PT Semen Indonesia (Persero) Tbk together with its subsidiaries are comitted to contribute in improving the quality of human resources (HR) in Indonesia. The company consistently implement regulation concerning human resource development, such as Law No. 13/2013 and Company Decree on Study Assignment for Employees No. 063/Kpts/Dir/2014. The company also duty implement Company Decree on Occupational Safety and Health Committee No. 0034/Kpts/Dir/2013 and CLA that is currently in effect No. 560/300/106.04/2011.
As continuation of the implementation of the Human Capital Master Plan (HCMP), in 2014 we announced the establishment of Semen Indonesia Center of The Champs (SICC). In addition, Semen Indonesia has been preparing the establishment of the Semen Indonesia International University (UISI), and in 2014 has received principled approval for UISI establishment through Decree (SK) No. 502/E/O/2014 on October 16th, 2014, as well as the Semen Indonesia Community Academy (AKSI), and has received principle approval for the establishment of AKSI through Decree No. 365/E/0/2014 on August 27th, 2014 from the Directorate General of Higher Education, Ministry of Education (now the Ministry of Research and Higher Education).
Semen Indonesia Center of The CHAMPS (SICC)
SICC will become a center of excellence in building and maintaining Semen Indonesia’s competitive advantage. At the same time it also serves as a preparation for the ASEAN Economic Community (AEC) 2015, and to accomplish competencies in regional and even global levels. SICC is specifically designed to answer the needs of Semen Indonesia Group today and in the future. SICC is designed with six sub-focuses, such as :
Center of Engineering (CoE)
To make Semen Indonesia on par with world-class engineering companies, mainly in handling projects of cement plants, packing plants, and power plants. Center of Engineering will enable Semen Indonesia managing capacity building projects in accordance with Long Term Corporate Plan (RJPP) independently.
Center of Research (CoR)
To enable Semen Indonesia to use best practices in technology and process, alternative raw materials and energy sources, as well as the type of applied cement and environmental aspects. One of major concerns of the Center of Research is energy efficiency.
Center of Dynamic Learning (CDL)
Built with the concept of corporate university framework. Implementation of learning policy, learning curriculum and learning program, designed based on developing business issues tha can provide business solutions.
Center of Knowledge Management (CKM)
Designed to accommodate all knowledge and experience of the organization so that lesson learned from any aspects can be gained and applied by corporation. Action plan is drawn up, so that the process of ‘sharing knowledge’ can run, not only its IT portals, but also the process.
Center of Training and Consulting Services (CTCS)
Provide project management services when external parties require competencies and skills (expertise) Semen Indonesia to build a factory. SICC also prepared if another country requires the competence to build and operate a cement plant.
Universitas Internasional Semen Indonesia (UISI)
Becoming tangible manifestation of Semen Indonesia’s awareness to participate in educating the nation. With unlimited sources of case studies, we support linkk and match concept more concretely.
Competency training and development programs for employees are held based on the need of the organization and employee’s potentia, which are formulated in the training need analysis (TNA). During 2014, the average training hours for each employee of Semen Indonesia Group was 47,06 hours.
The company and tis subsidiaries give the same and equal opportinities to each employee to develop a career. An employee’s career is determined based on performance assessment based on Balanced Scorecard, using the modules of Employee Performance Management System (ePMS), so that employee’s performance and competencies assessment data can be managed in an integrated manner. The results of performance assessment in 2014, a total of 336 employees were promoted. The number was increase 52,73%, compared to 220 employess in 2013.
Safety and health of employees is an important part to improve the competitiveness of companies. During 2014, there were no fatal work accidents. This achievement led the Company to earn the Zero Accident Award from the Ministry of Manpower and Transmigration for succesfully preventing work accidents during more than five million working hours. Our commitment to OSH best practices is also realized through the coverage of employee medical costs and the provision of health facilities as well as the cost of medical tratment. Medical chek-up is regularly conducted for employees, as well as examination through the Activity Impact Identification and Assessment (IPDK), which is the form of prevention of serious illness or occupational disease.