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114 PT Pertamina Hulu Energi 2022Laporan TahunanAnnual ReportProfil PerusahaanCompany Profile2021The Transition Phase2022The Enhanced Phase2023Go Global PhaseFase Pengelolaan SDM HC Management PhaseSasaran Utama :Main Target :A. Manage Value & EnergyManage Value & EnergyPengelolaan SDM berdasarkan kepemimpinan, kompetensi, pengukuran kinerja, serta pemberian reward yang sesuai (terdiferensiasi). HC management based on leadership, competency, performance measurement, and appropriate (differentiated) rewards.B. People Analytics & Digital ToolsPeople Analytics & Digital ToolsPenggunaan teknologi untuk memperbaiki proses pengelolaan SDM melalui Sistem Informasi HC (HCIS) dan desain proses dengan memanfaatkan kecerdasan buatan. Use of technology to improve HC management processes through the HC Information System (HCIS) and process design by utilizing artificial intelligenceC. Flexibility & ChangeFlexibility & ChangePerbaikan secara berkesinambungan terhadap proses bisnis dan prosedur/tata kerja. Inisiatif strategis yang dijalankan untuk mendukung pencapaian aspirasi Pertamina, khususnya di Subholding Upstream antara lain dilakukan melalui Program Pengembangan Exposure (Cross Bar), Standarisasi Competency Technical, Program Recognition dan Engagement, LearningManagement, program coaching & mentoring, serta Program MyIDEA (Pengelolaan Knowledge, Standardization, Innovation (KSI), dan Quality Management Assessment (QMA)).Continuous improvement of business procedures and processes. The Exposure Development Program (Cross Bar), Competency Technical Standardization, Recognition and Engagement Program, Learning Management, coaching & mentoring programs, and the MyIDEA Program [Knowledge Management, Standardization, Innovation (KSI), and Quality Management Assessment (QMA)] are strategic initiatives implemented to support the achievement of PERTAMINA's goals, especially in Subholding Upstream.Realisasi pencapaian utama di tahun 2022 adalah sebagai berikut:1. TALENT SOURCINGSepanjang tahun 2022 fulfilment Pekerja dilaksanakan melalui dua metode secara internal melalui Internal Job Posting (IJP) sebanyak 93 Posisi dengan 1.400 Pelamar dan eksternal melalui program Bimbingan Profesi Sarjana (BPS), Bimbingan Profesi Ahli (BPA), Bimbingan Keahlian Juru Teknik (BKJT) dan Experince Hired dengan total penerimaan 124 Orang.The realization of key achievements in 2022 are as follows:1. TALENT SOURCINGThroughout 2022, the Worker fulfillment was carried out through two methods: internally through Internal Job Posting (IJP) as many as 93 Positions with 1,400 Applicants and externally through the Undergraduate Professional Guidance program (BPS), Expert Professional Guidance (BPA), Technical Teacher Expertise Guidance (BKJT) and Experience Hired with a total acceptance of 124 People.Exploring and Developing PotentialsMenggali dan Mengembangkan Potensi-potensi