6th Floor, Artha Graha Building, CBD, Jl . Jend . Sudirman , Kav . 52

1. MC MET C o n s u l t i n g * Management * Human Resources * Business Services Achieving Business Growth through People, Strategies and Process 6th Floor, ArthaGraha Building, CBD, Jl. Jend. Sudirman, Kav. 52 Jakarta Pusat, Indonesia. E-mail : met.consulting@gmail.com Ph: 62 21 528 98085 * Cell: 62 – 812 100 23 621

2. PREPARATIONS & PROJECT PLANNING INTRODUCTION • MET Consulting was founded in 2000 under legal permit name of “MET KONSULT”, serving various clients in various industries such as ; Oil & Gas, Mining, Manufacturing, Banking, Retail, Trading, Pharmaceutical, Automotive, Property, Food, Etc. Services offered to the clients are in the areas of ; • Management • Human Resources • Business Services • The consultant and trainers’s team of MET have experienced as professional in HR & Management Roles, as well as being consultant in leading consultant firm in Indonesia for over 20 years. SITUATIONAL & NEEDS ANALYSIS LEADERSHIP, COMMITMENT & INVOLVEMENT OF TOP & LINE MGT. 1. SYSTEM / PROGRAM DEVELOPMENT. 2. IMPLEMENTATION. R E V I E W OPERATIONAL INTEGRATION 6th Floor, ArthaGraha Building, CBD, Jl. Jend. Sudirman, Kav. 52 Jakarta Pusat, Indonesia. E-mail : met.consulting@gmail.com Ph: 62 21 528 98085 * Cell: 62 – 812 100 23 621

3. PERFORMANCE MANAGEMENT : • Performance Management System • Goals & KPI Set-up / Alignment • Management by Objectives / MBO • Balanced Score Card Implementation • Performance Mgt. System Automation CONSULTANCY SERVICES • MANAGEMENT & ORGANIZATIONAL : • Vision – Mission – Values - Strategies Cascade • Business Strategic Planning • Organizational Development • Change Management • Organizational Restructuring / Alignment • Roles & Functions Integration • Business Process Review / Improvement • Quality Improvement Programs • Cost Efficiency Programs • ISO 9000 & 1400 Consulting • And Others……. • HR Strategies & System Set-up : • - HR Strategies & Plan Development • - Competency Based HR Management • - Competencies Modeling • - Job Design/Analysis/Description • - Assessment Center • - Compensation & Benefits • - Recruitment & Selection • - Manpower Planning • - Performance Management • - Training & Development • - Reward & Recognitions • - Industrial Relations • - Communication Program • - HR Policies & Procedures • - And others ………. • INDUSTRIAL RELATIONS : • Regulatory Compliance Audit/Review • Company Regulations / KKB Set-up • Industrial Disputes Handling / Mediation • Government Relation Programs • PUBLIC RELATIONS & • EVENT MANAGEMENT: • Conference / Seminars Arrangements • Annual Meeting Arrangement • Visits & Guests Handling • Employee Gathering Programs • Employee Picnic & Recreation • Company Sports Games Arrangement • Parties & Dinners Arrangement • Entertainment Programs • Advertising, Promotion & Media Relations • Product Launching Programs • Corporate Image Building • HUMAN RESOURCES PROGRAMS : • HR Audit / HR Needs Analysis • HR Dept. Set-up / Restructurization • Measuring Return on Investment in HR • HR General Advisory Services • Effective People Management System • Expatriate Slots/RPTKA Extension Assistance • Manpower Planning • HR Functions / Staff Outsourcing • Career & Succession Planning • Management Development Program • Talent Management • People Retention Program • Working Climate Enhancement • Retirement Preparatory Assistance • Outplacement Program • Employee Coaching / Counseling Programs • Cross Functional Team Building • HRIS / HR Automation • And Others …… • OUTSOURCING : • Administrative Staff • Front Line Staff • Specialists • Operations Staff • Field Staff • Supervisors • Managers • GENERAL BUSINESS SERVICES : • Business Set-up & Development • Business Studies • Business Surveys • Market Data Collection • General Business Advisory Services • Supplies & General Trading • General Contractor & Civil Works • Community Development Programs • RECRUITMENT & ASSESSMENT : • Interview, Test & Selection Programs • Search ; Executive, Managerial, Staff • Assessment Center Programs • Employee Profile & Potentiality Mapping

4. IN - HOUSE TRAININGS • INTERPERSONAL : • Communication Skills • Presentation Skills • Handling Complaints • Handling Conflicts • Effective Writing Skills • Human Relations Skills • Negotiation Skills • Telephone Etiquette/Skills • Influencing Others • English Courses • SALES & MARKETING : • Professional Selling Skills • Effective Promotion • Sales Force Management • Effective Marketing Services • Market Research & Analysis • Market Segmentation • Marketing Strategy & Planning • Product / Brand Management • Account Management • Area Management • Category Management • Distribution Management • Effective Public Relations • Promoting Corporate Image • Sales Effectiveness Audit • Marketing Effectiveness Audit • BEHAVIOURAL TRAININGS : • Positive Thinking & Assertiveness • Emotional Quotient • Human Character Profiling • Achievement Motivation Training • Team Building • Outbound Programs • Service Excellence • Proactive Actioning Skills • Effective Dealing with Others • Team Membership Effectiveness • Trust & Commitment Building • Effective Relationship Building • Habits of an Effective Person • MANAGEMENT & OTHERS : • Vision-Mission-Values Orientation • Basic Management Skills • Strategic Planning • Problem Solving & Decision Making • Managing Change • Organizational Alignment • Business Process Improvement • ISO 900 & 1400 • Six Sigma • Managing Service Strategy • Time Management • Personal Effectiveness • Project Management • Leading Team Effectively • Effective Delegation • Business Forecasting for Success • Business Plan Set-up • Risk Management • Financial Analysis • Finance for Non Finance Manager • Investment Analysis • Budgeting • Supply Chain Management • Inventory Management • Interpreneurship • Credit Trainings • Banking Trainings • Safety Trainings • Health, Hygiene & Environmental • Oil & Gas Related Trainigns • HUMAN RESOURCES : • Train the Trainers • Human Resources Management • Competency Based HR Management • Designing Job Description • Effective Interviewing Skills • Effective Recruitment Program • Career Development Planning • Performance Management • Balanced Score Card • Compensation & Benefits • Industrial Relations • Organizational Structure Design • LEADERSHIP & PEOPLE MGT: • Basic Leadership • Supervisory Management • Transformational Leadership • Empowering Leadership • Situational Leadership • Coaching and Counseling • Managing People for Results • OTHER TRAINING PROGRAMS: • Based on Clients’ Needs

5. MC Clients’ Business Line • Automotive • Courier • Fertilizer • Hotel • Oil Servicing • Consulting Company • Retail/Consumer Goods • Restaurant • Food • Property • Financing • Others.

6. HR /OD/Training Projects Ever Rolled– out by MET Consultants Team : Companies & clients that MET Consultants Ever Conduct HR / OD/ T raining Projects: HR Strategies Development Project Management. Consulting Operational Set-up Expatriate Slots/RPTKA Extension Organizational & Job Design Job Profiling/Job Description Setting Competency Model Development Assessment Center Roll-out Training Center Set-up Industrial Relations – Terminations. Consulting Business Development Detailer Certifications Programs Detailer Outsourcing Management Out bound & Team Building Program Frontline Selection Program Project Management Training Board of Director Benefits System Compensation System Enhancement Work Climate Assessment Supervisory Management Training Management Development Strategy Branch Closing Program Performance Management System Management Development Program Employee Opinion/Climate Survey HR Policies Set-up Drillers Development Program Market Potentiality Analysis HR & Organizational Audit Corporate HR Function set-up HR Dept. Reengineering Cross Functional Teams Roll-out Quality Improvement Programs HR Procedures Set-up Management by Objective (MBO) Balance Score Card Implementation Executive Search & Recruitment Labour Disputes& Strikes Handling Training Center Set-up Collective Bargaining Agreement Corporate Goals Cascade Selling Skills Training Sales Team Recruitment Leadership Trainings Company Values Cascade HR MIS/EDP Set-up, Training Needs Analysis Corporate Change Management HR System Set-up Visioning Program Management Trainee Program Staff Reduction Program, Communication Program Roll-out Service Excellence Company Newsletter Setting and… others ………………..

7. WHY NEED HR / MANAGEMENT CONSULTING ? • Issues Disturbing Business • (The consequences of • Current situation) • Smaller market share/profit • Cost higher than Profit • Low Staff Productivity • Higher Staff Attrition • Uncondusive Working • Climate /Attitude & Morale. • Difficult to terminate Staff. • Lacking Internal Capabilities; • Leadership, Functional Skills • Managerial, Managing • people, Managing Change. • Organization isslow in Resp- • onding / Adapting to Changes • Acquisition Threats • Can we survive ???? • How to achieve bus. progress ? • Growing Needs to cope • -up with the Changes • More Customer Focus • More Efficient/Productive • More innovative • Less Bureuchratic • Faster in Cycle Time • More Transparent • Comply with Regulatory • requirements. • Comply & behave with • highest Ethical Standards • To Empower the Work • Force / Employees. • Respect , Motivate, Train • & Retain Employees. • Current Market • Situation / Changes • Political Unstability • Economic Crisis • Financial Crisis • New Era; Technology • / I.T. • Tight Competition • Free Trade / AFTA • Globalization • Riots/Social Unrest / • Security Issues. • New Manpower Law • Professionalism being • questioned.

8. COMPETITIVE ADVANTAGE OF MC • Full Range HR Consultancy products / services. • Deep and Complete Client’s Needs Analysis Settings. • Results Based Program Planning & Implementation • ( Integrated Framework / Approach ). • Tight Quality Assurance System & Structured Step-by • Step Project Phases aimed at Clients Satisfaction & Quality. • Consultants experience in almost all line of business • ( Banking / Financial, Consumer, Engineering/Project, Property, Optical, • Multilevel Mktg, Government Institution/BUMN, Factory/manufacturing, • Trading, Consultancy Firm, Chemical, Food, Construction, Oil, • Education, etc). • Local and international Human Resources Network.

9. WHY NEED HR / MANAGEMENT CONSULTING ? • Common “Focus Areas” • in coping with changes • Line of business / focus • Products / Services • Business Process • Leadership • Organization • Function System/Concept • Policies & Procedures • I.T. / MIS / Automation • People Professionalism COMMON PROGRAMS IN COPING-UP WITH THE CHANGES • Corporate Restructurization • Business Process Reengineering • Total Quality Management • Cross Functional Teams • Change Management • Balance Score Cards • Management by Objective (MBO) • HR Strategies & Programs Reengineering • Working Climate Enhancement, etc….. Maximizing Employees’ Performance & Productivity / Output

10. Why MET Consulting(MC)? MC Helps Aligning HR Department “Roles” Radar . Advisor . Bumper . Administrator . Maximizing Employees Contribution to Business Change Agent: • System Developer. • Influencer. • Implementer. • Role Model. . Catalyst / Counsellor . Developing People/Employees . . Communicator

11. MC Helps to Develop/Reengineer/ImproveCompany’s HR Management “System/Functions” for Operational Productivity. Recruitment , Selection Assessment Job Design Compensation & Pers’l Adm. -VISION, MISSION - VALUES - Business Objectives - Competencies (Technical, Mgt., Interpers’l, Personal Profile) Strategic HR. Management Performance Management Empl./Indust’l Relations Training & Development

12. Fewer # of employees Org Restructuring Common HR Contribution Flow (From HR program to business result) Efficient HR Cost Capable HR Specialist HR Dept. Capabilities Internal HR Cons. No major HR Mistakes HR Audit Closing the gaps actions HR Needs Analysis HR Audit Closing the gaps actions Stgy & Process Align’t Excellent HR Stgy & Process HR Stgy & Process Align’t Sustained Business Growth Profitability Capable HR Specialist HR Dept. Capabilities Internal/Ext HR Consultant HR Process automat’n HRIS / HR Automation Service as appraisal criteria Frontline Service attitude Service Excellece Training Good Image & Customer Satisfaction Reward & Consequences Capable Leaders Appraisal data & Assesm’t Train, Rotate, New Hires Condusive Work Climate Proactive ER & IR Program Job Description Training Job Description Set-up Productive Employees Job Competencies Tr. Job Competecy Setup Core Competencies Tr. Core Competency Set-up Appraisal & Assessm’t data Training & Career Dev’t Career & Succession Plan

13. HR Change Mgt Framework – MC Approach. Leadership & Involvement Data & Reporting Process Imprv’t & Training Align’t;system , Org’n, Policy - ExternalData : * Competitor Analysis * Market Trends. * Clients’ Opinion. - Internal Data & Situatn’l Analysis: * Climate Survey * Mgt.OpinionSurvey * HR Audit. * Staff Assessment. - Reporting : * Change Program Progress Report. - Organizational & Infrastruktur : * Steering Committee * Working Committee * Org.Stucture Review * Staff Rotation & Alignment. * Competencies * Job Design - Change Action Plan / Blue Print. - Systems & Policies * HR System/Concept * Compensation Syst. * Performance Plan * Coaching & Counsel * Perf. Appraisal * Reward & Recog’n * Career Planning. * HR Policies/Procdr - Leadership & Commitment : * Corp Objectives, Values, KRA, Perf. Measures. * Mgt. Involving & Leading Change. * Post Climate Survey Improvement Plan. - Orientation & Guidances: * Cascade Program; Objectives, Values, KRA, Measures. * Policies & Procedrs - Communication : * Integrated Com’n Program. - Involvement : * Climate Survey * Working Committee * Quality Teams - Problem Solving. Methodology. - Training Progr : * Job Specific * Competency based * Attitudinal * Developmental - Guides/Manuals : * Policies/procedures - Improvem’t Prog: * Products/Services * Cost Efficiency * Business Process *Bureaucrachy Busting

14. Detailed HR CONSULTANCY PROJECT PHASES - Our Methodology Preparations & Planning Problem Identi- fication Leadership & Commitment Contract/phase System/Progr. Dev’t or Align’t Review Results & Measures. System Adjust’n / Integration 1. Preliminary Needs & Situational Analysis. 2. Contract Signing. 3. Project Team Setup 4. Briefing to Team. 5. Project Rol-out Action Plan Set-up. 6. Pre-Roll-out Coord. with Top Mgt. 7. Pre-rollout Ann- ouncement by Top Mgt. 8. Project Facilities / Equipment Finalization. 9. Counter Part Team Appointment. 10. HR Systems & Programs Audit - 1st Phase. 12. Climate Survey. 13. Focus Group Discussions. 14. Problem Identifi- cation. 15. Root-Cause Analysis. 16. Review the Pre- Roll-out Concept /System Proposal. 17. Revisions on the pre-rollout Concept/Proposal (If Necessary). 18. HR Dept. Alignment. /Operational System Set-up & HR Policies, Procedures Dev’t. 19. Measures Alignment / Set-up. 21. Meeting & Present’n to Line Mgt. 22. Steering Committees Set-up. 23. Setting up Mechanism to show Mgt. Lead- ing & Supporting the Change Process. 24. Periodic Publication on ; - Mgt. Leadership & Support to Change Process. - Program Progress. 25. System / Program Development : - Strategic HR Mgt. - Competency Standards - Job Design /Description - Recruitment & Selection - Compensation,Benefits & HR Admin. - Performance Mgt. - Training & Development - Employee / Industrial Relations. 26. HR Systems Audit - 2nd Phase. 27. Measures & Results Review. 28. Climate Survey -2nd Phase. 29. HR Systems / Policies Adjustm’t / Integration. 30. Measures Adustm’t 31. Standardizations. 32. Documentation.

15. Our Results Based Training Approach Results 10. Pre-program “Individual Project Write-up” alignment with Company & Depart’l Objectives & K.R.A. 11. Individual project implementation 12. Presentation & Review session on individual project implementation ( the results and Issues ). 13. Necessary adjustments on the settings for the individual project. 14. Re-implement the individual project at work to maximize results. 15. Facilitators help line & coaching during the project implementation at work. 16. Benchmarking visits to center of excellence. 17. Initiatives write-up from the benchmarking visits. 18. System/Policies/Procedures Impro- vement proposals for application at work. 19. Reporting results & documentation. Skills 6. Pre-program “Individual project” write-up. 7. In-class “Skill Based Learning” : - Case studies - Quiz & game - Group discussions - Group & individual presentations - Role plays - Feedback sessions on role play : * By individual participants * By other participants * By the facilitator - In class knowledge application - In class coaching clinics & guides - Brought home assignments 8. Post program application action plan write-up and implementation. 9. Post program at work assessment : (Superior ~ Peer ~ Subordinate) Knowledge 1. Pre-program instruction & guides. 2. “ “ reading materials. 3. “ “ assessments : (knowledge & personal profile). 4. In-class two ways learning model : - Expectations clarifications - Discussion on pre reading mat’l - Lectures on the subject. - Questions & answers - Reading & comprehension - Quiz on concept/subject/material - End-program expectation review - “ “ knowledge assessm’t 5. Post program individual report - Knowledge development results - Individual job fit & potentiality Integrated Training Needs Analysis Well experienced Instructor/Facilitator Solution based training materials

16. MC Organization

17. Org’n & Job Design Strategic HR Mgt. Performance Management Recruitment & Selection Compensation & Benefits Training & Development HR Data & Information System Employee / Industrial Relations Reward & Reconition RESULTS OF CONSULTANCY PROGRAMS Individual : 1. Higher Motivation & Loyalty level 2. Increased Job Satisfaction 3. More Positive Attitude at work 4. More Qualifed Staff (Meet Job Reqm’t) 5. Career Progress / Movement 6. Staff Wellfare Improvement Company : 1. Productivity Improvement & Reduce Cost 2. Improved Efficiency of Work Process 3. More Positive Working Climate 4. Government Regulations Compliance 5. Better Quality of Product & Services 6. Stronger Company Capability to Compete 7. Good Company Image in the Market 8. Attracting Talents to join the Company

18. MC Helps build “People Professionalism” for GROWTH Business Growth TEAM WORK & SYNERGY CONDUSIVE WORKING CLIMATE ATTRACTS TALENTS FROM THE MARKET PRODUCTIVITY & GOOD IMAGE CREATIVE TO SOLVE PROBLEM HIGH COMPETENCIES (Functional, Management, Interpersonal ) Positive Attitude at Work Place Ethical Conduct Compliance Source: DTT Analysis

19. SENIOR CONSULTANT PROFILE: Billy Assa is a strong solution provider in the field of Human Resources and Change Management. He is also a hands-on practitioner in the area of Working Climate Enhancement as well as Industrial Relations and Manpower Rationalization. Certified by leading international people management trainings and people profiling institute such as DDI and Carlson Learning USA, he runs various kinds of People Management /Leadership Trainings as well as “Employee Assessment Programs” for many clients. He has extensive role as a consultant, including with one of the big four consulting firm, Deloitte Touche Tohmatsu as Human Capital Director. In addition to that role he is now also acting as the Corporate HR advisor for several local and multinational companies where he delivers Human Resources and Change Management, Training and Quality Improvement consultancy. Prior to this role, he had served several multinational and local companies as Human Resources Director and Professional over the period of 20 years, Invarious industries such as ; Oil & Gas, Mining, Manufacturing, Banking & Financial, Consulting, Automotive, Engineering, Trading, Pharmaceutical, Property, Retail, Freight, and Food. Number of other international consultant’s certification had also been been done by the incumbent such as; Human Capital Consultant Course – Deloitte Beijing, Business Advisory Course – Deloitte Jakarta, Change Management Consultant Certification - Achieve International Amsterdam, H R Change Programs Roll-out - American Express Orlando USA, Managing Organizational Change American Express Tokyo, and Business Process Improvement Certification by American Express – Bangkok. Besides that, he also was certified by Euromoney London on Strategic Human Resources Management, and by Australian Institute of Management on Human Resources Strategic Planning. With accumulation of consultancy as well as practical HR management experiences and his trainers skills on People Management, the HR Consulting and training programs to be rolled-out will indeed add value to the clients’ company in achieving highly performing organization and empowered work force for business progress.

20. CONSULTING TEAM Jack Adolop alumni of IKIP & STEI Pionier Manado, he served for several companies as Branch and Business Manager, including Bank Rakyat Indonesia. He had extensive experience in Java and Sulawesi area as Banker and Auditor, before becoming a consultant to MET Consulting. He brought Business Management, Organizational Audit, Banking Operations, Economy, Financial Statement Analysis, and Supervisory/Leadership capabilities, as well as Industrial Relations and Labour Disputes Handling Expertise. With over 22 years of exposure in above activities, Jack Has a combination of Business, Financial, Management and Organizational Effectiveness capabilities to benefit the clients. Johana S. Ambarwati. Hold a Masteral Degree from STIE Jayakarta, she has around 18 years of experience of operational Human Resources, Management and Consulting activities in various leading organization, such as Grand Melia Hotel, Mandarin Oriental Jakarta, Indocater and Trimitra Consulting. She has strong expertise in Human Resources S ystem and Policies, Public Relations, ISO and Quality Management, Service Management, and English Language Programs. The wide exposure to these activities made her satisfied the clients she ever engaged up to now. Siti Rahmawati. Is a Psycholog graduated from YAI. She runs various Assessment, Selection and Coaching as well as Potentiality Development Programs. She works for several consulting firm before serving MET Consulting as Associate Consultant. Ricardo Hasibuan. Holding an S1 degree in Information and Technology from Binus, Jakarta, Ricardo has brought Information Technology sense to MET Consulting operational Data and Information management. He is the practice leaders for HR Information System Program as well to organize seminars and training on IT realted matters. He also serve as a consultant to assist the HR & OD Consulting Practise Leader, in rolling out programs to meet MET Consulting clients needs. With his good Human Relations and Communication as well as Facilitating Skills, he is a go to person for many MET Consulting clients he had served up to know. and other MC Consultants & Trainers Team………

21. THANK YOU MC M E T C o n s u l t i n g * Management * Human Resources * Business Services 6th Floor, ArthaGraha Building, CBD, Jl. Jend. Sudirman, Kav. 52 Jakarta Pusat, Indonesia. E-mail : met.consulting@gmail.com Ph: 62 21 528 98085 * Cell: 62 – 812 100 23 621