Disetiap lambang tersebut tertulis tagline bjb HC Cares In each of these symbols, there is bjb HC Cares tagline Silih

Laporan Tahunan 2016 334 Semakin Berkembang Bersama peluang Baru yang Membentang Launching bjb club tanggal 28 Oktober 2015 bjb CLUB di launching pada tanggal 28 Oktober 2015, dengan maksud dan tujuan pendirian sebagai berikut. Maksud dan Tujuan: • Terciptanya wadah untuk menyalurkan minat dan bakat pegawai baik di bidang olahraga, seni budaya dan hobi yang terorganisir dengan baik. • Sebagai sarana pembinaan bagi pegawai yang memiliki talenta dan prestasi di bidang olahraga, seni budaya dan hobi, sehingga tersedia pegawai yang bisa menjadi wakil bank bjb dalam event di lingkungan perbankan setempat. • Membangun kebersamaan dan sarana komunikasi antar pegawai dan penyaluran minat, bakat, hobi serta energi positif pegawai. • Salah satu upaya dalam membangun engagement pegawai • bjb CLUB diharapkan dapat meningkatkan branding bank bjb di masyarakat. Launching bjb club on October 28, 2015 bjb CLUB was launched on October 28, 2015, with the intention and purpose of establishment as follows. Purpose and Objectives: • Creates a forum to distribute employees’ interests and talents in sports, art and culture, and hobby. • As a means of guidance for employees who have the talent and achievements in sports, arts and culture, and hobbies, so that the employees can represent bank bjb in local events. • Builds unity and means of communication between employees and the distribution of employees’ interests, talents, hobbies, and positive energy. • One of the efforts in building employee engagement • bjb CLUB is expected to improve bank bjb branding in the community. fASILITAS PENUNJANG LAYANAN SUMBER DAYA MANUSIA human ResouRCes seRviCe suPPoRTing faCiliTies annual report 2016 335 Growing Together with new expanding opportunities The strategic programs held by HR Division throughout 2016 are as follows. PROGRAM STRATEGIS SUMBER DAYA MANUSIA SELAMA TAHUN 2016 human ResouRCes sTRaTegiC PRogRam in 2016 Adapun program-program strategis yang telah dijalankan oleh Divisi SDM sepanjang tahun 2016 adalah sebagai berikut. KaTeGOri caTeGOrY PrOGram Kerja WOrK PrOGrams Time line Pic penGeMBanGan KeBIJaKan SISTeM SDM hr SYSTeM poLICY DeVeLopMenT 1. peningkatan Fasilitas Kesehatan pegawai melalui pengelolaan secara asuransi 1. Improved employee health Facility through insurance management Q1 - 2016 CB 2. Fasilitas Mutasi pegawai Luar Kota 2. Foreign City employee Mutation Facilities Q1 - 2016 CB 3. Sistem penilaian Kinerja Individu pegawai Individual Scorecard 3. Individual Scorecard System Q1 - 2016 MKKp 4. review Sistem reward Berbasis Kinerja Bonus, Insentif, Jasa produksi 4. performance-Based reward System review Bonus, Incentive, production Service Q2 - 2016 CB 5. review Sistem Grading, serta Struktur dan Skala Gaji 5. Grading System review, and Salary Scale and Structure Q2 – 2016 CB, rpK 6. pengembangan Sistem bjb hC Solution 6. Development of bjb hC Solution System Q2 – 2016 hrIS 7. review Kebijakan Seleksi dan rekrutmen pegawai SDp, oDp, aoroDp, Fresh Graduate, experience hires , serta Kebijakan Capacity planning 7. employees’ Selection and recruitment policy review SDp, oDp, aoroDp, Fresh Graduate, experience hires, and Capacity planning policy Q2 – 2016 rpK 8. review Kebijakan Batas usia pensiun 8. retirement age Limit policy review Q2 – 2016 hpKS, CB 9. review Kebijakan Mpp, penghargaan Masa Kerja 9. Mpp policy review, Gratuity Q3 – 2016 CB 10. Fasilitas Kesehatan pasca Kerjapensiun 10. post-employmentretirement healthcare Facilities Q3 – 2016 CB 11. pengembangan Kebijakan Sistem pengelolaan Karir, Talent Management dan perencanaan Suksesi 11. Career Management Systems policy Development, Talent Management and Succession planning Q2 – 2016 rpK 12. pengembangan Kebijakan Sistem rewardKompensasi dan Benefit Cuti, Thr, pensiun dsb 12. reward Systems policy DevelopmentCompensation Benefit Leave, holiday allowance, pension, etc. Q3 – 2016 CB 13. review pedoman Disiplin pegawai dan Sop hC Care 13. employee Discipline Guideline review and Sop hC Care Q2 – 2016 hpKS 14. review Sop Gaji dan pemberian Fasilitas pegawai 14. Sop review, Salary, and employee Incentives Q4 – 2016 CB 15. review Struktur organisasi Human Capital 15. human Capital organizational Structure review Q4 - 2016 CB, hpKS KaTeGOri caTeGOrY PrOGram Kerja WOrK PrOGrams Time line Pic IMpLeMenTaSI penGeMBanGan SDM IMpLeMenTaTIon oF hr DeVeLopMenT 1. review dan penyusunan Capacity planning 2016 - 2017 1. review and arrangement of Capacity planning 2016 - 2017 Q1 – Q4 rpK 2. review dan penyusunan anggaran Biaya Tenaga Kerja hr Budgeting 2. review and arrangement of hr Budgeting Q1 CB 3. pemenuhan pegawai Melalui Seleksi dan rekrutmen SDp, oDp, aoroDp, Fresh Graduated, experience hires sesuai Capacity planning 3. employees’ Fulfillment Through Selection and recruitment of SDp, oDp, aoroDp, Fresh Graduated, experience hires according to Capacity planning Q1 - Q4 rpK 4. Implementasi Sistem penilaian Kinerja Individu Individual Scorecard 4. Implementation of Individual Scorecard Q1 – Q4 MKKp 5. pelaksanaan Technical Skill dan Soft Competency assesment 5. Implementation of Technical Skill and Soft Competency assessment Q2 MKKp 6. pelaksanaan akselerasi Grade dan program pengembangan SDM ao, ro, dan Jabatan Lainnya 6. Implementation of Grade acceleration and hr Development ao, ro, and other posts Q1,Q2 rpK MKKp 7. pelaksanaan promosi dan Mutasi pegawai sesuai Calender event, pengelolaan Talent dan perencanaan Suksesi 7. Implementation of employee promotions Mutation in accordance with Calender event, Talent Management, and Succession planning Q1,Q2,Q3 rpK 8. program pengembangan pegawai SDp, oDp, aoroDp, dan Jabatan Lain yang terintegrasi dengan Divisi Diklat 8. employee Development program SDp, oDp, aoroDp, and other position integrated with the Training Division Q1,Q2 rpK Diklat 9. program on Boarding Bagi pegawai Baru Fresh Graduated, experience hire, oDp 9. on Boarding program for new hires Fresh Graduated, experience hire, oDp Q1 – Q4 rpK Diklat 10. program Blended Learning Solution melalui pendidikan dan pelatihan, Mentoring and Coaching, serta Focus Group Discussion FGD 10. Blended Learning Solution program through education and Training, Mentoring and Coaching, and Focus Group Discussion FGD Q1 – Q4 MKKp Diklat 11. program ppDS Targeted Base 11. ppDS Targeted Base program Q2 – Q4 rpK, CB

12. program pemberian penghargaan pegawai bjb award program

12. employee award Giving program bjb award program

Q1 – Q3 rpK, CB 13. Kenaikan Gaji Salary Increament 13. Salary Increment Q1 CB 14. pemberian Bonus Jasa produksi dan Insentif prestasi Kerja 14. Bonus rewards production and Work achievement Incentives Q1, Q2, Q3 CB 15. program hC Cares dan Sosialisasi SDM 15. hC Cares and hr Socialization programs Q1 – Q4 hpKS Laporan Tahunan 2016 336 Semakin Berkembang Bersama peluang Baru yang Membentang Untuk tahun 2017 yang akan datang Divisi SDM telah menyusun rencana pengembangan human capital, antara lain sebagai berikut. For 2017 the HR Division has developed a human capital development plan, including:

1. Optimalisasi fungsi Cares dan bjb club 2. Implementasi Employee Value Proposition

3. Implementasi HR Ambassador 4. Pelaksanaan Employee Engagement Survey

1. Cares and bjb club Optimization 2. Employee Value Proposition Implementation

3. HR Ambassador Implementation 4. Employee Engagement Survey Implementation 1. Program Akselerasi Karir 2. Implementasi Staff Development Program SDP 3. Implementasi Officer Development Program ODP 4. Implementasi Talent Management Succesor Planing 5. Implementasi Account Officer Development Program AODP 1. Career Acceleration Program 2. Staff Development Program SDP 3. Officer Development Program ODP 4. Talent Management Succesor Planning 5. Account Officer Development Program AODP 1. Searching Kandidat Pegawai Melalui Job Fair Campus Hiring Targeted Selective Recruitment 2. Penerimaan Pegawai Melalui Program Pendidikan dan Ikatan Dinas bjb Talent Scouting 3. Peningkatan Kualifikasi Requirement Penerimaan Pegawai 4. Pemilihan Interviewer yang Berkualitas Melalui Training dan Sertifikasi Bagi Interviewer 1. Employee Candidates Searching Through Job Fair Campus Hiring Selective Targeted Recruitment 2. Recruitment Through Education Program and the Associated Offices bjb Talent Scouting 3. Recruitment Qualification Improvement 4. Quality Interviewer Selection Through Interviewer Training and Certification

1. Implementasi Aplikasi bjb Prestasiku yang

Terintegrasi Dengan Sistem HR Solution 2. Implementasi Program Creative and Inovative Pada bjb Better Award 3. Implementasi Budaya Coaching and Mentoring 4. Program Enhancement Employee Productivity Program Pensiun Dini Sukarela, Performance Improvement Program

1. bjb Prestasiku Application Integrated with HR

System Solution

2. Creative Program and Inovative bjb Better Award 3. Culture Coaching and Mentoring

4. Employee Productivity Enhancement Program Voluntary Early Retirement Program, Performance Improvement Program 1. Implementasi Pemberian Fasilitas Kesejahteraan Bagi Pensiunan 2. Implementasi Tunjangan Jabatan 3. Review dan Implementasi Benefit Pegawai: Cuti, Tunjangan Pulsa Telepon, Rekreasi Berbasis Family Gathering 4. Evaluasi dan Review Manfaat Fasilitas Kesehatan Pegawai 1. Welfare for Retirees Facility Implementation 2. Functional Allowance Implementation 3. Employee Benefit Review and Implementation: Leave, Telephone Allowance, Recreation-Based Family Gathering 4. Employee Health Facilities Benefits Evaluation and Review 1. Integrasi dan Otomatisasi Fungsi-Fungsi Human Capital Dalam HR Solution 2. PengembanganEvaluasi ID Card Nametag Pegawai Bank bjb 3. Refresh Data Kepegawaian Pegawai Kualitas Data Profil Pegawai 4. Pengembangan Aplikasi Mini Library Divisi SDM 1. HR Human Capital Solution Integration and Automation Functions

2. Bank bjb employee ID Card Development

Evaluation 3. Refresh Quality Employee Profile Data 4. HR Division Mii Library Application Development 1. Akselerasi Kompetensi Melalui Assesment Activities 2. Pelaksanaan Program Individual Development Pan IDP 3. Job Enrichment Melalui Proses Rotasi, Mutasi, dan Promosi Pegawai 4. Implementasi Strategic People Development yang Berfokus Pada Kompetensi Technical, Greatleader, Business Execution, dan On Boarding 5. Pelaksanaan Sharing Knowladge Melalui HC Forum 1. Acceleration Through Competency Assessment Activities 2. Individual Development Program Plan IDP 3. Job Enrichment Through Officer Rotation, Mutation, and Promotions 4. Strategic People Development Focused on Technical Competence, Greatleader, Business Execution, and on Boarding 5. HC Forum Through Knowledge Sharing RENCANA PENGEMBANGAN SUMBER DAYA MANUSIA TAHUN 2017 2017 human ResouRCes DeveloPmenT Plan Program pengembangan kompetensi pegawai development Employee competency development programs Memelihara piramida struktur jabatan yang sehat Maintaining a healthy office pyramid structure Peningkatan kualitas rekrutmen Improving the quality of recruitment Peningkatan layanan human capital dan administrasi kepegawaian Increasing human capital services and personnel administration Membangun High Performance Culture Building a High Performance Culture Membangun engagement pegawai Employee engagement development Program Peningkatan Kesejahteraan pegawai Employee Welfare Improvement Program annual report 2016 337 Growing Together with new expanding opportunities Teknologi Informasi TI sebagai salah satu tool utama penunjang bisnis menjadi hal yang penting untuk menunjang pencapaian Business Goals. untuk mendapat manfaat yang optimal dari penggunaan TI, alignment keselarasan antara Business Strategy dengan Information Technology Strategy adalah hal yang sangat penting untuk dijaga. untuk itu bank bjb meyakini bahwa pencapaian Business Goals dan perkembangan bisnis Bank perlu didukung dengan sistem Teknologi Informasi yang handal, inovatif, serta memiliki kapasitas yang cukup dan memungkinkan untuk berkembang secara gradual, baik fungisonal maupun kapasitasnya. Information Technology IT as one of the main tools of business support becomes an important matter to support the achievement of Business Goals. To get an optimum benefit from IT utilization, alignment between Business Strategy and IT Information Technology Strategy is a very important matter to be maintained. Therefore, bank bjb believes that the achievement of Business Goals and the Bank’s business development need to be supported with an Information Technology system that is reliable, innovative, and has sufficient capacity that allows gradual development of either its functions or capacities. TEKNOLOGI INFORMASI infoRmaTion TeChnology Laporan Tahunan 2016 338 Semakin Berkembang Bersama peluang Baru yang Membentang Pada saat ini Teknologi Informasi TI sudah begitu canggih dan memegang peran penting di berbagai bidang terutama di bidang bisnis yakni Perbankan. Bisnis Perbankan sangat memengaruhi ekonomi dunia saat ini terlebih perkembangannya yang begitu pesat. Untuk mewujudkan Visi bank bjb untuk menjadi 10 bank terbesar dan berkinerja baik pada tahun 2016 perlu didukung oleh sistem Teknologi Informasi yang handal, inovatif, serta memiliki kapasitas yang cukup dan memungkinkan untuk berkembang secara gradual, baik fungisonal maupun kapasitasnya, untuk menunjang perkembangan bisnis bank bjb. Persaingan yang ketat pada bisnis perbankan menyebabkan setiap bank harus lebih berhati-hati menentukan strategi bisnisnya. Selain faktor internal, compliances yang harus dipenuhi, serta kompetitor, perbankan juga mendapat pesaing baru dari perusahaan non-bank, misalnya perusahaan telekomunikasi yang mulai menawarkan layanan e-money. Teknologi Informasi TI sebagai salah satu tool utama penunjang bisnis menjadi hal yang penting untuk menunjang pencapaian Business Goals. Untuk mendapat manfaat yang optimal dari penggunaan TI, alignment keselarasan antara Business Strategy dengan IT Information Technology Strategy adalah hal yang sangat penting untuk dijaga. Penerapan TI diharapkan dapat memberikan dampak cheaper, better, faster, baik pada pengelolaan sumber daya internal, maupun pelayanan kepada nasabah VISI Menjadi divisi pendukung bisnis dengan kinerja terbaik untuk mendukung pencapaian visi perusahaan menjadi 10 bank terbesar dan berkinerja baik di Indonesia. diukur dari pencapaian target-target yang telah ditetapkan di awal MISI 1. Menyediakan aplikasi serta infrastruktur TI yang aman, handal, terukur dan mendukung untuk memberikan layanan perbankan terkini. 2. Menyediakan organisasi TI yang mencakup seluruh proses TI disertai dengan kompetensi yang cukup dan berwawasan teknologi masa depan 3. Menyediakan dukungan IT Governance serta perangkat manajemen pendukungnya untuk menjamin seluruh proses TI dilakukan dengan standarisasi yang dapat diukur. Currently, Information Technology IT has been very advanced and holds important role in many sectors especially in business sector which is Banking. Banking business highly affects the world economy at the moment particularly its rapid development. To realize bank bjb’s vision to be one of the top 10 biggest and best performance bank in 2016, support is needed from an Information Technology system that is reliable, innovative, and with sufficient capacity to enable gradual development, both its functional and its capacity, to support bank bjb’s business development. Tough competition in banking business makes every bank be careful in determining its business strategy. Aside from internal factors, compliances to be met, and competitors, banking also has new competitors from non-bank companies, such as telecommunication companies that started offering e-money services. Information Technology IT as one of the main tools of business support becomes an important matter to support the achievement of Business Goals. To get an optimum benefit from IT utilization, alignment between Business Strategy and IT Information Technology Strategy is a very important matter to be maintained. IT implementation is expected to give impacts of cheaper, better, and faster, either on the internal source management or customer services. VISION To become the business supporting division with the best performance to support the achievement of the Company’s vision to become one of the top 10 largest and best performance banks in Indonesia. measured by target achievement that has been established earlier MISSION 1. To provide safe, reliable, measurable, and supporting IT application and infrastructure to provide the latest banking services. 2. To provide IT organization that covers the whole IT process with adequate competence and futuristic technology insights. 3. To provide IT Governance support and its supporting management equipment to guarantee that the whole IT process is carried out with a measurable standardization. VISI DAN MISI DIVISI TEKNOLOGI INfORMASI vision anD mission of infoRmaTion TeChnology Division annual report 2016 339 Growing Together with new expanding opportunities PERKEMBANGAN STRUKTUR DAN SUMBER DAYA MANUSIA DIVISI TEKNOLOGI INfORMASI Dalam rangka mendukung kebutuhan bisnis, meningkatkan tata kelola TI yang baik, responsive terhadap setiap masalah operasional dan selalu berperan aktif dalam menghasilkan layanan Teknologi Informasi, dengan melakukan penambahan pegawai yang sesuai dengan kompetensi Teknologi Informasi. Jumlah Pegawai Divisi TI saat ini adalah sejumlah 99 pegawai dengan komposisi sebagai berikut: jabaTan jUmlaH | amOUnT POsiTiOn pemimpin Divisi 1 head of Division Assistant Vice President 1 assistant Vice president pemimpinGrup 10 Group Leader Manager 2 Manager Senior Officer 4 Senior officer Officer 24 officer Staf 57 Staff Total 99 Total struktur Organisasi Divisi Teknologi informasi Organizational structure of information Technology Division Operasional Operational Teknologi Informasi Information Technology Terdapat formasi jabatan Wakil Pemimpin Divisi | The formation position of Vice Division Strategic Planinning and Goverenance Liaison and Project Management Head Office Application Helpdesk and DC Operations Switching and Interchange Quality Assurance System and Network Management IT Risk and Security Management Data Warehouse Development Core Banking Applications In order to support the business needs and to improve good IT governance, IT division should be responsive to every operational problem, and always take part actively in producing Information Technology services, by adding employees according to the Information Technology competence. The number of IT Division employees is 99 employees with composition as follows: DeveloPmenT of sTRuCTuRe anD human ResouRCes of iT Division