EmPLoYEE QUALITY ImPRoVEmENT

EmPLoYEE QUALITY ImPRoVEmENT

In line with Antam’s target achievement of Human Capital Excellence, the company is required to improve the quality of human resources and develop their competency according to their position prerequisite and the learning needs analysis. With this goal, it is expected the job person match will be achieved, where every employee is placed according to his competency.

Beyond Expectation

Synergized Partnership

Environment Awareness

Our personal development aims to exceed the expected output.

Insan Antam mengembangkan diri untuk menghasilkan unjuk kerja unggul melebihi target yang diharapkan.

We develop a harmonious partnership with our stakeholders based on the GCG principles and our code of conduct.

Insan Antam membina hubungan kemitraan dengan stakeholders yang harmonis berdasarkan prinsip-prinsip GCG dan Standar Etika Perusahaan.

We are concerned with the work safety, employee welfare, the sustainability of the environment sustainability and the community development based on operational excellence and principles of CSR.

Insan Antam peduli pada keselamatan dan kesejahteraan serta kelestarian lingkungan, pemberdayaan dan pengembangan masyarakat berdasarkan prinsip-prinsip Operational Excellence dan Corporate Social Responsibility.

In-house training adalah salah satu program pelatihan dan pengembangan kompetensi karyawan Antam

In-house training is one of Antam’s employee training and competency development programs

Tinjauan Utama

Highlights

Arti Laporan Keberlanjutan Kami

Untuk Anda Our Sustainability Report Means to You

Sambutan Dewan

Komisaris Letter from the Board of Commissioners

Sambutan Direksi

Letter from the Board of Directors

Profil Perusahaan Company Profile

Tanggung Jawab

Sosial Antam Antam’s Social Responsibility

Kinerja Tanggung Jawab Sosial Antam

Antam’s Social Responsibility Performance

Tanggung Jawab Sosial yang Berkelanjutan: Kini

dan Nanti Sustainable Social Responsibility: Now

and the Future

Untuk mengakomodasi pelatihan ini, Antam membuat 3 To accommodate the training, Antam develops three main

Referensi Silang dengan GRI–G3

program utama yakni :

programs, as follows:

Cross Reference with GRI–G3

ALDP ini disusun untuk mempersiapkan calon ALDP is designed to prepare a candidate for Antam’s pemimpin Antam yang mempunyai kompetensi leadership who has outstanding competency and is unggul dan mampu mengatasi perubahan-perubahan

yang terjadi di masa mendatang. capable of overcoming the changes in the future. (2) Antam Functional Development Program (AFDP)

(2) Antam Functional Development Program (AFDP) Program

This program is carried out in order to improve and peningkatan dan pengembangan kompetensi bagi

develop the competency of Antam’s employees, para pegawai Antam, sesuai dengan bidang pekerjaan

according to their field and the company’s requirement, dan kebutuhan perusahaan, terutama untuk bidang

especially for the core and technical area. core dan teknis.

(3) Antam General Development Program (AGDP) (3) Antam General Development Program (AGDP) Through AGDP, Antam develops and maintains Melalui

mempertahankan Insan Antam yang bertalenta Antam’s talented personnel through Antam’s melalui nilai-nilai Antam. Program ini meliputi keahlian

values. This program is covering the professional profesional, misalnya bahasa Inggris, ESQ, Peningkatan

competencies, such as English, ESQ, Achievement Karya Prestasi, dan magang.

Improvement, and internship. Di tahun 2008, program beasiswa pegawai untuk

In 2008, scholarship program for employees is temporarily sementara ditiadakan karena Perusahaan sedang

halted as the company was redesigning a thorough and menyusun kembali kebijakan pengembangan pegawai comprehensive employee development policies. secara menyeluruh dan komprehensif.

Besides holding the trainings, Antam also strives to improve meningkatkan

the quality of its trainings. The training measurement pelatihan berdasarkan training days tidak digunakan

based on training days is no longer used to avoid the lagi untuk menghindari pengejaran kuantitas pelatihan

practice of pursuing training only by quantities. To assess semata. Untuk menilai kualitas pelatihan, Antam

72 Laporan Keberlanjutan ANTAM 2008

www.antam.com www.antam.com

satisfaction after they underwent the training. From total 4,22, yang masuk dalam kategori sangat baik.

4.22, which is categorized as very good. Biaya pelatihan dan asesmen tahun 2008 dianggarkan

The cost of training and assessment in 2008 was projected miliar. Penurunan realisasi biaya pelatihan dan asesmen

pada tahun 2008 ini disebabkan karena menurunnya decrease in training and assessment cost realization was kondisi kinerja keuangan perusahaan akibat penurunan

caused by the company’s lower financial performance due harga komoditas dan krisis global. Oleh karena itu

to declining commodity prices and global crisis. Therefore, perusahaan harus melakukan efisiensi biaya di segala

the company should apply cost effieciency in all areas, bidang, termasuk biaya pelatihan.

including training costs.

Beberapa pelatihan yang telah dianggarkan terpaksa ditunda atau dialihkan ke dalam in house training untuk

A number of training plans were postponed or replaced by meningkatkan efisiensi biaya, namun tanpa mengurangi

in house training, for cost efficiency without disregarding kebutuhan pelatihan yang penting. Anggaran yang

the essential training needs. The planned budget for direncanakan untuk biaya pelatihan dan asesmen tahun

tahun 2008.