JAKARTA - The state-owned construction company, PT PP (Persero) Tbk (PTPP) continues to strive to develop capacity and management of Human Resources (HR). PTPP realizes that talent development is one of the important keys to be able to compete in the VUCA (Volatile, Uncertain, Complex, Ambiguous) situation facing the business world today.
This condition can be seen in the form of technological disruption, high levels of competition, and other uncertainties, such as the COVID-19 pandemic. In terms of talent development, PTPP has developed an HR management strategy that focuses on increasing critical core competency and increasing human capital readiness.
To improve the mastery of critical core competency, PTPP has implemented various programs, including reviewing competency dictionaries according to current competency demands, reviewing and developing job curricula for all personnel, and conducting formal training through PP University.
"PTPP has also developed integrated development programs, starting from new joiners to employees entering pre-retirement. Knowledge management at the company is also being enhanced through various knowledge sharing activities, including project sharing (pro-retirement). share) and executive exploration (ex-plore), community of practices (CoP), and the PP Awards award event, "said PTPP Corporate Secretary, Yuyus Djuarsa in Jakarta, Tuesday 3 November.
He continued, to increase human capital readiness and meet the needs of key personnel in following the company's growth, PTPP has prepared a regeneration system for every strategic position from the career path below.
"To create superior human resources, the company carries out a work process that focuses on finding superior seeds from the recruitment process which is continued with a structured development program to occupy a strategic position in the company," Yuyus explained.
To prepare talents for managerial and structural positions, PTPP also improves corporate competence through collaboration with universities and business schools, including Diponegoro University, Prasetiya Mulya Business School, PPM Management, and IPMI International Business School.
Through the Certified Business Management program, employees who are in the talent pool, participate in a series of strategic and business modules and have the opportunity to continue their education at Queensland University. One of the graduates of the CBM-Quensland University Program currently has a strategic position as one of the Directors of the PTPP subsidiary.
In addition, PTPP also sends potential young people to continue their education to various countries, such as United Kingdom (University of Birmingham, King College University, University of Glasgow, New Castle University, Bournemouth University, Loughborough University), Boston (ADL International), Australia (Griffith University, Macquarie University, University of Technology, UNSW, University of Melbourne, Royal Melbourne, Institute of Technology, UQ Business School, Holmesglen Institute of TAFE), Northern Ireland (Queen's University Belfast), Netherlands HAN (Hogeschool van Arnhem en Nigmegen), and so on.
"Today's university graduates have also held various strategic positions at PTPP," said Yuyus.
The entire Human Capital management process at PTPP has been carried out with technology optimization, one of which is the Human Capital Integrated System (HCIS) based on SAP Success factors entitled SiaPP (Social, Integration, Asset, Personal Participation).
"In addition, the company already has a Knowledge Center portal and is currently in the process of developing a Learning Management System (LMS) platform," he said.
Furthermore, Yuyus added, as a state-owned company, PTPP always bridges the company's talent needs with talent demands from the Ministry of BUMN. Therefore, the competencies compiled by the company always adapt the competencies that are demanded by the Ministry of BUMN.
According to him, this is intended so that the cadre of lower level talents is better prepared to occupy the next position as well as inline or in line with demands from the Ministry of BUMN. It does not stop there, the company has also formed an Internal Assessor Committee which consists of employees from the Supervisor, Manager and Division Head levels.
"This formation aims to optimize the human resource management process and provide skills for assessors who have been appointed in identifying talent competencies," Yuyus explained.
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