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ING main colour palette 0 102 255 102 0 180 195 225 123 125 124 120 140 200 178 181 180 ING secondary colour palette 255 205 171 81 83 82 211 224 202 210.

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Presentation on theme: "ING main colour palette 0 102 255 102 0 180 195 225 123 125 124 120 140 200 178 181 180 ING secondary colour palette 255 205 171 81 83 82 211 224 202 210."— Presentation transcript:

1 ING main colour palette ING secondary colour palette Map colours FillLine Do not put content in the brand signature area [Insert your file reference here] ANTAM HUMAN CAPITAL DEVELOPMENT (Sharing session at IPMI Business School) Jakarta, 8 Mei 2010

2 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 Antam Preview 44% Trading Emas Based on Market Destination 8% Domestik 92% Ekspor 25% Feronikel 1% Bauksit 19% Bijih nikel FY2008 5% Domestik 95% Ekspor FY2009 FY2008 FY % Gold, Silver and Refinery Service 21% Trading Emas 37% Feronikel 2% Bauksit 31% Bijih nikel 9% Gold, Silver and Refinery service

3 Antam operation is vertically integrated started from exploration, mining, processing, refinery down to marketing Operational Site and Development April 2010 – Page 3

4 Pendapatan Komoditas Rp Miliar Beban Pokok Penjualan Laba Bersih Sales and Profitability Pendapatan Trading 0 Beban Pokok Trading

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 To Survive, Antam need to transform itself - Market - Productivity -Corporate Culture - Regulation, Decree - OTDA, -dll Vision 2020, Mission & Strategy Burning Platform Burning Desire Transformation

7 ANTAM VISION 2020 MISSION CORPORATE STRATEGIC ORGANIZATIONBEHAVIOR CORPORATE VALUES CORPORATE CULTURE LEADERSHIP ANTAM ORGANIZATION CAPABILITY IMPROVEMENT PROCESS BUSINESS RESULT ORGANIZATION EFFECTIVENESS EMPLOYEE ENGAGEMENT PERFORMANCE & REWARD MANAGEMENT COMPETENCY MANAGEMENT RECRUITMENT MANAGEMENT MANAGEMENT TOOLS AND MEASUREMENT

8 Page 8 ANTAM HR VISION 2015 (DIRECTION) To be a Mining company with International standard and Competitive advantage in the Global Market Vision 2010 To be a global mining-based corporation, with healthy growth and world-class standards Vision 2020 To reach Antam Human Capital Excellence -BEST-

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

10 HOW ANTAM LEADERS LEAD SENSE Speed ENergize ReSpect CouragE BASIC CHARACTERS - IMAM HUMAN CAPITAL EXCELLENCE BEST Beyond Expectation Environment Awareness Synergized ParTnership 20BEHAVIOURS LIVE BY ANTAM’S VALUES PIONEER P rofessionalism I ntegrity Gl O bal Mentality HarmoNy E xc E llence R eputation VISION2020 BUSINESS EXCELLENCE OPERATION EXCELLENCE ANTAM CAPABILITY DEVELOPMENT ROADMAP (Credible Activist, Operational Executor, Change Steward)

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

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 )  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)  HR Roles and Competencies (Activist, Business ally, Strategy Architect, Change Steward, Operational executor, Org. Designer)  HR Practices (People, Performance, Communication, work)

14 Page 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) Fax: (6221)

15 Do not put content in the brand signature area ANTAM’s VISION, STRATEGIC OBJECTIVES, VALUES, & LEADERSHIP ATTRIBUTE VISION 2020 “To be a global mining-based corporation with healthy growth and world class standard.” PROFESSIONALISM INTEGRITY GLOBAL MENTALITY HARMONY EXCELLENCE REPUTATION CORPORATE VALUES SPEED ENERGIZE RESPECT COURAGE LEADERSHIP ATTRIBUTE STRATEGIC OBJECTIVES 2015 Human Capital Excellence (BEST) PIONEER SENSE

16 Do not put content in the brand signature area ANTAM HC Development (a frame work) Directorship Executive LDP Senior LDP Middle LDP Basic LDP Teknis Operation Teknis Supporting Professional Skill Others ALDP (Antam Leadership Dev Program) AFDP (Antam Functional Dev Program) AGDP (Antam General Development Program) COMPETENCY Dasar (4) Inti (3) Managerial (8) Teknis TNA

17 Do not put content in the brand signature area - S T A K O M - (sesuai dengan konsep STAKOM NASIONAL) Kompetensi Manajerial (6) KOMPETENSI TEKNIS (143) Kompetensi Dasar (4) Kompetensi Inti (3) Geologi/Eksplorasi (14) Perencanaan/Pengembangan Tambang (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) Total 156 unit kompetensi STAKOM

18 Do not put content in the brand signature area Level 5 Hierarchy LEVEL 4 LEVEL 3 LEVEL 2 LEVEL 1 LEVEL 5 EFFECTIVE LEADER Catalyzes commitment to and vigorous pursuit of a clear and Compelling vision, stimulating higher performance standards 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 HIGHLY CAPABLE INDIVIDUAL Makes productive contributions through talent, knowledge, skill and good working habits LEVEL 5 EXECUTIVE Build enduring greatness through a paradoxial blend of personal humility and professional will taken from “Good to Great”


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