Page 208 - Demo

Pengembangan Insan PHE yang UnggulDevelopment of Excellent PHE People 10 11Perusahaan telah menetapkan manajemen kinerja untuk menilai dan mengevaluasi hasil kinerja pekerja. Melalui manajemen kinerja ini, Perusahaan menetapkan KPI (Key Performance Indicator) bagi seluruh pekerja yang disesuaikan dengan PRL (Pertamina Reference Level), fungsi, divisi, serta tanggung jawabnya. Perusahaan melaksanakan People Review Annual Process setiap tahunnya yang nantinya akan digunakan untuk menentukan usulan promosi, penetapan bonus, penentuan kebutuhan pengembangan kompetensi, dan portofolio pekerja. Pada tahun 2023, seluruh pekerja PHE Subholding Upstream (100%) telah menjalani People Review Annual Process. Berikut ini gambaran dari alur mekanisme People Review Annual Process yang dijalankan Perusahaan: [GRI 404-3]The Company has established performance management to assess and evaluate the results of employee performance. Through this performance management, the Company sets KPIs (Key Performance Indicators) for all employees that are adjusted to PRL (Pertamina Reference Level), functions, divisions, and responsibilities. The Company conducts the People Review Annual Process every year which is subsequently used to determine promotion proposal, bonuses, competency development needs, and employee portfolios. In 2023, all employees of PHE Subholding Upstream (100%) underwent the People Review Annual Process. The following is an overview of the flow of the People Review Annual Process mechanism implemented by the Company: [GRI 404-3]People Review Annual ProcessStrategi & Rencana Bisnis Business Strategy & Plan1 234 56HighPerformanceCultureIdentifikasi &Identification &KPI arrangementPenyusunan KPI Penetapan Target &Identif ci at oi n &KPI arrangement Kesepakatan K ni erjaPemantauanTrackingPerformance Dialogue (People & Business)Growth & DevelopmentTumbuh KembangPengukuran & Pelaporan KinerjaMeasurement &Performance Reporting%u2190 Pelatihan & Timbal Balik Kolaboratif yang sedang berlangsung | Ongoing Coaching & Collaborative Feedback %u2192Perumusan tujuan/rencana Perusahaan (RJPP & RKAP) berdasarkan Visi & Misi, Benchmark, kondisi bisnis, change driven & key success factorThe formulation of company objectives/plans (RJPP & RKAP) is based on the Vision & Mission, Benchmarks, business conditions, change-driven factors, and key success factors1 RJPP Setting1. Penyampaian & feedback rating kinerjaPerformance delivery & feedback rating 2. Diskusi rencana pengembangan (IDP), training, coaching, assignmentDiscussion of development plans (IDP), training, coaching, assignmentReward & Consequences:1. Penghargaan atas pencapaian kinerjaRecognition for performance achievement2. Pemberian konsekuensi kinerja rendahGiving consequences for low performance6 Dialogue Day1. Proses penilian mengacu pada target distribusi & meaningful differentiation untuk aspek: Target kinerja (KPI/IG) dan AKHLAK Behavior + 5CBThe evaluation process refers to target distribution & meaningful differentiation for aspects: Performance Target (KPI/IG) and AKHLAK Behavior + 5CB.2. Diskusi People ReviewPeople Review Discussion5 EYPR Realization1. Pulse Check/Progress tracking kinerjaPulse Check/Progress Tracking Performance2. Gal Analysis & Perumusan solusi(SAMBAL)Gap Analysis & Formulation of Solutions (SAMBAL)4 MYPR RealizationKesepakatan Kinerja IndividuIndividual Performance Agreement1. Expection Setting Conversation2. Penetapan Item, Bobot, Target & Juknis IGDetermination of Items, Weight, Targets & Guidelines for IG3 IG SettingPenyusunan Target Kinerja Individu (IGS)Individual Goal Setting (IGS)1. KPI Function/Cascading KPI Function2. Kontribusi Individu: Keterlibatan dalam Proyek & Komunitas. Tujuan HSSE, Komitmen Pengembangan/Pengembangan BakatIndividual Contribution: Project & Community Involvement. HSSE Objective, Development Commitment/Talent Development2 KPI Setting9206 Laporan Keberlanjutan %u2022 PT Pertamina Hulu Energi