In order to support long-term plans that make acquisitions and overseas expansion, which need to be prepared is the human capital that can compete globally. For the management of the company’s human capital is also directed to the use of methods and systems that are the “best practice” or is recognized as a world-class management standards.
In terms of performance appraisal, the Company will use the assessment unit and individual performance-based balance score card, using SAP-based HRIS system performance in a module called Management or ePMS, then the field of Human Capital of the Company will have a performance appraisal data and competency of employees who performed routinely integrated and managed across the enterprise. This data will be very useful for determining the amount ranging from employee incentives, implementation, promotion, transfer and various interests in other human capital management.
The Company has completed and implement standardization of job grading as the basis for the implementation of reward management system by using a Hay reference levels. The Company has also designed the structure of remuneration standardization across OpCo, with the support of the standardization of the HRIS facilitate administrative processes related teruama kepersonaliaan tour of duty for employees throughout the OpCo. In line with this, it has been done anyway efforts to establish performance-based culture – with incentives based on performance models.
To create a harmonious industrial relations, dynamic and equitable between the company management and employees, and employees of the Company (through unions) make mutual agreement in a form agreed with the Collective Labour Agreement (CLA). The goal is to guarantee certain rights and obligations to mutually recognize each other’s existence, to increase motivation / productivity work efficiently so as to ensure the implementation of good corporate governance and true. In the CLA itself is set on employment, working time and leave, dispensation, remuneration, facilities and welfare.
In the CLA, the Company insists that in terms of implementing industrial relations, the Company shall provide to the employee welfare in an open, democratic, and fair, as well as provide employees’ rights as stipulated in the company adjusted to the provisions of the applicable legislation.
CLA was also confirmed in the Company’s commitment to implementing the principle of equality in all aspects of employment, including equal rights in education and training program, career path, and the remuneration obtained.
EMPLOYEE WELLNESS LIFESTYLE
In order to promote a healthy lifestyle among employees, the company held a car free day program and health gymnastics performed simultaneously on Friday morning in stiap week, since the end of 2012. Expected with the car free day program, the use of motor vehicles, both 4-wheel and 2 wheel, will be reduced, so that employees are encouraged to walk or use bicycles as a means of transportation to the office. In addition to improving employee health and fitness, car free day program to contribute to the reduction of motor vehicle pollution.
The Company continues to work to improve the motivation of employees to continue to contribute and innovate through the provision of appropriate rewards for employees who excel as: champion QCC (Quality Control), SIAI (Indonesian Cement Award on Innovation), SS (Suggestion System), 5R, arts, sports and others, as well as the award for Exemplary Employees also giving signs bond with terms of 10, 15, 20, 25, 30 and 35 years.
RECRUITMENT, PROMOTION AND MUTATION
In 2012 the Company’s recruitment and hiring as many as 564 people and plan the recruitment process continued in the year 2013 to meet the human resource needs in accordance competencies required to support the company’s development program. In addition, the promotion has done as much as 608 employees and 1,588 employees mutation. Implementation of promotion done by the method of assessment and fit and proper test. In the whole process of recruitment, training, promotion and remuneration, the Company made a competency based recruitment process and operational needs of companies regardless of race, religion and gender.