ORGANIZATION SYSTEM PEOPLE

DEVELOPMENT © Human Resources Department 2018

OSP DEVELOPMENT
Organization
• Structure
Organization
• Job Title and Grading

People
• Development
• Career Progression

Method
Method People
• Job Description
• Performance Review
• HRGA Analysis
BERCA PILLARS

- BERCA UNIVERSITY -

Advanced Management Program

General Management Program Intermediate

General Management Program Basic

Product Sales &

Advanced
Marketing

Technical &

HRGA
Accounting
Finance &
Services
Spare
Parts

Intermediate

Basic

OPERATION SUPPORT
 HRGA STRATEGY MAP – VISION 2020
BSC -- To Improve OSP capability and performance to deliver superior sustainable results --

Perspective Meet or Exceed

Shareholder
Expectations
Enhance ROI of
What we must supply to our shareholders?
Enhance People
HRGA strategic Cost & Productivity
initiatives Productivity
FINANCE

Employee Line manager Share holder

Conducive Working Sustainable
Environment: (i) that foster Competent & Employee
What our Customers expect from us?
Qualified Leadership
talent development opportunity
and (ii) value employee motivated people regeneration Engagement
contributions
CUSTOMER

Planning Programs development & Execution Evaluation

Technical expertise Strategic Leadership
competency
What the processes we must excel at
Effective Implement Implement best to achieve Operational Excellence?
(i) Position Integrated Technical Talent and succession Optimize Assessment
INTERNAL Management Expertise development Management implementation
PROCESS (ii) HRGA Plan programs practices

Attract
& Retain The Right
Enable The HRGA Strategy Embed a Customer Services and How we must develop our organization?
Through Technology Process Oriented Culture
LEARNING AND Employee
GROWTH
Human Capital Information Capital Organization Capital
BMP Values Foundation
ORGANIZATION PEOPLE METHOD
ORGANIZATION

TOP MANAGEMENT
ORGANIZATION STRUCTURE

Loeky
Moniaga
Managing Director

Dani
Mansjoer
General Manager

Bambang Dani Encep Edgar

Fransiska Marina
Soetanto Mansjoer Sumitra Quibal
HRGA Finance Accounting Marketing Dept Head Product Support Head ME Department Head

Cinthya Anthony Teguh

Wilanda Weithan Mulyono
OSP Development HR GA
ORGANIZATION PEOPLE METHOD
ORGANIZATION

OSP DEVELOPMENT ORG STRUCTURE

DANI
MANSJOER
GM

BAMBANG
SOETANTO
HRGA-HSE-PROM

CINTHYA ANTHONY TEGUH

VACANT VACANT
WILANDA WEITHAN MULYONO
PROMOTION HSE OSP DEVELOPMENT HR GA

VACANT SENA AJIE YAYAN

OSP OFFICER TC Head LEGAL

MOH FAKTUR RISKY

VACANT VACANT VACANT RIKHARDO
FATKUL ROHMAN NANDA
ADMIN PORT Trainer ENGINE Trainer HE Trainer MH Trainer MH Trainer HE Trainer
ORGANIZATION PEOPLE METHOD
ORGANIZATION

JOB TITLE AND GRADING

STRUCTURE
GRADE
POSITION LEVEL
C Junior Mech/Partsmen Junior
D Mechanic/Partsmen Junior
E Senior Mech/Partsmen Senior
F Sub Section Head Foreman
G Senior Foreman
Section Head
H Supervisor
I Sub Department Head Superintendent
J Junior Manager
Department Head
K Manager
L Sub Division Head Senior Manager
M Division Head General Manager
ORGANIZATION PEOPLE METHOD
PEOPLE

DEVELOPMENT
• Align with company business and grand plan
• Measurable, applicable and sustainable
• Start with operational team (part, sales, service) and continue with support
team
• Linked with remuneration
• Accommodatable for any company business change
• Clear process (preparation, execution and result)
ORGANIZATION PEOPLE METHOD
PEOPLE

DEVELOPMENT

Preparation Execution Finish (First Lap)

• Skill clustering • Slotting • HR acknowledgement

• Skill mapping • Skill validation  • Remuneration
• Selection Approval  next skill • Talent program
• Categorizing validation
• On/off job training
• Certification
ORGANIZATION PEOPLE METHOD
PEOPLE

TRAINING
Preparation Execution Finish (First Lap)

• Develop syllabus • Conduct • Hold best

according to Skill customized employee
requirement training to comply (serviceman)
• Develop hard and skill gap contest
soft material • Provide report to • Provide talent
including training HRD as employee database
aids development
• Printing master reference
material and work
book
• Generate annual
schedule
ORGANIZATION PEOPLE METHOD
PEOPLE

TIME FRAME DEVELOPMENT PLAN

Q1 2019 Q2-Q3 2019 Q4 2019
• Skill clustering • Selection • Talent management
• Establish and • Categorizing
socialize the • Slotting
method and • Validation
process
• Printing all
documentation

Q1-Q4 2019
Q1 2020
Service
Q3 2020
Spare part
Sales
ORGANIZATION PEOPLE METHOD
PEOPLE

TIME FRAME TRAINING PLAN

JUL 2019 – ON
JAN 2019 FEB – JUN 2019
GOING
• Syllabus • Training Aid • Hold local contest
• Training material • Conduct training as for best serviceman
(hard and soft) planned • List Talent
• Printing all master management
literature
• Class room

Q1-Q4 2019
Q1 2020
Service
Q3 2020
Spare part
Sales
ORGANIZATION PEOPLE METHOD
PEOPLE

CAREER PROGRESSION
• Clear destination
• Clear development
• Professional and reliable
• Educational background
Employee data • Current age
• Service year

• Job title and grade

Organization • Organization chart Performance
• Business need
review • Validation result Appraisal

• Performance appraisal
Employee • Warning letter
• Psycho test
review • Technical test
ORGANIZATION PEOPLE METHOD
METHOD

JOB DESCRIPTION JOB DESCRIPTION

PRODUCT SUPPORT
• Clear destination DIVISION
Field
Semua Mekanik
Job Title : Mechanic Dept: SERVICE Name :
Field Service
• Clear development Report
Service
Service
Location: Sunter Date : Januari 2018
To : Foreman
• Professional and reliable
KEY RESULT AREA ACCOUNTABILITIES KEY PERFORMANCE JOB PURPOSE (FUNGSI & PERAN)
INDICATORS
Service Management and  Memberikan informasi actual atas  Memastikan pekerjaan dapat  Melaksanakan semua pekerjaan secara teknis seperti perawatan, bongkar pasang komponen dan
Process System unit-2 customer dalam pembuatan diselesaikan sesuai dengan troubleshooting untuk semua model Forklift Mitsubishi dan Nichiyu baik yang masih dalam
 Planning rencana maintenance oleh pihak Service Repair Time. masa warranty ataupun non warranty diseluruh lokasi customer
warranty processor. Maksimum 10% yang selesai  Melaksanakan semua pekerjaan fabrikasi baik di lokasi customer atau Depo PT Berca Mandiri
 Memberikan rencana pekerjaan diluar SRT. Perkasa
kepada Sub Section Head atas
 Membantu para leader atas kebutuhan data data forklift untuk kepentingan pekerjaan serta
setiap pekerjaan yang masuk baik  Memastikan persiapan semua
warranty atau non warranty agar pekerjaan dapat 100%
berkomunikasi dengan customer setiap sebelum dan sesudah melakukan pekerjaan yang di
 Evaluation & dapat dilaksanakan tepat waktu. dilaksanakan. perintahkan.
Reporting System  Membuat laporan yang terperinci
dan jelas atas setiap pekerjaan  Memastikan semua data laporan
yang dilakukan, dan memberikan tersedia untuk penagihan dan
analisa kerusakan kepada claim warranty paling lambat AUTHORITY (KEWENANGAN)

 Standard
Operating
customer serta Sub Section Head

P
serta memberikan masukan atas
operasi alat yang sesuai buku
L E setelah mekanik menyelesaikan
pekerjaan atau setelah kembali
dari customer.
 Operational: melaksanakan pekerjaan
sesuai dengan surat tugas baik unit masa


P E
Tools and facilities: menjaga asset perusahaan

L
khususnya tool dan semua peralatan agar dapat

M M
Procedure (SOP) manual.
warranty dan non warranty. Dan membuat dipergunakan sebagaimana mestinya. Dan

A A
 Melakukan setiap pekerjaan laporan setiap selesai pelaksanaan atas terawat serta dijaga kebersihannya.

S S
 Memastikan pekerjaan
sesuai dengan standar kerja yang dilaksanakan sesuai prosedur pekerjaan.  Spare Parts: bekerjasama dengan department
di prasyaratkan baik dari Bekerjasama dengan engineer spare part mengenai kebutuhan parts di lokasi
Principal ataupun PT Berca dengan tingkat kegagalan (redo)
Mandiri Perkasa. maksimal 0.5%. Mitsubishi/Nichiyu yang bertugas di customer.
lokasi dalam mendukung operasional
alat customer.
ORGANIZATION PEOPLE METHOD
METHOD

PERFORMANCE REVIEW
• Objective
• Reliable
• Time bound (Jan-Des) for normal, (Jul-
Des) outstanding performance
Nama Karyawan : Atasan Langsung (AL) : Keterlambatan
Jabatan / Pangkat / Grade : Atasan tidak Langsung (ATL) : Kategori Handicap Point
Dept. Cabang : Periode Penilaian : Jumlah hari Jumlah Menit
KEHADIRAN - ABSENSI Surat Peringatan
Tertulis (SP) Jumlah Nilai Handicap (a)*
M-1 M-2 S-1 S-2 I-1 I-2 I-3 T I 1 - 8 Hari 6 - 50 Menit 0
SP1 SP2 SP3
SP
Nilai (1) 0 0 0 0 0 0 0 25 50 75
0 Jumla II 9 - 16 Hari 51 - 95 Menit 10
Jumlah Hari (2) 0 0 0 0 0 0 0 h
0 0 0 0
Jumlah Score (1) x (2) 0 0 0 0 0 0 0 0 0 0 0 III 17 - 24 Hari 96 - 140 Menit 25

KRITERIA
P L E
Bobot (B)
AL ATL Nilai (b)* Kesepakatan IV 25 - 32 Hari

L E
141 - 185 Menit 40

M
N N N NxB V 33 - 40 Hari
P
186 - 230 Menit 50

A AM
1 Permintaan Perintah Atasan 14 0

S
I. Penyelesaian Kerja (31) 2 Inisiatif 9 0 VI > 40 Hari > 230 Menit 60
3 Prosedur Kerja
4
Kecakapan, Keterampilan &
Kualitas Kerja
8
12
0
0
M-1 : Mangkir
M-2 : Pulang Tanpa Ijin
S
I-1 : Ijin Khusus
I-2 : Ijin datang
Tgl. Paraf Paraf Paraf

II. Hasil Kerja (31) terlambat

5 Waktu Peny Pekerjaan 8 0
6 Tgg. Jawab Dlm Pekerjaan 11 0 S-1 : Sakit dengan ket.
I-3 : Ijin pulang awal
7 Disiplin Kerja 12 0 dokter
8 Semangat Kerja 7 0 S-2 : Sakit tanpa ket.
III. Kepribadian (38) T : Terlambat
9 Kejujuran 10 0 dokter
10 Sikap Mental / Attitude 9 0 Nilai Akhir
Catatan / Komentar Tgl. Paraf
Jumlah Score ( I + II + III ) 100 0 0 0 0 (b)* - (a)*
THANK YOU