Employee Transactional Management Phase 1

Corporate Governance PERUSAHAAN Corporate Social Responsibility Audited Financial Statements ANNUAL REPORT AWARD 2015 Reference of 2015 Annual Report Award Criteria 323 Laporan Tahunan 2015 | Annual Report Fase I dari implementasi SAP HCM telah dilakukan kick off pada tanggal 09 Oktober 2013 dengan PT. Tata Consultancy Services Indonesia TCS sebagai konsultan implementornya, adapun alasan penunjukan langsung konsultannya karena pada saat bersamaan GMF juga sedang menjalankan proyek implementasi aplikasi SAP IT- MRO SWIFT yang mana aplikasi tersebut membutuhkan feeding data dari modul SAP HCM untuk keperluan capacity planning nya dan Payroll Posting ke modul Finance Control FICO. Konsultan Implementor aplikasi SWIFT tersebut juga adalah TCS. Proyek Fase I implementasi SAP HCM tersebut Go-Live pada tanggal 25 Juni 2014 dengan modul dan integrasinya sebagai berikut: • Modul: o Organization Management OM o Personnel Administration PA o Time Management TM o Payroll PY • Terintegrasi dengan: o SWIFT untuk keperluan: o Capacity Planning o FICO Payroll posting o Summary of Employee SOE o Garuda Indonesia GA SAP HCM Client 600 un- tuk keperluan pengelolaan tiket konsesi Pega- wai GMF ex-GA o Time Recording System TRS Fase II dari implementasi SAP HCMGo Live pada tanggal 20 Mei 2015 untuk modul-modul SAP berikut: o Personnel Cost Planning PCP o Recruitment REC o Compensation Management COMP o Beneit Administratio n BEN o Personnel Development PD o Performance Management System PMS o Training Event Management TEM o Travel Management TV Phase I of the implementation of SAP HCM has been kick of on October 9th, 2013 with PT. Tata Consultancy Services Indonesia TCS as its consultant implementor, while the reason for the direct appointment of consultants is caused by the time of GMF also currently running a project implementations of SAP applications IT-MRO SWIFT where the application requires feeding data from the modules SAP HCM for the purposes of its capacity planning and Payroll Posting to Finance module Control FICO. Consultants Implementor the SWIFT application is also TCS. Phase I projects of SAP HCM implementation of the Go- Live on June 25, 2014 with the module and its integration are as follows: • Module: o Organization Management OM o Personnel Administration PA o Time Management TM o Payroll PY • Integrated by: o SWIFT for : o Capacity Planning o FICO Payroll posting o Summary of Employee SOE o Garuda Indonesia GA SAP HCM Client 600 for the purposes of management of concession tickets of GMF Employees ex-GA o Time Recording System TRS Phase II of the implementation of SAP HCMGo Live on May 20th, 2015 is for the following SAP modules: o Personnel Cost Planning PCP o Recruitment REC o Compensation Management COMP o Beneit Administration BEN o Personnel Development PD o Performance Management System PMS o Training Event Management TEM o Travel Management TV Sumber Daya Manusia Human Resources KILAS KINERJA Performance Highlights PEMEGANG SAHAM DAN PEMANGKU KEPENTINGAN Report to Shareholders and Stakeholders Company Proile Business Suport Review MANAJEMEN Management Discussion and Analysis 324 Laporan Tahunan 2015 | Annual Report Selanjutnya aplikasi web yang merupakan bagian dari Proyek Implementasi SAP HCM Phase II telah Go Live pada 01 Oktober 2015 yaitu Web Performance Management System PMS dan Web Human Asset Valuation HAV 9 Box Diagram serta Web Travel Management yang Go Live pada16 Desember 2015. Furthermore, web applications being part of the SAP HCM Implementation Project Phase II Go Live on October 1st, 2015 are Web Performance Management System PMS and Web Human Asset Valuation HAV 9 Box Diagrams and Web Travel Management which is Go Live on December, 16th 2015. Pembangunan Corporate Culture Development of Corporate Culture Dalam pembangunan Corporate Culture, beberapa program yang dikelompokkan dalam 3 segmen Values- System-Leadership telah dilaksanakan, yaitu: 1. Values –Penguatan GMF values ke setiap karyawan a. Mengadakan perlombaan Short Movie Competition b. Campaign Program for Whistle Blowing System WBS c. Pembuatan culture essay oleh karyawan baru saat akhir program NEOP New Employee on Boarding Program d. Cross cultural partnership bekerjasama dengan kerohanian GMF dan beberapa Cleaning Service Provider dengan melakukan benchmarking ke ISS. 2. System – GMF values inheren ke dalam sistem GMF a. Melakukan standing meeting oleh para VP di posko security pada jam 7 pagi selama 2 minggu untuk pembangunan budaya disiplin b. Berkoordinasi dengan Unit Human Capital Management untuk sosialisasi dan training aplikasi SAP HCM Talent Lead c. Bersama-sama dengan Culture Change Agent terlibat aktif dalam mensukseskan Organization Change Management In the Development of Corporate Culture , some programs are classified into three segments Values-System- Leadership that have been implemented, namely: 1. Values -Strengthening GMF values to every employee a. Holding Short Movie Competition b. Campaign Program for Whistle Blowing System WBS c. Making culture essay by new employees at the end of NEOP New Employee on Boarding Program d. Cross cultural cooperation partnership with GMF spirituality and some Cleaning Service Provider by benchmarking to the ISS. 2. System - GMF values is inherent to the GMF system a. Doing standing meeting by the VPs at security posts at 7a.m for 2 weeks for the cultural development of discipline b. Coordinating with Human Capital Management Unit for socialization and training applications SAP HCM Talent Lead. c. Together with the Culture Change Agent, involving actively in the success of Organization Change Management Corporate Governance PERUSAHAAN Corporate Social Responsibility Audited Financial Statements ANNUAL REPORT AWARD 2015 Reference of 2015 Annual Report Award Criteria 325 Laporan Tahunan 2015 | Annual Report d. Mendukung pelaksanaan kegiatan 5R Award, mulai dari persiapan sampai dengan penilaian ke semua dinas. 3. Leadership– Role Modelling a. Direksi Menyapa, bagian dari program pembangunan Corporate Culture yang merupakan media silaturahmi langsung antara Direksi dengan karyawan. b. Tea Time with VP – sarana komunikasi dan silaturahmi agar saling mengenal antara pimpinan dan para generasi Y di lintas dinas. Selain itu, melalui program ini para leader bisa berbagi tentang kisah sukses, tips dan trik mereka saat bekerja juga berbagi motivasi agar semangat para generasi Y terus terjaga. c. Melakukan koordinasi dengan konsultan Service Quality Center dalam membangun Service Culture dan mengikuti Corporate Event yang diadakan SQCI yang bertema “Customer Experience, The Competitive Edge”. d. Supporting the implementation of 5S Award, from preparation through to vote for all oices. 3. Leadership– Role Modelling a. Addressing the Board of Directors, part of the development program of Corporate Culture which becomes a direct relationship media between the Board of Directors and employees. b. Tea Time with VP - means of communication and to know each other between the leadership and the generation Y in inter-agency. In addition, through this program leaders can share success stories, tips and tricks when they’re working and sharing a motivation to make the spirit of the generation Y maintained. c. Coordinating with consultants Service Quality Center in making Service Culture and following Corporate Event held by SQCI under the theme “Customer Experience, The Competitive Edge”. Employee Engagement Survey Keterikatan engagement karyawan dengan pekerjaan dan Perusahaan menjadi salah satu faktor yang berpengaruh terhadap kinerja perusahaan. Hal tersebut mendorong GMF untuk melaksanakan Employee Engagement Survey secara rutin setiap dua tahun sekali. Survei ini dilaksanakan untuk mengetahui tingkat engagement karyawan dengan Perusahaan employee engagement index sebagai bahan untuk meningkatkan kinerja karyawan dan Perusahaan. Pada 23 Maret – 10 April 2015 telah dilaksanakan Employee Efectiveness Survey EES sebagai tindak lanjut dari program Intervensi atas hasil Employee Engagement Survey tahun 2013. GMF bekerjasama dengan konsultan independen dalam pelaksanaan EES tahun 2015. Melalui pelaksanaan EES, Perusahaan dapat memperoleh gambaran tentang pendapat karyawan tentang perusahaan dan kemampuan karyawan dalam melaksanakan pekerjaan secara efektif. Survei ini juga memberi kesempatan kepada karyawan The engagement of the employees with jobs and the Company becomes one of the factors influencing the performance of the company. It encourages GMF to have Employee Engagement Survey twice a year. The survey is to determine the level of engagement with the Company’s employees employee engagement index as a material to improve the performance of employees and the Company. On March 23th to April 10th 2015, it has been already implemented an Employee Efectiveness Survey EES as a follow up of interventions program on the results of the Employee Engagement Survey in 2013. GMF cooperated with independent consultants in the implementation of the EES in 2015. Through the implementation of the EES, the Company may acquire an overview of the employees opinion related to the company and the employee’s ability in doing their job effectively. The survey also Sumber Daya Manusia Human Resources KILAS KINERJA Performance Highlights PEMEGANG SAHAM DAN PEMANGKU KEPENTINGAN Report to Shareholders and Stakeholders Company Proile Business Suport Review MANAJEMEN Management Discussion and Analysis 326 Laporan Tahunan 2015 | Annual Report untuk dapat menyampaikan gagasan dan opini agar GMF dapat berjalan lebih efisien, efektif dan menjadi tempat bekerja yang lebih baik. Dengan menjaring pendapat karyawan, GMF mendapatkan gambaran tingkat keterikatan karyawan terhadap perusahaan. Selain memahami engagement level, hasil survei juga memberikan gambaran tentang indikator-indikator yang perlu dilakukan dalam pengelolaan sumber daya manusia. Indikator ini dapat menjadi bahan bagaimana mengelola sumber daya manusia untuk mendapatkan hasil yang lebih optimal. Metode yang digunakan dalam pelaksanaan survei ini yaitu online system dan paper pencil system. Karyawan dengan masa kerja minimal dua tahun dari seluruh dinas di GMF dilibatkan dalam survei ini. Hasil survei dari masing-masing karyawan akan diolah secara conidential dan dikirim langsung kepada konsultan independen untuk dilakukan analisa lebih lanjut. Hasil EES tahun 2015 telah diuraikan dalam bab Tanggung Jawab Sosial Perusahaan subbab CSR terkait dengan ketenagakerjaan, kesehatan, dan keselamatan kerja. provides an opportunity for employees to be able to express ideas and opinions so GMF can perform more eiciently, efectively and become a better place to work. Responding to the employee opinions, GMF can get description of the engagement level of the company. In addition to understanding engagement levels, the survey results also provide an overview of the indicators required in the management of human resources. This indicator can be a matter of how to manage human resources to obtain a more optimal result. The method used in the implementation of this survey is the online,paper and pencil system. Employees with a minimum term of two years from all departments in GMF are involved in this survey. The survey results from each employee will be processed conidentially and sent directly to independent consultants to do further analysis. EES results in 2015 have been described in the chapter of Corporate Social Responsibility on CSR subection related to labor, health, and safety. Keselamatan dan Kesehatan Kerja Occupational Health and Safety GMF memperhatikan aspek keselamatan dan kesehatan kerja setiap karyawan dengan membentuk unit K3 sebagai pengelola keselamatan dan kesehatan kerja di lingkungan GMF. Berbagai program telah disusun dan direalisasikan dengan baik. Program utamanya adalah mendapatkan sertiikat Sistem Manajemen Keselamatan dan Kesehatan Kerja SMK3 dan OHSAS 18001:2007. Kegiatan yang dilaksanakan untuk mendukung proses sertiikasi SMK3 dan OHSAS 18001:2007 diantaranya adalah program pelatihan dan sertifikasi peralatan. Program pelatihan dan sertifikasi mencakup berbagai keahlian seperti Surat Izin Operasi SIO Overhead Crane, SIO Forklift, SIO Boiler, Petugas K3 Kimia, Petugas Penanggulangan Kebakaran, Ahli Keselamatan dan Kesehatan Kerja Umum AK3U, Petugas Pertolongan Pertama Pada Kecelakaan. GMF takes a notice in the aspects of health and safety of every employee to form a K3 unit as a manager of health and safety in the environment of GMF. The various programs have been properly compiled and realized The main program is to get the certificate of Sistem Manajemen Keselamatan dan Kesehatan Kerja SMK3 and Occupational Health and Safety Management System or OHSAS 18001: 2007. The event is implemented to support the certification process of SMK3 and OHSAS 18001: 2007 including the training program and certiication of equipment. Training and certiication program include a variety of skills such as Operating License, Overhead Crane, Forklift SIO, SIO Boiler, Oicers of chemical K3, Fire Oicer, Expert Occupational Health and Safety Commission, First Aid Oicer. Corporate Governance PERUSAHAAN Corporate Social Responsibility Audited Financial Statements ANNUAL REPORT AWARD 2015 Reference of 2015 Annual Report Award Criteria 327 Laporan Tahunan 2015 | Annual Report Untuk program sertifikasi peralatan yang dilakukan diantaranya Peralatan Angkat Angkut, Bejana Tekan, Pesawat Uap, Instalasi Petir, Instalasi Alarm Kebakaran, Instalasi Listrik dan Pesawat Tenaga Produksi. Uji riksa dan sertiikasi peralatan ditujukan agar proses produksi dapat berjalan dengan aman. Personil yang mempunyai keahlian K3 juga menjadi syarat wajib agar pengoperasian peralatan dapat dilakukan sesuai dengan prosedur. Proses sertiikasi SMK3 dan OHSAS 18001:2007 berjalan melalui dua tahap yaitu Audit Eksternal tahap 1 yang melingkupi audit dokumen, dilanjutkan dengan Audit Final yang mencakup keseluruhan kriteria audit mulai dari dokumentasi sampai dengan implementasi di lapangan. PT Sucoindo ditunjuk sebagai Badan Audit yang melakukan audit tersebut pada tanggal 24, 25 dan 26 November 2015. Hasil Audit merupakan tolak ukur manajemen terhadap tingkat pemenuhan peraturan K3 dan peraturan lainnya. Pada Final Audit SMK3 dan OHSAS 18001:2007, didapatkan hasil GMF telah memenuhi 85 peraturan perundangan yang artinya berhasil masuk dalam kategori memuaskan atau bendera emas untuk penerapan SMK3. Kebanggaan ini merupakan hasil kerja keras bersama unit K3 dan seluruh karyawan GMF dalam menerapkan SMK3 secara konsisten dalam perusahaan. Sertiikat yang diperoleh merupakan suatu bukti bentuk kepatuhan terhadap peraturan perundangan dan mendapatkan nilai tambah dalam persaingan pelaku pasar global. Selain itu beberapa program kesehatan dan keselamatan telah dijalankan untuk mendukung peningkatan kinerja K3 yang diuraikan dalam bab Tanggung Jawab Sosial Perusahaan subbab CSR terkait dengan ketenagakerjaan, kesehatan, dan keselamatan kerja. Equipment certification program includes Transports Lifting Equipment, Pressure Vessel, Steam Aircraft, Installation of Lightning, Fire Alarm Installation, Installation and Aircraft Electrical Power Production. Test Interrogation and certiication of equipment intended to the production process can be run safely. Personnel who have expertise of K3 also be a mandatory requirement that the operation of the equipment can be done in accordance with the procedures. The certification process of SMK3 and OHSAS 18001: 2007 is going to be implemented through two stages. First, External Audit surrounding the audit document, the second one it is followed by a final audit covering the entire audit criteria ranging from documentation to implementation in the ield. PT Sucoindo is appointed as Audit Agency making the audit on November 24th, 25th and 26th, 2015. The Audit is a measure of management on the level of K3 regulatory compliance and other regulations. In the Final Audit SMK3 and OHSAS 18001: 2007 showed that GMF has met regulations of 85 which means that GMF has been successed into the category of satisfactory or gold lag for the application of SMK3. This pride is the result of hard work with the unit of K3 and the entire of GMF employees in applying SMK3 consistently within the company. The obtained certiicates is a form of proof of compliance with laws and regulations and getting added value in the competitive global market participants. In addition, some health and safety programs have been implemented to support performance improvement K3 described in chapter Corporate Social Responsibility on CSR section related to labor, health, and safety. Performance Highlights PEMEGANG SAHAM DAN PEMANGKU KEPENTINGAN Report to Shareholders and Stakeholders Company Proile Business Suport Review MANAJEMEN Management Discussion and Analysis 328 Laporan Tahunan 2015 | Annual Report Sumber Daya Manusia Human Resources KILAS KINERJA Performance Highlights PEMEGANG SAHAM DAN PEMANGKU KEPENTINGAN Report to Shareholders and Stakeholders Company Proile Business Suport Review MANAJEMEN Management Discussion and Analysis 328 Laporan Tahunan 2015 | Annual Report Hubungan Industrial Industrial Relations GMF memberikan jaminan kebebasan kepada semua pegawai untuk menjadi anggota organisasi serikat pekerjayang dikelola secara profesional sebagai sarana penghubung antara pegawai dan Perusahaan. Hal ini menjadi cerminan kepatuhan GMF terhadap Undang- Undang No.13 tahun 2003 tentang Ketenagakerjaan. GMF Employees Club GEC adalah Serikat pekerja yang dibentuk dilingkungan GMF yang berkedudukan di Bandara Soekarno-Hatta Tangerang. GEC telah terdaftar pada Dinas Ketenagakerjaan dan Kependudukan Kota Tangerang No.560226-DKKOPKota-TNGIX2003 tanggal 8 September 2003. Pada tahun 2015 anggota GEC sebanyak 3.176 pegawai atau 88 dari keseluruhan pegawai. GEC dan manajemen melakukan pertemuan secara berkala yaitu minimal 1 bulan sekali untuk membahas masalah SDM. GEC juga aktif memberikan saran kepada manajemen bagi kepentingan bersama. Manajemen GMF dan GEC secara rutin melakukan pembahasan terkait Perjanjian Kerja Bersama PKB. PKB yang berlaku saat ini yaitu PKB periode 2015-2017, telah mengalami pembaharuan yang mencakup jam kerja reguler, kesejahteraan karyawan, bantuan istirahat tahunan, tunjangan tengah tahun, dan tunjangan hari raya. PKB tersebut telah ditandatangani oleh para pihak yaitu Manajemen dan GEC pada tanggal oleh 17 September 2015 yang disaksikan oleh Direktur Persyaratan Kerja, Kesejahteraan, dan Analisis Diskriminasi Kementerian Tenaga Kerja dan Transmigrasi Sri Nurhaningsih. GMF guarantees freedom to all employees to be members of trade union organizations managed professionally as a means of liaison between employees and the Company. This is a relection of GMF adherence to Law No. 13 of 2003 on Manpower. GMF Employees Club GEC is a trade union which is formed in the environment of GMF located in Soekarno-Hatta, Tangerang. GEC has been registered at the Department of Employment and Population of Tangerang Regency No. 560226-DKK OP City-TNG IX 2003 on September 8th, 2003. In 2015, the members of the GEC are 3,176 employees or 88 of total employees. GEC and management meet regularly at least 1 month to discuss the issue of human resources. GEC is also active in providing advice to the management for the common interest. GMF Management and GEC routinely discuss sCollective Labour Agreement CLA. The current CLA in the period of 2015-2017 has a renewal that includes regular working hours, employee welfare,the help of annual leave, mid-year and holiday allowances. The CLA has been signed by the parties, namely Management and GEC on 17th September 2015, witnessed by Welfare and Job Requirements Director and Discrimination Analysis of the Manpower and Transmigration Department, Sri Nurhaningsih. Corporate Governance PERUSAHAAN Corporate Social Responsibility Audited Financial Statements ANNUAL REPORT AWARD 2015 Reference of 2015 Annual Report Award Criteria 329 Laporan Tahunan 2015 | Annual Report Corporate Governance PERUSAHAAN Corporate Social Responsibility Audited Financial Statements ANNUAL REPORT AWARD 2015 Reference of 2015 Annual Report Award Criteria 329 Laporan Tahunan 2015 | Annual Report Teknologi Informasi Information Technology Dukungan teknologi informasi yang andal berperan penting dalam kelancaran kegiatan operasional. GMF melakukan pengembangan sistem teknologi informasi secara berkelanjutan untuk menunjang pertumbuhan kinerja Perusahaan menuju Pasar MRO Dunia Support reliable information technology plays an important role in the smooth operations. GMF to develop information technology systems on an ongoing basis to support the growth of the Company’s performance to the MRO Market World Teknologi Informasi Information Technology KILAS KINERJA Performance Highlights PEMEGANG SAHAM DAN PEMANGKU KEPENTINGAN Report to Shareholders and Stakeholders Company Proile Business Suport Review MANAJEMEN Management Discussion and Analysis 330 Laporan Tahunan 2015 | Annual Report Kebijakan TI GMF Aeroasia mengacu pada GMF-ICT Policy 2010 yang disahkan oleh Direktur Utama GMF tanggal 14 Juli 2010. Pengelolaan kegiatan Teknologi Informasi GMF dibawah koordinasi Corporate Strategy Development yang dibantu oleh Divisi Application Help Desk dan Data Center. Jumlah Personil Unit ICT adalah 20 orang yang terdiri dari 1 General Manager ICT, 1 Manager Application Helpdesk, 1 Manager Data Center dan 17 staf. Policy on GMF Aeroasia IT refers to GMF-ICT Policy 2010 approved by the GMF President Director on 14 July 2010. Management activities of Information Technology of GMF Aeroasia are under the coordination of the Corporate Strategy Development assisted by Division of Application Help Desk and Data Centre. The number of personnel of the ICT Unit is 20 persons consisting of 1 General Manager of ICT, 1 Manager Application Helpdesk, 1 Manager Data Centre and 17 staf. Kebijakan Teknologi Informasi TI Policy on Information Technology IT Struktur Pengelola Teknologi Informasi Structure of Infomation Technology Management Corporate Strategy Development Information Communication Technology Application Helpdesk Data center Corporate Governance PERUSAHAAN Corporate Social Responsibility Audited Financial Statements ANNUAL REPORT AWARD 2015 Reference of 2015 Annual Report Award Criteria 331 Laporan Tahunan 2015 | Annual Report ICT as a Business Enabler • Data Quality and data Integrity sustainability; • ERP-SAP as ERP System to cover main MRO Business activities; • ICT to support decision making process in GMF through implementation of Business Intelligent BI readiness at 2015 • To p r o v i d e I n f o r m a t i o n a n d Communication Technology ICT as one of enabling Strategic Management for GMF AeroAsia in pursuing dominant player in global market • Data Quality and data Integrity sustainability; • ERP-SAP as ERP System to cover main MRO Business activities; • ICT to support decision making process in GMF through implementation of Business Intelligent BI readiness at 2015 • M e ny e d i a k a n i n fo r m a s i d a n komunikasi ICT sebagai salah satu upaya yang memberik an kontribusi terhadap keputusan dalam manajemen strategi untuk GMF AeroAsia dalam mewujudkan visinya sebagai salah satu MRO yang mendominasi pada pasar global. Misi Visi Mision Vision GMF berkomitmen dalam menerapkan Information Communication Technology ICT roadmap 2016 - 2020. ICT roadmap terdiri dari rencana pengembangan lima tahun dan pengelolaan ICT untuk menyediakan aplikasi ICT sebagai salah satu strategic manajemen. Pe n g e m b a n g a n roadmap I T b e r t u j u a n u n t u k menghubungkan antara pengguna dengan teknologi untuk menjalankan bisnis dan organisasi. Rencana GMF Aeroasia is committed to implementing the Information Communication Technology ICT roadmap 2016 - 2020. ICT roadmap consists of a 5-year development plan and management of ICT to provide a roadmap of Information Communication Technology ICT as a strategic management. Development of IT roadmap is intended to connect users and technology to run business and organization. The roadmap plan will be evaluated on an annual period basis Roadmap IT Teknologi Informasi Information Technology KILAS KINERJA Performance Highlights PEMEGANG SAHAM DAN PEMANGKU KEPENTINGAN Report to Shareholders and Stakeholders Company Proile Business Suport Review MANAJEMEN Management Discussion and Analysis 332 Laporan Tahunan 2015 | Annual Report Roadmap IT Function roadmap akan dievaluasi pada periode tahunan dan akan disesuaikan dan dimodifikasi sebagai lingkungan bisnis untuk melakukan perubahan secara signifikan. Investasi yang berkaitan dengan pengembangan IT harus dialokasikan untuk meningkatkan produktivitas organisasi. Oleh karena itu, fasilitas pelatihan IT dan Change Management akan terus dikembangkan untuk memaksimalkan pemanfaatan teknologi informasi . and adjusted and modified as a business environment to make changes signiicantly. Investment relating to IT development must be allocated to enhance organization productivity. Therefore, IT training facilities and Change Management will continue to be developed to maximize the utilisation of information technology. Corporate Governance PERUSAHAAN Corporate Social Responsibility Audited Financial Statements ANNUAL REPORT AWARD 2015 Reference of 2015 Annual Report Award Criteria 333 Laporan Tahunan 2015 | Annual Report Roadmap IT Infrastructure Running as Plan Existing and will be replace Proposed Progress Evaluation Teknologi Informasi Information Technology KILAS KINERJA Performance Highlights PEMEGANG SAHAM DAN PEMANGKU KEPENTINGAN Report to Shareholders and Stakeholders Company Proile Business Suport Review MANAJEMEN Management Discussion and Analysis 334 Laporan Tahunan 2015 | Annual Report SDM di bidang TI berperan penting dalam pengelolaan sistem TI di Perusahaan. GMF senantiasa memberikan program pengembangan bagi SDM di bidang TI untuk terus meningkatkan kompetensi SDM sesuai dengan sistem TI yang sedang berkembang. Salah satu bentuk pengembangan SDM di bidang TI adalah GMF melakukan design terhadap training dari TCS consultant ke core user GMF sebagai persiapan program SWIFT Implementation project yang sudah dimulai sejak tahun 2013 untuk mendukung tercapainya visi kedepan maka pengembangan SDM dibidang TI juga diorientasikan sejak bagaimana kesiapannya sejak IT Architecture hingga kemampuan Planning dan Control. Untuk kebutuhan development dan operational akan dialihkan kepada pihak outsourcing. Aktivitas-aktivitas yang telah dilakukan unit Information Communication Technology sampai dengan tahun 2015 sebagai berikut:

1. Implementasi SAP-SWIFT

SAP-SWIFT sebagai ERP di GMF sudah Go-Live sejak bulan Maret 2014. Aktivitas yang telah dilakukan sepanjang tahun 2015 diantaranya: a. Go-Live fungsi Engineering Maintenance Planning untuk object perawatan B737-800 Garuda Indonesia sehingga terintegrasi dengan fungsi PPC Production dan sekaligus terotomasi dengan group SCM b. Go-Live fungsi Engineering Maintenance Planning untuk object perawatan A320 Citilink sehingga terintegrasi dengan fungsi PPC Production dan sekaligus terotomasi dengan group SCM c. SWIFT Training yang terus berlanjut initial recurrent baik di area MRO, SCM, FICO, SD, dan HR in the IT sector has an important role to manage the Company IT system. GMF always provides development program to HR in the IT sector to continuously improve HR competency inaccordance with the developing IT system. One of the HR developments in the IT sector is that GMF designed training from TCS consultant to GMF core user to prepare SWIFT program of Implementation project as of 2013 to support the achievement of the further vision so that the HR development in the IT sector is also oriented from the readiness of IT Architecture unti the capability of Planning and Control. The requirements for development and operational will be transferred to an outsourcing party. The activities that were undertaken by the Information Communication Technology unit until 2015 are as follows:

1. Implementation of SAP-SWIFT

SAP-SWIFT as ERP in GMF was Go-Live from March 2014. The activities that were conducted during the irst quarter of 2015 are as follows: a. Go-Live function of Engineering Maintenance Planning for maintenance object of B737-800 Garuda Indonesia to be integrated with function of PPC Production and also automated with SCM group b. Go-Live function of Engineering Maintenance Planning for maintenance object of A320 Citilink to be integrated with function of PPC Production and also automated with SCM group c. SWIFT Training that will continue initial recurrent either in the MRO, SCM, FICO, SD, and Pengembangan SDM TI Development of IT HR Information Communication Technology Corporate Governance PERUSAHAAN Corporate Social Responsibility Audited Financial Statements ANNUAL REPORT AWARD 2015 Reference of 2015 Annual Report Award Criteria 335 Laporan Tahunan 2015 | Annual Report CM, di semua area GMF baik di Base maupun OSA, termasuk untuk personel Citilink d. Persiapan akhir Go-Live untuk CM Complex Maintenance pada object Landing Gear Maintenance e. Persiapan sertiikasi SWIFT secara berjenjang untuk fungsi supervise, mulai dari VP, GM, dan Manager f. Sinergi implementasi SWIFT dengan revitalisasi Airworthiness Program di GMF g. Pelaksanaan Audit implementasi SWIFT di area Engineering, Maintenance Planning, dan MCC h. Go-Live Landing Gear overhaul secara technical untuk Component shop, dimana SWIFT team telah menyiapkan konigurasi untuk penanganan Landing Gear yang akan dijalankan pada SWIFT system. SWIFT team juga membantu end user untuk menyiapkan seluruh master data yang harus ada sebelum system digunakan seperti, material master, work center, task lisk , network template, WBS template, structure dan konigurasi landing gear. Kelanjutan dari technical go live ini adalah continuing training dan perbaikan master data sampai dengan project overhaul LG ini akan dijalankan pada tahun 2016 atau sebelumnya. i. Go-Live 55 plant untuk mengakomodasi station- station baru yang dibuka oleh Garuda sebagai main customer. Plant baru tersebut berfungsi untuk melancarkan fungsi distribusi dari SCM dalam pengiriman component\material ke station-station baru tadi. j. Go-Live program implementasi Hangar 4 secara SWIFT system untuk dapat digunakan sejalan dengan beroperasinya Hangar 4. k. Sinergi implementasi SWIFT dengan revitalisasi Airworthiness Program di GMF masih terus berlanjut hingga akan diadakannya training Airworthiness program yang juga akan diikutsertakan SWIFT team sebagai tim pengajar. l. SWIFT Training yang terus berlanjut initial recurrent baik di area MRO, SCM, FICO, SD, dan CM areas, in all GMF areas either in Base or OSA, including for Citilink personnel d. Final preparation for Go-Live for CM Complex Maintenance in the Landing Gear Maintenance Object e. Preparation for SWIFT certiication in stages for supervisory function, commencing from VP, GM, and Manager f. Synergy of the implementation of SWIFT with revitalisation of GMF Airworthiness Program g. Implementation of Audit of SWIFT in the Engineering, Maintenance Planning, and MCC areas h. Go-Live Landing Gear overhaul is technically basis for Component shop, where SWIFT team has prepared for handling Landing Gear coniguration that will run on the SWIFT system. SWIFT team also helps the end user to set up the entire master data that must exist before the system is used such as, material master, work centers, task Lisk, network templates, WBS templates, structure and landing gear coniguration. Continuation of the technical go live is continuing training and improvement of master data up to LG’s overhaul project will be run in 2016 or earlier. i. Go-Live 55-station plant is to accommodate the new station opened by Garuda as the main customer. The new plant serves to expedite the distribution function of SCM in the delivery component\material to a new station-station earlier. j. Go-Live program implementation Hangar 4 in SWIFT system is used in parallel with the Hangar 4. k. Implementation synergies of SWIFT with the revitalization of Airworthiness Program in GMF continues to be the holding of Airworthiness training program will also participate SWIFT team as team teaching. l. SWIFT Training continued initial and recurrent either in the area of MRO, SCM, FICO, SD, and CM,