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ANTAM HUMAN CAPITAL DEVELOPMENT (Sharing session at IPMI Business School)

ANTAM HUMAN CAPITAL DEVELOPMENT (Sharing session at IPMI Business School). [Insert your file reference here]. Jakarta, 8 Mei 2010. Antam Preview. Sales Composition. Vertically Integrated National’s mining company operated in Indonesia More than 4 decades experiences

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ANTAM HUMAN CAPITAL DEVELOPMENT (Sharing session at IPMI Business School)

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  1. ANTAM HUMAN CAPITAL DEVELOPMENT(Sharing session at IPMI Business School) [Insert your file reference here] Jakarta, 8 Mei 2010

  2. Antam Preview Sales Composition • Vertically Integrated National’s mining company operated in Indonesia • More than 4 decades experiences • High Quality Deposits on Gold Bauxite, and Nickel • State‘s share 65% and the rest is trade at (BEI) and Australia Securities Exchange (ASX) • Export orientation to Asia and Europe • 2500 employees • Organic and inorganic growth Strategy FY2008 FY2009 9% Gold, Silver and Refinery service 11% Gold, Silver and Refinery Service 1% Bauksit 21% Trading Emas 2% Bauksit 44% Trading Emas 19% Bijih nikel 31% Bijih nikel 37% Feronikel 25% Feronikel Based on Market Destination FY2009 FY2008 5% Domestik 8% Domestik 92% Ekspor 95% Ekspor

  3. Operational Site and Development Proyek CGA Tayan (Bauksit) ProyekSGA Mempawah (Bauksit) Tayan (Bauksit) Mornopo (Bijih Nikel) Gee (Bijih Nikel) Geomin (Unit Eksplorasi) Pomalaa (Feronikel dan Bijih Nikel) Tanjung Buli (Bijih Nikel) Kijang (Bauksit) Proyek FeNi Halmahera(Nikel) LogamMulia (PengolahandanPemurnianLogamMulia) ProyekEmas Cibaliung (Emas) Pongkor (Emas) ProyekOptimasi Pabrik Feronikel (Nikel) ProyekNPI Mandiodo (Nikel) ProyekPLTU Pomalaa (Nikel) Operasional Proyek Pasca Tambang Antam operation is vertically integrated started from exploration, mining, processing, refinery down to marketing

  4. Sales and Profitability Beban Pokok Penjualan Pendapatan Komoditas Beban Pokok Trading Rp Miliar Pendapatan Trading Laba Bersih 12.008 9.592 8.711 7.513 6.941 5.629 3.251 0

  5. Antam HR Issues on 2008 • Difficulties in measuring objectively the subordinate’s performance • Lack of Leader’s ability to coach and to counsel • Structural and functional opportunity gap lead to the de-motivated staff • No High Caliber/Internationally recognized Mining/Geology/Processing Specialist/expert • No formalized Leadership Development Program • No clear concept of promotion and salary increase • No significant reward distinction for high performing and under performing employees • Salary curve for management is at the floor of market (P10-P25)

  6. ToSurvive,Antam need to transform itself Burning Desire Vision2020, Mission& Strategy Burning Platform • Market • Productivity • Corporate Culture • Regulation, Decree • OTDA, • dll Transformation

  7. ANTAM ORGANIZATION CAPABILITY IMPROVEMENT PROCESS BUSINESS RESULT ORGANIZATION EFFECTIVENESS EMPLOYEE ENGAGEMENT MANAGEMENT TOOLS AND MEASUREMENT PERFORMANCE & REWARD MANAGEMENT COMPETENCY MANAGEMENT RECRUITMENT MANAGEMENT

  8. ANTAM HR VISION 2015(DIRECTION) Vision2020 To be a global mining-based corporation, with healthy growth and world-class standards ANTAM 2015 Strategic Objective Vision2010 To be a Mining company with International standard and Competitive advantage in the Global Market To reachAntam Human Capital Excellence -BEST- Page 8

  9. EMPLOYEES REWARD SYSTEM(Strategic Architect, Organization Designer, Business Ally) Performance Job Standard Performance standard Position Position requirement Competency Dictionary Person Job Competency Profile Assesment tools Vision, Mission, RJPP KPI, SMK SMUK, Structural and Functional path Career Path Development Model SIP (ERS) Job / position Grade Organization Development Evaluation Personal Grade ++ Competency Standard Model

  10. ANTAM CAPABILITY DEVELOPMENT ROADMAP (Credible Activist, Operational Executor, Change Steward) V I S I O N 2 0 2 0 BUSINESS EXCELLENCE OPERATION EXCELLENCE HUMAN CAPITALEXCELLENCE LIVE BY ANTAM’S VALUES 20 BEHAVIOURS BEST BeyondExpectation Environment Awareness SynergizedParTnership PIONEER Professionalism Integrity GlObalMentality HarmoNy ExcEllence Reputation HOW ANTAMLEADERS LEAD SENSE SpeedENergize ReSpectCouragE BASIC CHARACTERS - IMAM

  11. ALDP Model Directorship BOD Struktural Fungsional/Spesialis ELDP Executive SM/DSVP/VP/SVP Senior Spesialis Yes Yes No SLDP No Special Assignment Special Assignment Manager Utama Manager/ASM Spesialis Utama MLDP Manager AM/Sederajat Spesialis Selection & Recruitment Potential Assessment BLDP Employee New Old Signing Contract Induction Program Internship Program

  12. SOE CHALLENGES ON HUMAN CAPITAL • LEADERSHIP • (Business acumen, Interpersonal, Vision) • CULTURE • (Historically and politically lack of competition) • WORKFORCE SIZE AND CAPABILITY • (always need more people, lack of quality match workforce )

  13. ANTAM’s HR Directorate CHALLENGES ON ORGANIZATION CAPABILITY • HR Roles and Competencies • (Activist, Business ally, Strategy Architect, Change Steward, Operational executor, Org. Designer) • HR Practices • (People, Performance, Communication, work)

  14. Thank You PT Antam Tbk Head Office: Gedung Aneka Tambang Jl. Letjen T.B. Simatupang No.1 Lingkar Selatan, Tanjung Barat Jakarta 12530, Indonesia Phone: (6221) 7891234 Fax: (6221) 7891224 Email: corsec@antam.com Page 14

  15. ANTAM’s VISION, STRATEGIC OBJECTIVES, VALUES, & LEADERSHIP ATTRIBUTE VISION 2020 “To be a global mining-based corporation with healthy growth and world class standard.” STRATEGIC OBJECTIVES 2015 Human Capital Excellence (BEST) PROFESSIONALISM SPEED INTEGRITY ENERGIZE GLOBAL MENTALITY CORPORATE VALUES LEADERSHIP ATTRIBUTE HARMONY RESPECT EXCELLENCE COURAGE REPUTATION SENSE PIONEER

  16. ANTAM HC Development(a frame work) Directorship Executive LDP Senior LDP Middle LDP Basic LDP ALDP (Antam Leadership Dev Program) TNA Teknis Operation Teknis Supporting AFDP (Antam Functional Dev Program) Professional Skill Others COMPETENCY Dasar (4) Inti (3) Managerial (8) Teknis AGDP (Antam General Development Program)

  17. STAKOM Total 156 unit kompetensi Kompetensi Manajerial (6) KOMPETENSI TEKNIS (143) • Geologi/Eksplorasi (14) • Perencanaan/PengembanganTambang (13) • Produksi/Penambangan (13) • Kesehatan, Keselamatan Kerja dan Lingkungan Hidup (8) • Maintenance (8) • Processing (19) • Manajemen Proyek (4) • Pemberdayaan Komunitas (5) • Logistik (5) • Sumberdaya Manusia (7) • Keuangan (8) • Pemasaran dan Pengembangan Bisnis (9) • Teknologi Informasi (6) • Perencanaan Perusahaan (1) • GCG (14) • Lain-lain (9) Kompetensi Dasar (4) Kompetensi Inti (3) - S T A K O M -(sesuai dengan konsep STAKOM NASIONAL)

  18. Level 5 Hierarchy LEVEL 5 LEVEL 5 EXECUTIVE Build enduring greatness through a paradoxial blend of personal humility and professional will LEVEL 4 EFFECTIVE LEADER Catalyzes commitment to and vigorous pursuit of a clear and Compelling vision, stimulating higher performance standards LEVEL 3 COMPETENT MANAGER Organizes people and resources toward the effective and efficient pursuit of pre-determined objectives CONTRIBUTING TEAM MEMBER Contributes individual capabilities fit the achievement of group objectives and works effectively with others in a group setting LEVEL 2 HIGHLY CAPABLE INDIVIDUAL Makes productive contributions through talent, knowledge, skill and good working habits LEVEL 1 taken from “Good to Great”

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