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
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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