EMPLOYEE QUALITY IMPROVEMENT PENINGKATAN KUALITAS PEGAWAI

EMPLOYEE QUALITY IMPROVEMENT PENINGKATAN KUALITAS PEGAWAI

Antam expands the implementation of specific training Antam memperluas pelaksanaan pelatihan khusus

on sustainability for employees in various work units at its mengenai keberlanjutan kepada para pegawai di berbagai

existing business units. Training materials are intended for satuan kerja pada unit usaha yang ada. Materi pelatihan

officers with expertise as certified sustainability reporting ditujukan agar para pegawai memiliki keahlian sebagai

specialists (CSRS). Trainings are provided by NCSR, and spesialis laporan keberlanjutan bersertifikat (Certified

participants are expected to have more understanding and Sustainability

capability in analyzing and preparing sustainability report. diberikan oleh lembaga NCSR, dan peserta diharapkan

Reporting

Specialist/CSRS).

Pelatihan

For the same purposes, Antam also invites third parties to akan lebih memahami dan mampu menganalisa serta

provide multiple levels of training related to corporate social menyusun laporan keberlanjutan. Untuk tujuan yang sama

responsibility basic knowledge and management. (4.7) Antam juga meminta pihak ketiga untuk memberikan pelatihan berjenjang terkait dengan pengetahuan dasar

During 2010, Antam organized several in-house training dan manajemen tanggung jawab sosial perusahaan. (4.7)

programs on leadership (Antam Leadership Development Program/ ALDP)

functional (Antam Functional Selama tahun 2010, Antam menyelenggarakan beberapa

and

Development Program / AFDP). ALDP training was participated program pelatihan in-house, yakni kepemimpinan (Antam

by 151 employees, consisting of 76 employees for the Basic Leadership Development Program/ALDP) dan fungsional

Leadership Development Program (BLDP), 56 employees (Antam Functional Development Program/AFDP). Pelatihan

participated in the Middle Leadership Development Program ALDP diikuti 151 pegawai, terdiri dari 76 pegawai untuk

(MLDP), and 19 employees participated in the Senior Basic Leadership Development Program (BLDP), 56 pegawai

Leadership Development Program (SLDP). AFDP training was mengikuti Middle Leadership Development Program

followed by 22 employees, whereas 10 employees participated (MLDP), dan 19 pegawai mengikuti Senior Leadership

in AFDP Mining and 12 employees participated in the AFDP Development Program (SLDP). Pelatihan AFDP diikuti 22

Metallurgy. In addition to in-house training, Antam also sent pegawai, yakni 10 pegawai untuk AFDP Mining dan 12

its employees to a number of general training (AGDP), which pegawai mengikuti AFDP Metallurgy. Selain pelatihan yang

was organized by the Head Office and business units. (LA10) bersifat in-house, Antam juga mengirimkan pegawainya dalam sejumlah pelatihan umum (AGDP), yang dilakukan oleh Kantor Pusat dan unit bisnis. (LA10)

Rata-rata Jam Pelatihan Per Pegawai 2010 (LA10) Average Training Hours Per Employee 2010 (LA10)

Kelompok Pelatihan Kelompok Jabatan Position Group Training Group

Struktural Structural Staf & Pelaksana Staff & Operator ALDP

35.26 24.46 AFDP

19.69 50.53 AGDP

88.79 79.83 Jumlah Total

Keterangan: AGDP berbentuk pengiriman peserta pendidikan/pelatihan ke luar Perusahaan. Note: AGDP in the form of participation of employees in education/training outside the Company.

www.antam.com ANTAM 2010 Sustainability Report

Rekaman Peristiwa Sambutan Dewan

Sambutan Direksi

Profil Antam

Pengantar Laporan

Tata Kelola Antam Tanggung

Card Record

Komisaris

Message from the

Our Profile

Keberlanjutan

Governance of Antam

Jawab Terhadap

Message from

Board of Directors

Sustainability Report

Lingkungan

the Board of

Responsibility Towards Commissioners

Introduction

Environment

Selama tahun 2010 Antam juga menyertakan 44 pegawai During 2010, Antam also sent 44 selected employees to terpilih untuk mengikuti berbagai program dan kegiatan

participate in various programs and training activities pelatihan di luar negeri, yang diselenggarakan di Singapura,

abroad, which was held in Singapore, Thailand, China, the Thailand, China, Amerika Serikat, Finlandia dan beberapa

United States, Finland and several other countries. Antam negara lainnya. Selain itu Antam memberikan dukungan

provides support for an employee to attend special education kepada seorang pegawainya untuk mengikuti pendidikan

in CESMAT (Centre d’Etudes des Superieures Matieresn khusus di CESMAT (Centre d’Etudes Superieures des

premieres) in France. (LA10)

Matieresn Premieres) di Perancis. (LA10) To support the implementation of these trainings, in 2010 Untuk mendukung penyelenggaraan pelatihan tersebut,

Antam allocated the training budget amounting to Rp49.50 tahun 2010 Antam mengalokasikan anggaran biaya

billion, with the realization of the budget reached Rp44 pelatihan sebesar Rp49,50 miliar, dengan realisasi anggaran

billion. The amount of training costs per person amounted to yang digunakan mencapai Rp44 miliar. Adapun besaran biaya

Rp19.55 million, an increase compared to 2009 amounting to pelatihan per orang sebesar Rp19,55 juta, naik dibanding

Rp7.06 million per employee. (LA10) tahun 2009 senilai Rp7,06 juta per pegawai. (LA10) Antam also pays attention to employees who will be entering Antam memberikan perhatian tak kalah penting kepada

the final period of their careers and work in the company. The para pegawai yang akan memasuki masa akhir karir dan

effort is implemented by organizing training with a focus on pekerjaan mereka di Perusahaan. Upaya tersebut dijalankan

skill improvement and entrepreneurship development. It is dengan menyelenggarakan pelatihan purnakarya dengan

expected that they will still be able to develop independent fokus meningkatkan kemampuan dan pengembangan

business after retirement. Until the end of the reporting kewirausahaan. Diharapkan nantinya mereka akan tetap

period there were 16 employees took the retirement training dapat mengembangkan usaha mandiri selepas pensiun.

according to their main interests. (LA11) Sampai akhir periode pelaporan ada 16 pegawai mengikuti pelatihan purnakarya yang diselenggarakan sesuai minat utama mereka. (LA11)

NEW EMPLOYEE RECRUITMENT

To ensure there is proper regeneration, Antam periodically

PENERIMAAN PEGAWAI BARU recruits new employees. During 2010 there are 59 new

employees, consisting of 52 men and 7 women. One of the Guna memastikan regenerasi berjalan semestinya maka

job requirements is the educational background of at least secara berkala Antam menerima pegawai baru. Selama tahun

high school graduates, so that the minimum age of new 2010 ada 59 orang pegawai baru, terdiri dari 52 laki-laki dan

employees is 18 years old and it has been affirmed that no

7 perempuan. Salah satu syarat penerimaan adalah latar one is underage or a child worker. (HR6) belakang pendidikan minimal setingkat SLTA, sehingga umur minimal para pegawai baru adalah 18 tahun dan dipastikan

The acceptance and appointment of new employees tidak ada yang berusia di bawah umur atau sebagai pekerja

always take into account the aspect of local community anak. (HR6)

empowerment, as a form of Antam’s commitment in maximizing the potential of local human resources or

Penerimaan dan pengangkatan pegawai baru selalu indigenous people. As many as 18 local people who have memperhatikan aspek pemberdayaan masyarakat lokal,

become permanent employees Antam, managed to reach sebagai wujud komitmen Antam dalam memaksimalkan

management positions in UBP Nickel Southeast Sulawesi potensi SDM setempat atau putera daerah. Beberapa dari

(2.05% of the 877 local permanent employees), and 6 persons putera daerah yang telah menjadi pegawai tetap Antam,

at the UBP Gold Pongkor (1.89% of 317 local permanent berhasil menduduki posisi manajemen di UBP Nikel Sulawesi

employees) and 1 person at Logam Mulia Processing and Tenggara sebanyak 18 orang (2,05% dari 877 pegawai tetap

Refinery Business Unit (3.57% of the 28 local permanent lokal), dan di UBP Emas Pongkor ada 6 orang (1,89% dari 317

employees). (EC7)

pegawai tetap lokal) dan UBPP Logam Mulia 1 orang (3,57% dari 28 pegawai tetap lokal). (EC7)

78

Laporan Keberlanjutan ANTAM 2010 www.antam.com

www.antam.com ANTAM 2010 Sustainability Report

79

Kemampuan Ekonomi

Economic Viability

Pengembangan Sumberdaya Manusia

Human Resources Development

Keselamatan dan Kesehatan Kerja

Occupational Safety and Health

Kebijakan Tanggung Jawab Sosial

Social Responsibility Policy

Pengembangan Masyarakat

Community Development

Assurance Statement (20110504)

Referensi Silang dengan Indikator GRI–G3.1, Suplemen Sektor Tambang dan ISO 26000

Cross Reference with GRI – G3.1 Indicators Supplement of Mining Sector and ISO 26000

Komposisi Pegawai Antam Berlatar Belakang Putera Daerah (EC7)

Lokasi Location

Persentase Putra Daerah dari Total Pegawai Antam Persentase of Local Employee out of Total Antam Employee

Tahun Year 2008

Tahun Year 2009 Tahun Year 2010 Kantor Pusat

Head Office

9%

16% 22%

UBP Nikel Sulawesi Tenggara UBP Nickel Southeast Sulawesi

61%

37% 39%

UBP Emas Pongkor UBP Gold Pongkor

16%

26% 19%

UBPP Logam Mulia Logam Mulia Processing and Refinery Business Unit

10%

57% 27%

UPT Bauksit Kijang UPT Bauxite Kijang

3%

30% 41%

UBP Nikel Maluku Utara UBP Nickel North Maluku

(Unit Belum Dibuka) (Unit has not been formed)

24%

Unit Geomin Geomin Unit

1%

10% 16%