Focus Of HR Strategy
1. Focus Of HR Strategy
In year 2011, KPEI’s Human Resources (HR) planning and strategy focused on applying
a continuous improvement policy as strategic foundation of Human Resources development initiated at the organizational level, while also improving the infrastructure system toward SRO harmonization.
Relating to HR management, in 2011, KPEI focused its strategy on: realizing a learning organization by enhancing the Knowledge Management (KM) system; strengthening career management function due to the higher quality of the human resources demanded by the capital market industry; and enhanced technological function by further developing the Human Resource Information System (HRIS) and KM Portal as part of the ongoing development planning to form a more integrated infrastructure system.
a. Organizational Development and Penyempurnaan Sistem Infrastruktur
a. Pengembangan Organisasi dan
Infrastructure Improvement
Pengembangan Organisasi di tahun 2011 In 2011, KPEI’s Organizational Development terfokus pada program strategis yaitu
initiative focused on strategic programs such Knowledge Management (KM), Career
as Knowledge Management (KM), Career Management, dan penyempurnaan Human
Management and enhancing the existing Resources Information System (HRIS) yang
Human Resources Information System (HRIS). sudah ada. Following KM theme for year 2011, that was Sesuai tema KM untuk tahun 2011 yaitu
Knowledge Asset Development, the focus of Pengembangan Knowledge Asset, maka
year 2011 organizational development was sistem pengembangan organisasi dilakukan
to complete the KM system with purpose dengan cara melengkapi sistem KM guna
to increase KM’s members’ participation in meningkatkan partisipasi anggota KM dalam
the activities of development, knowledge aktivitas pengembangan, penyimpanan
archiving and knowledge asset distribution; dan penyebaran aset pengetahuan serta
and comprehensive quality improvement of meningkatkan kualitas aset pengetahuan
the company’s knowledge asset. As part of perusahaan sehingga menjadi semakin
KM improvement initiative, KPEI has been komprehensif. Perangkat untuk melengkapi
initiating and developing KM Portal since year KM yang mulai dilaksanakan perusahaan sejak
2011 as a supporting means of the Learning 2011 adalah membangun KM Portal sebagai
Organization initiative.
media pendukung Organisasi Pembelajar (Learning Organization).
HUMAN RESOURCE DEVELOPMENT
LAPORAN TAHUNAN 2011
SUMBER DAYA MANUSIA
Considering the needs to improve the overall organizational functions to support a smooth progress of the company’s business, therefore the availability and competence of the human resources have become important elements in the Human Capital development. In 2011, to improve the ongoing Competency-based Development for Learning & Development and Recruitment areas, KPEI has initiated a Career Management program conducted as a preliminary step toward the implementation of Succession Planning and Talent Management programs as part of the company’s strategic policies of attracting qualified potential employees to join with the company and to grow along with the organization and to retain high performing employees.
Nowadays organizational development is often associated with the advancing information technology support in order to achieve an advanced development of the infrastructure system having a single sign on methodology. The company has therefore prepared HRIS and KM Portal to improve and integrate all existing systems or the systems that are in the development stage.
Menyadari pentingnya dilakukan upaya untuk melengkapi fungsi-fungsi organisasi guna mendukung kemajuan dan kelancaran bisnis, maka tersedianya SDM yang kompeten dan bisa mencukupi kebutuhan industri menjadi hal utama dalam pembangunan Human Capital. Dengan demikian untuk melengkapi perangkat yang telah dimiliki sebelumnya yaitu Pengembangan Berbasis Kompetensi untuk area Learning & Development serta Rekrutmen, maka pada tahun 2011 KPEI mulai menginisiasikan Career Management sebagai landasan untuk pelaksanaan Succession Planning dan Talent Management sebagai bagian dari rencana strategis perusahaan untuk menarik minat calon karyawan yang berkualitas untuk bergabung dan tumbuh bersama perusahaan dan mempertahankan talent yang berprestasi tinggi.
Perkembangan organisasi di era ini tentunya melekat dengan tuntutan dukungan teknologi informasi menuju pembangunan sistem infrastruktur berbasis single sign on. Oleh karenanya perusahaan mulai menerapkan pengembangan HRIS juga KM Portal untuk menyempurnakan dan mengintegrasikan seluruh sistem yang ada maupun yang sedang dalam tahap pengembangan. antara lain melalui sistem akuntansi keuangan dan general
This system development was in line with the third area of KM, concerning Technological aspect. The other two areas being involved in KPEI’s development are People and Process development. In terms of People development, KPEI conducted Community of Practice (CoP) activities. while related to Process development the company has composed a KM blue print, road map and taxonomy used as a framework for the company to become a Learning Organization.
Pengembangan sistem ini sesuai dengan area ketiga dalam KM yaitu area Teknologi (Technology). Dua area lainnya yang telah berjalan dan masih terus dikembangkan oleh KPEI adalah terkait SDM (People) dan proses (Process). Pada area People, KPEI menjalankan program Community of Practice (CoP), dan pada area Process, KPEI menyusun blue print, road map, dan taksonomi KM sebagai kerangka acuan dalam rangka merealisasikan perusahaan sebagai Organisasi Pembelajar.
affair.
2011 ANNUAL REPORT
b. Harmonisasi dengan Self Regulatory
b. Harmonization with Self
Organization (SRO)
Regulatory Organization (SRO)
KPEI berupaya mengedepankan harmonisasi KPEI strived to prioritize harmonization dengan SRO untuk memenuhi kebutuhan
strategy with the SRO to fulfill future industry industri pada masa mendatang dan
needs and improve the organization quality. meningkatkan kualitas organisasi. Beberapa
Therefore some HR management policy area kebijakan pengelolaan SDM terus
have been continually communicated and dikomunikasikan dan dilaksanakan antar
implemented among the SROs based on the SRO berlandaskan kebutuhan penyesuaian
adjustments made on the organizational pengelolaan organisasi terhadap perkembangan
management relating to the capital market industri pasar modal. Area-area terkait SDM
industry development. Some HR related areas yang telah diharmonisasi oleh KPEI antara lain
that have been harmonized by KPEI including meliputi kebijakan remunerasi, benchmarking
remuneration policy, third party benchmarking pihak ketiga untuk jasa pelatihan, rekrutmen,
for training, recruitment, insurance and asuransi serta konsultasi.
consultation services.
Inisiatif harmonisasi ini diharapkan mampu Through the harmonization initiative KPEI aims memposisikan kualitas SDM industri pasar
to leverage the HR quality in the capital market modal yang sejajar dengan SDM di industri
industry to the same level as other HR of the yang telah lebih dahulu maju dan mapan
more advanced and more mature industries in sehingga memiliki daya tarik dan daya
order to attract more potential manpower to saing bagi para tenaga kerja potensial untuk
become competitive professionals in the capital menjadi profesional di bidang pasar modal.
market. Through this harmonization initiative Insiatif harmonisasi tersebut juga bertujuan
KPEI also aimed to build a standardized and untuk menetapkan standarisasi pengelolaan
better company management that is able perusahaan yang lebih baik serta mampu
to strengthen the synergy between the SRO meningkatkan kerja sama SRO yang bersinergi
in managing the company effectively and untuk mengelola perusahaan secara lebih
efficiently.
efektif dan efisien.
(2) KPEI memprioritaskan kebutuhan bisnis (2) KPEI has been prioritizing the overall perusahaan untuk disesuaikan dengan
business’ needs according to the ongoing kegiatan pengembangan organisasi melalui
organizational development activities through pengelolaan SDM secara terencana.
a set of HR management system.
HUMAN RESOURCE DEVELOPMENT
LAPORAN TAHUNAN 2011
(3) Seiring dengan perkembangan bisnis (3) Along with the development of the perusahaan serta pertumbuhan industri
company’s business as well as pasar modal nasional maupun global, KPEI
the growing domestic and global capital menunjukkan komitmennya untuk menerapkan
markets, KPEI has been strongly committed dan mematuhi prinsip-prinsip Tata Kelola
to implement and comply with the Good Perusahaan yang Baik di lingkungan internal
Corporate Governance principles internally. perusahaan. Di antaranya adalah dengan
Among others, KPEI has composed a Code menyusun Buku Pedoman Perilaku Perusahaan,
of Conduct book, and issued Board of dan penerbitan Keputusan Direksi mengenai
Directors’ Decision related to Code of Ethics Kode Etik Kepemilikan Efek Bersifat Ekuitas
Stock Ownership, which automatically binds yang berlaku mengikat sejak seseorang
employees since their joining as KPEI’s bergabung menjadi karyawan KPEI.
employees.
(4) Individual Development and Internal (4) Pengembangan Individu dan Program
Communication Program. Komunikasi Internal.
At KPEI, individual development program Pengembangan individu melibatkan seluruh
involves all employees through a continuous karyawan KPEI melaui program yang
program conducted in various forms of either berkelanjutan dan beragam, baik dalam aspek
hard or soft competency area. hard competency maupun soft competency.
a) Hard competency aspect
a) Aspek hard competency KPEI has been focusing on knowledge
KPEI fokus pada pengembangan pengetahuan development related to capital market produk dan jasa pasar modal, khususnya terkait
products and services particularly related to sistem Straight Through Processing (STP)
Straight Through Processing (STP) and Risk dan Risk Management System (RMS), sistem
Management System (RMS), information teknologi informasi, bidang hukum, keuangan
technology system, legal, financial and internal dan komunikasi internal perusahaan.
corporate communication.
SUMB ER DAYA MANUSIA
2011 ANNUAL REPORT
Dalam hal kegiatan pelatihan, KPEI In terms of training, KPEI has been prioritizing mengutamakan pelaksanaan pelatihan di dalam
on local trainings held in Indonesia. negeri. Sedangkan untuk kegiatan pelatihan
Meanwhile, for overseas trainings, in 2011, di luar negeri, sepanjang tahun 2011 KPEI
KPEI sent its employees to participate in mengikutsertakan karyawannya dalam seminar,
various seminars, meetings, congress and rapat, kongres dan pelatihan cross border. Di
cross border trainings such as The 8th Annual antaranya termasuk The 8th Annual Conference
Conference on Asian Securities Lending, The on Asian Securities Lending, The 5th Clearing,
5th Clearing, Settlement, & Custody Asia Settlement, & Custody Asia Forum, Experience-
Forum, Experience-Sharing Workshop, SEC Sharing Workshop, SEC Market Operation,
Market Operation, Interest Rate Derivatives, Interest Rate Derivatives, ABMF Meeting, OTC
ABMF Meeting, OTC Derivatives Operational Derivatives Operational Efficiency Asia 2011,
Efficiency Asia 2011, Advanced Project Risk Advanced Project Risk Management Workshop,
Management Workshop, The 7th SMARTS The 7th SMARTS Surveillance Conference,
Surveillance Conference, Communic Asia 2011, Communic Asia 2011, 8th Asia-Ocenia Central
8th Asia-Ocenia Central Counterparties Meeting Counterparties Meeting (CCP), 15th
(CCP), 15th General Meeting of The General Meeting of The Asia Pacific
Asia Pacific CSD Group, Asia ETF CSD Group, Asia ETF Conference, dan
Conference, and CRO Conference. CRO Conference. For new employees, KPEI Khusus bagi para karyawan baru,
organized an induction KPEI menyediakan program
program namely New pembekalan agar karyawan
Employee Orientation, held memiliki pemahaman lebih
in conjunction with SRO, terhadap bisnis KPEI, melalui
in order to familiarize program Orientasi Karyawan Baru
them with KPEI’s yang pelaksanaannya bekerja
business. sama dengan pihak SRO.
Seiring dengan penerapan Tata Kelola In line with the implementation of Good Perusahaan yang Baik, program pengembangan
Corporate Governance (GCG) practices, KPEI kompetensi lain yang menjadi perhatian KPEI
also organized other competency development di antaranya:
initiatives including:
• bidang akuntasi, untuk memenuhi • accounting program, to comply with the ketentuan Pedoman Standar Akuntansi
Standard Accounting Practices based on the Keuangan (PSAK) terkini sesuai Program
IFRS Convergence Program; Konvergensi IFRS;
• audit program, related to GCG • bidang audit, terkait penerapan GCG;
implementatation;
• bidang SDM, terkait penerapan fungsi- • HR program, related to organizational fungsi organisasi;
functions;
• kursus Bahasa Inggris bersertifikasi • English course with an international- internasional bagi karyawan.
certification for employees.
HUMAN RESOURCE DEVELOPMENT
LAPORAN TAHUNAN 2011
b) Aspek Soft Competency
b) Soft Competency aspect.
Untuk membangun karakter serta memperkuat In effort of building the character and to sinergi, KPEI secara rutin mengadakan
strengthen internal synergy, KPEI carried out kegiatan team building. Kegiatan tersebut juga
regular team building activity. The activity merupakan bagian dari Program Komunikasi
has been run as part of the internal Corporate Internal Perusahaan yang diterapkan kepada
Communication Program targeting at all seluruh jajaran karyawan termasuk Direksi.
employees including the Directors. Beside the Di samping team building, KPEI juga memiliki
team building, KPEI also carried out other Program Komunikasi Internal lain seperti
Internal Communication Program such as breakfast meeting Direksi dengan para
breakfast meeting between Directors and new karyawan baru, sharing session baik oleh
employees, sharing session between Directors Direksi maupun antar karyawan, family
or between employees, family gathering, and gathering, dan lain-lain.
other activities.
5. Headcount
5. Headcount
Di tahun 2011 KPEI melakukan optimalisasi In 2011, KPEI focused on optimizing the HR SDM dengan menyeimbangkan penggunaan
potentials by balancing the internal and sumber daya internal dan eksternal, serta
external employee deployment, and by utilizing pemanfaatan sistem teknologi. Seiring dengan
the existing technology use. Along with the perkembangan bisnis Perusahaan, jumlah
company’s business growth, in 2011, KPEI’s karyawan KPEI di tahun 2011 meningkat
total employees increased to 94 people, from 91 menjadi 94 orang, dari 91 orang di tahun 2010.
employees in 2010. This additional recruitment Penambahan tersebut fokus pada pemenuhan
prioritized on coping with the growing needs kebutuhan di bidang Teknologi Informasi (TI),
in Information Technology (IT), legal, and hukum, dan akuntansi.
accounting areas.
Diploma - D3 Diploma - D3
SUMBER DAYA MANUSIA
2011 ANNUAL REPORT
RENCANA KE DEPAN
FUTURE PLAN
Rencana dan fokus strategi SDM ke depan KPEI’s future HR planning and strategy merupakan kelanjutan dari strategi dan
will focus on the continuation of the kebijakan SDM yang telah berjalan. Strategi ini
currently running policies, with emphasis on menitikberatkan pada perwujudan metodologi
gradual implementation of the single sign single sign on secara bertahap yaitu sistem
on methodology, which integrates Human Human Resource Information System (HRIS)
Resource Information System (HRIS) and dan KM Portal yang terpadu dengan sistem unit
KM Portal with other organization units’ organisasi lainnya seperti sistem akuntansi dan
systems including the accounting and general administrasi umum; penyempurnaan fungsi
administration systems; improvement of career management agar memiliki kurikulum
career management function to adopt its own pengembangan individu berbasis kompetensi
competency-based individual development sebagai panduan baku tahunan terkait
curriculum as a yearly guideline for KPEI’s pengembangan karyawan KPEI; melanjutkan
employee development system; continuous penerapan sistem KM untuk meningkatkan
implementation of the ongoing KM system partisipasi anggota organisasi dalam aktivitas
to increase members’ participation in the pengembangan, penyimpanan, dan penyebaran
company’s development initiatives as well as aset pengetahuan serta meningkatkan kualitas
in the documentation and knowledge transfer aset pengetahuan perusahaan secara lebih
process, while also improving the quality komprehensif.
of company’s knowledge asset in a more comprehensive manner.
Rencana strategis jangka panjang SDM adalah The HR long term strategic plan aims to untuk melengkapi fungsi-fungsi SDM guna
improve HR roles in assuring the fulfillment of memastikan pemenuhan kompetensi dan
HR competencies while improving performance meningkatkan kinerja serta motivasi para
and motivation of the existing employees karyawan. Upaya yang dilakukan termasuk
through enhancement of total reward system pengembangan total reward system dan
and talent management system. Besides, the talent management. Selain itu, tim Strategic
Strategic Management Office (SMO) will be Management Office (SMO) juga memfasilitasi,
also facilitating, managing and supervising mengelola dan memantau sistem Balance
the implementation of a more structured and Scorecard secara terstruktur dan sistematis,
systematic Balance Scorecard system including termasuk dalam merumuskan Key Performance
the formulation of Key Performance Indicator Indicator (KPI) terhadap seluruh karyawan
(KPI) to measure performance of all KPEI’s KPEI.
employees.
HUMAN RESOURCE DEVELOPMENT
LAPORAN TAHUNAN 2011