Page 185 - Demo

1. Eksekusi fase kedua harmonisasi aspek HC yaitu harmonisasi remunerasi pekerja di lingkungan Perusahaan termasuk anak perusahaan (Regional satu sampai dengan lima).Execution of the second phase of harmonization of HC aspects, namely harmonization of employee remuneration within the Company, including subsidiaries (Regional one to five).2. Persetujuan Man Power Planning sebanyak 640 Posisi (terdiri dari dua tahapan dan akan efektif penempatan pada tahun 2024).Approval of Manpower Planning including 640 positions (consisting of two stages with effective placement in 2024).3. Pelaksanaan Global Talent Acquisition untuk mempersiapkan pekerja PHE Subholding Upstream yang telah diseleksi sehingga dapat memenuhi kebutuhan kompetensi dalam pengembangan Perusahaan menuju global world class company.The implementation of Global Talent Acquisition is aimed at preparing selected PHE Subholding Upstream employees, enabling them to meet the needs of competence in the Company's development toward a global world class company.4. Penandatanganan PKB dan pembentukan Lembaga Kerja Sama Bipartit (LKSB) PHE Subholding Upstream.The signing of Bipartite PKB and the formation of the Bipartite Cooperation Institution (LKSB) at PHE Subholding Upstream.5. Terpenuhinya target rasio inklusivitas yaitu persentase pekerja wanita dan pekerja muda dalam top talent. Target rasio inklusivitas bagi pekerja wanita adalah 13% dengan tingkat realisasi sebesar 14,33%, sementara target rasio inklusivitas pekerja muda yakni 16% dengan tingkat realisasi sebesar 23,33%.The target of inclusivity ratio has been fulfilled, namely the percentage of female employees and young employees in the top talent. The inclusivity ratio target for female employees is 13% with a realization rate of 14.33%, while the target inclusivity ratio for young employees is 16% with a realization rate of 23.33%.6. Pelaksanaan Indonesian HR Summit 2023.Implementation of the Indonesian HR Summit 2023.Sorotan Utama Aktivitas Fungsi HC pada Tahun 2023Key highlights of HC Function activities in 2023Inisiatif strategis yang telah dilakukan sepanjang tahun 2023 di Fungsi Human Capital antara lain:1. Dalam hal pengembangan pekerja, Fungsi Human Capitalmemastikan untuk tetap memenuhi kebutuhan pembelajaran dan pengembangan pekerja secara proaktif berupa pelaksanaan pelatihan, sertifikasi teknis, Program HSSE, Program Leadership, Program Industrial Relation for Leaders, Program Coaching terintergrasi CHATTER, orientasi awal bagi pekerja baru berupa Pre-Employment Training, Tugas Belajar (pemberian beasiswa S2/S3 di dalam negeri maupun luar negeri kepada pekerja yang berhasil lolos seleksi), dan kesempatan pekerja untuk menyampaikan ide-ide inovasi yang berdampak terhadap proses bisnis, produktivitas dan kinerja finansial Perusahaan dalam Continuous Improvement Program (CIP).2. Melaksanakan Talent Mobility yang terdiri dari pelaksanaan Talent Review Meeting (TRM) sebanyak 123 sesi yang dihadiri oleh manajemen masing-masing fungsi di Perusahaan, membuka rekrutmen internal untuk mengisi jabatan tingkat manajer ke atas berupa Internal Job Posting (IJP), dan pengisian aspirasi pekerja dalam aplikasi i-Am Talent.3. Menjaga hubungan industrial melalui pembaharuan kebijakan dan kampanye Respectful Workplace Policy (RWP), dukungan Fungsi Human Capital dalam mencapai ESG Rating 21,5, dan survei pekerja yang terdiri dari penilaian kepuasan pekerja dengan hasil skor 4,31 (skala 5) dan Engagement Level dengan hasil skor 87,84 (skala 100).The following strategic initiatives were conducted throughout 2023 in the Human Capital function:1. In view of employee development, the Human Capital Function ensures to continue to meet the learning and development needs of employees proactively in the form of training, technical certification, HSSE Program, Leadership Program, Industrial Relations Program for Leaders, CHATTER integrated Coaching Program, initial orientation for new employees in the form of Pre-Employment Training, Learning Assignments (provision of S2/S3 scholarships in-country and overseas to employees who successfully pass the selection), and opportunities for employees to convey their ideas for innovations that have an impact on the business processes, productivity and financial performance of the Company in the Continuous Improvement Program (CIP).2. Conducting Talent Mobility which consists of conducting a Talent Review Meeting (TRM) of 123 sessions attended by the management of each function in the Company, opening internal recruitment to fill manager-level positions and above in the form of Internal Job Posting (IJP), and filling employee aspirations in the i-Am Talent application.3. Maintaining industrial relations through renewal of Respectful Workplace Policy and campaigns, support for the Human Capital Function in achieving ESG Rating 21.5, and employee surveys consisting of employee satisfaction assessment with a score of 4.31 (out of a scale of 5) and Engagement Level with a score of 87.84 (scale 100).PT Pertamina Hulu Energi %u2022 Sustainability Report 183