuating,
Controling)
3. HEXINDO BASIC MANAGEMENT PROGRAM I
(HBMP I)
• Basic Leadership
3. HEXINDO BASIC MANAGEMENT PROGRAM I
(HBMP I)
• Basic Leadership
Non Managerial Aspek Training
• Customer service Orientation
• OHSAS (ISO)
• SMK 3
Non Managerial Aspek Training
• Customer service Orientation
• OHSAS (ISO)
• SMK 3
Others Training
• CSS & Admin
• Orientation
• Warehouse
• John Deere
• Part Marketing
• BSC
• Sosialisasi New HR Software
• E-Service Improvement
• E-Service Review & Evaluation
Others Training
• CSS & Admin
• Orientation
• Warehouse
• John Deere
• Part Marketing
• BSC
• Sosialisasi New HR Software
• E-Service Improvement
• E-Service Review & Evaluation
Untuk tahun 2012, Perusahan telah menginvestasikan
dana pengembangan SDM sebesar US$ 450.000.
During 2012, the Company had allocated
US$ 450,000 for HR development programs.
PENGEMBANGAN KARIR
CAREER DEVELOPMENT
Setiap karyawan Hexindo memiliki kejelasan karir melalui
program pengembangan karir yang kenal dengan nama
career path. Melalui program ini karyawan mendapatkan
kejelasan jenjang karir, dan setiap atasan telah memiliki
staf yang siap menggantikan posisinya. Kompetensi
staf secara berkala dinilai dan diarahkan atasannya
agar dapat memenuhi standar-standar yang telah
ditentukan perusahaan untuk siap menggantikan
atasannya saat dibutuhkan.
Each Hexindo's employee has a clear career path as
the Company has a career development program called
career path. In this program, the employees's have
certain career path, and each manager always has
staffs as his or her successors. The staff competence
is assessed in periodical basis and receive coaching
from their supervisor to meet the required standards
for a successor whenever needed.
L a p o r a n Ta h u n a n
Annual Report
2012
PT Hexindo Adiperkasa Tbk
Sumber Daya Manusia Human Resources
Disisi lain atasan juga memiliki career path yang lebih
tinggi. Supervisor dituntut segera mengembangkan diri
menuju level manager, sedangkan seorang manager
harus mempersiapkan diri menduduki posisi general
manager (GM) dan seterusnya.
On the other hand, the supervisor can expect for higher
career path. A supervisor must develop himself or
herself to prepare for the manager level, while a manager
shall prepare for the position of general manager (GM)
and next.
Perusahaan juga menawarkan program promosi yang
menarik agar pekerja yang berprestasi bisa
merencanakan pengembangan karirnya di masa depan,
meraih posisi lebih tinggi dengan jaminan penghasilan
yang lebih baik.
The Company can also offer an attractive promotion
for the best performing employees to help them plan
for their future career, achieve higher position and earn
better salary.
KOMPENSASI DAN APRESIASI
COMPENSATION AND APPRECIATION
Selain gaji pokok Perusahaan menyediakan berbagai
fasilitas bagi pekerja tetap seperti : subsidi perumahan,
tunjangan transportasi, kesehatan, asuransi jiwa,
tunjangan tugas ke luar daerah, keanggotaan serikat
buruh dan asuransi sosial.
Besides receiving basic salary, the Company offers a
number of faciltiies for the permanent employees,
among which are: housing subsidy, transportation
allowance, health coverage, life insurance, duty
allowance, membership in the labor union and social
insurance.
Perusahaan juga terus melanjutkan berbagai program
apresiasi kepada karyawan yang berkinerja baik seperti:
In addition, the Company carries on the appreciation
programs for the performing employees, such as:
1. Program beasiswa bagi anak-anak karyawan yang
berprestasi, untuk membantu anak-anak karyawan
mengembangkan bakat, kemampuan dan
prestasinya.
1. Scholarship Program for the employees' performing
children in order to help them develop their talents,
skills and make an achievement.
2. Perusahaan juga memberikan penghargaan bagi
karyawan yang setia mengabdi dan memberikan
dedikasi terbaiknya bagi kemajuan Perusahaan.
Penghargaan diberikan kepada para karyawan yang
telah bekerja selama 10 dan 15 tahun dengan
memberikan logam.
2. The Company also gives reward to loyal and
dedicated employees that support the Company's
growth. The reward is in the form of pure gold given
to those who have worked for 10 and 15 years.
JUMLAH KARYAWAN
TOTAL EMPLOYEES
Hexindo saat ini didukung oleh 1.621 karyawan atau
bertambah sebanyak 229 orang dibandingkan tahun
2011 yakni sebanyak 1.392. Hal ini dilakukan perusahaan
untuk menunjang kebutuhan bisnisnya.
Hexindo is currently supported by 1,621 employees as
it added 229 employees from 2011 figure, which was
1,392 employees. This addition was to support
the business expansion.
L a p o r a n Ta h u n a n
Annual Report
2012
PT Hexindo Adiperkasa Tbk
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Tata Kelola Perusahaan
Good Corporate Governance
Komposisi Jumlah Karyawan Berdasarkan
Jabatan Tahun 2011 dan 2012
Jabatan
Composition of Employees Based
on Position in 2011 and 2012
Jumlah Karyawan / No. Employees
Position
2011
2012
7
6
Director
General Manajer
19
18
General Manager
Manajer
73
89
Manager
Supervisi
141
142
Supervisor
Foremen
84
94
Foremen
Teknisi
623
744
Technical
Staff
445
528
Staffs
1.392
1.621
Total
Direktur
Jumlah
Jumlah Karyawan Berdasarkan Tingkat
Pendidikan Tahun 2011 dan 2012
Pendidikan
Number of Employees by Level
of Education in 2011 and 2012
Jumlah Karyawan / No. Employees
Education
2011
2012
Strata 2 (S2)
19
12
Post Graduate
Strata 1 (S1)
229
1170
Bachelor
D3 (Diploma 3)
134
9
D3 (Diploma 3)
D2 (Diploma 2)
8
7
D2 (Diploma 2)
D1 (Diploma 1)
10
145
D1 (Diploma 1)
SLTA
980
260
Senior High School
SLTP
12
18
Junior High School
1.392
1.621
Total
Jumlah
L a p o r a n Ta h u n a n
Annual Report
2012
PT Hexindo Adiperkasa Tbk
Tata Kelola Perusahaan
Good Corporate Governance
TEKNOLOGI INFORMASI
INFORMATION TECHNOLOGY
Teknologi Informasi (TI) merupakan perangkat penunjang
Information Technology (IT) is a supporting instrument
dalam proses kerja maupun proses komunikasi di
in the working process as well as in the communication
lingkungan perusahaan, termasuk antara Kantor Pusat
within the Company, including between Head Office
dan Kantor Cabang. Mempertimbangkan pentingnya
and Branch Offices. Considering the importance of IT
TI dalam pekerjaan sehari-hari, Perseroan melakukan
in the daily activities, the Company had made some
sejumlah perbaikan terkait dengan infrastruktur teknologi
improvements in the IT infrastructure during the period
informasi perusahaan selama tahun 2012.
of 2012.
Di antara perbaikan yang dilakukan adalah:
Among the improvements are:
a. Memperbaiki jaringan TI antara Kantor Pusat ke
a. Improving the IT network between the Head Office
Kantor Cabang dengan menaikkan kapasitas
to Branch Office by upgrading the bandwidth capacity
bandwidth agar mempercepat hubungan komunikasi
in order to accelerate the communication between
antara Kantor Pusat dan Kantor Cabang.
Head Office and Branch Office.
b. Melakukan migrasi jaringan sehingga menjadi satu
kesatuan dengan prinsipal perusahaan di Jepang.
b. Completing network migration to make it integrated
with that of the principal in Japan.
c. Implementasi sistem HR dan sistem Procurement
c. Implementing new HR system and Procurement
baru. Upaya ini mengikuti penerapan sistem Finance
system. This effort entailed the implementation of
yang telah dilakukan 2 (dua) tahun sebelumnya.
the Finance system which was completed two
years ago.
d. Implementasi CRM Sales System berbasis
SalesForce.Com yang terintegrasi dengan Internal
d. Implementing SAP-based accounting system to make
it integrated with SAP system of Hitachi.
Sales Approval System (e-Approval).
L a p o r a n Ta h u n a n
Annual Report
2012
PT Hexindo Adiperkasa Tbk
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EX 2600
Penerapan prinsip-prinsip tata kelola yang konsisten dan berkelanjutan
akan meningkatkan kinerja sekaligus nilai Perusahaan di mata
pemegang saham, pemangku kepentingan dan masyarakat dalam
jangka panjang.
The consistent and sustainable implementation of the those good corporate
governance principles will lead to improved performance and rising Corporate
value among the shareholders, stakeholders and public in the long run.
L a p o r a n Ta h u n a n
Annual Report
2012
PT Hexindo Adiperkasa Tbk.