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Sumber Daya Manusia Human Resources

Untuk penerimaan calon karyawan PKWT dan pengangkatan karyawan ke golongan IA/0 dilaksanakan oleh Manajer Kebun/Unit, bekerja sama dengan bidang teknis terkait.

For the recruitment of employee candidate of PKWT and appointment of employee to grade IA/0 is executed by the Plantation/Unit Manager, in cooperation with related technical section.

Penilaian Kinerja

Performance Assessment

Penilaian kinerja dilaksanakan sebagai upaya menyelaraskan (align) strategi perusahaan dan kinerja pribadi karyawan (differentiating people). Program penilaian kinerja merupakan target yang ditetapkan dan dikomunikasikan antara atasan dengan bawahannya sesuai dengan job description bawahan. Pada dasarnya target yang diturunkan kepada bawahan merupakan turunan dari target atasan dan sejalan dengan Key Performance Indikator (KPI) Direksi. (G4-LA4)

The performance assessment is implemented as effort in aligning the company strategy and differentiating people. The performance assessment program is a set target and communicated between the boss and the subordinate in accordance with the subordinate’s job description. Basically the target that served for the subordinate is a derivative from the superior target and in line with the Key Performance Indicator (KPI) of the Director. (G4-LA4)

Pengukuran kinerja dilaksanakan berdasarkan prinsip obyektivitas dan keadian. Sistem penilaian yang dibangun harus mampu menjadi pembeda antara karyawan berkinerja tinggi dengan karyawan berkinerja rendah. Seseorang yang mendapat apresiasi (rewards) berupa kenaikan gaji atau golongan sehubungan dengan kinerjanya yang tinggi adalah layak dan wajar. Sistem penilaian kinerja untuk karyawan golongan III – IV menggunakan Sistem Penilaian Kinerja (SPK), sedangkan untuk karyawan golongan I – II menggunakan Sistem Penilaian Kinerja Karyawan (SPKK). (G4-LA4)

The performance measurement is executed based on objectivity and justice principles. The assessment system that built must be able to be differentiator between high performance employee and low performance employee. Someone who receives reward in form of pay raise or grade raise in relation with their high performance is proper and normal. The performance assessment system for the III-IV grade employee is using Performance Assessment System (SPK), whereas for the I-II grade employee is using Employee Performance Assessment System (SPKK). (G4-LA4)

Hasil pengukugan kinerja digunakan sebagai dasar pengembangan karyawan oleh atasan, pengembangan diri karyawan, dasar kenaikan Golongan/berkala, dasar pertimbangan promosi/mutasi dan dasar penentuan kebutuhan pendidikan dan pelatihan. Berdasarkan hasil penilaian kinerja, pada tahun 2013, mutasi karyawan golongan III – IV sebanyak 89 orang, promosi karyawan pimpinan sebanyak 31 orang, promosi Manager Menengah Madya sebanyak 18 orang dan promosi Manajer Menangah Atas sebanyak 13 orang. (G4-LA4)

The result of inaugural performance is used as employee basic development by the superior, the employee’s self development, basic raise for grade/periodic, basic consideration for promotion/mutation and basic of education and training determination. In 2013, mutation of III-IV grade employees were amounted to 89 people and managerial employees’ promotion were amounted to 31 people. The middle manager promotion amounted to 18 people and top manager promotion was 13 people. (G4LA4)

Kesempatan yang Sama dalam Berkarir

Equal Opportunity in Carrier Level

Pengembangan karir karyawan diarahkan pada peluang untuk pengembangan diri seluas-luasnya pada formasi jabatan yang tersedia, dengan mempertimbangkan kompetensi (Competency Based) dan bakat (Talent Based) sebagai dasar pengelolaan. Filosofi utama dari pengembangan karir adalah memberi kesempatan yang sama pada karyawan untuk mencapai karir setinggi-tingginya sepanjang tersedia formasi dan dapat memenuhi persyaratan jabatan yang ditentukan, tanpa membedakan suku, agama, ras, golongan. (G4-LA12) (G4-HR3)

The career development of the employee is directed to opportunity in developing themselves as wide as possible on available position formation, by considering on competency based and talent based as the basis of management. Main philosophy of the career development is to provide equal opportunity for the employee in achiving as high as possible their career throughout available formation and able to fulfil the position term already set, without regarding thribe, religion, races, and group. (G4-LA12)(G4-HR3)

Perencanaan karir karyawan didasarkan pada potensi, kompetensi dan prestasi karyawan serta kebutuhan organisasi sesuai arah pengembangan perusahaan. Dalam upaya mengakomodir bakat (talent) karyawan dalam bidang teknis dan kepemimpinan, perusahaan membagi 2

The career planning of the employee is based on the employee’s potential, competency and performance and organization necessities in accordance with the company development direction. As effort to accomodate the employee’s talent in technical and leadership, the company

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PTPN XIII > 2013 Sustainability Report

Sustaiable report n13 2013  

PTPN 13 Sustaiable TAHUN 2013

Sustaiable report n13 2013  

PTPN 13 Sustaiable TAHUN 2013

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