Talent Management is processes that establishes on 1990 and continuously used, due to many Companies realize that they will reach their business goal if they have a potential talented employee. The Companies who practice talent management system has been applied it to handled employee retention.
With continuous growth of PT Wijaya Karya (Persero) Tbk. or WIKA brought consequences to the Company to perform human resources (HR) management as the Company’s asset (Human Capital). Implementation of human capital management will certainly support the achievement of the Company’s vision of becoming the best Company in engineering, procurement, and construction or EPC as well as in investment in Southeast Asia.
The implementation of human capital management shall be crucial as the employee existence gives strategic function to WIKA. Obviously, it must be in line with the fulfillment of the employee welfare, by providing development program, including education and training. In the implementation of human capital management, in which employee is asset of the Company, employee management is conducted by applying rating concept.
Rating a person means recognizing someone as complete human being, both physically/materially and psychologically/immaterially. Rating an individual, is believed to be able to foster appreciation, happiness, working spirit and corporate sense of belonging, thus, it will finally encourage creating excellent performance.
The fulfillment of human capital need was conducted through new employee recruitment, both for fresh graduate or the well-experienced, by performing cooperation with universities (University Career Center) in all over Indonesia, advertisement, job fair, general application, and cooperation with recruitment institution. The policy of WIKA’s recruitment program was to undergo the recruitment throughout Indonesia for WIKA believes in the local wisdom owned by Indonesian people and develops the local people. Moreover, it was also conducted through scholarship program for outstanding students who shall have an opportunity to work in WIKA after their graduation.
Employee selection process was arranged in several phases in order to acquire candidates who suit to WIKA culture. The basic character required in WIKA is “Self-Motivated People” reflection of persistent, adaptable, and learning on each individual person. It is because WIKA underlines not only the knowledge and skills or intellectuality (IQ), but also emotional and social maturity.
Success is not only decided by a good concept and dreams but it also decided by an action TO START THE PROCESS. The Talent Management System has to be started here and at this time in your Company.
To prepare for the employees development, the Company's noticed the necessity of the development by the employees through coaching results in order of performance assessment and hard competency evaluation that bring up training needed which conform operational conditions. In addition, the Company set the composition of the hard competency, soft competency and managerial competency according to their level of responsibilities. For staffing levels, hard competency portion is higher than soft competency and managerial competency. The higher a person in structural position and skill, the lower hard competency needed.
In order to support the employees to generate better performance, including employees’ loyalty maintenance, one of the important aspects is rating. WIKA focused not only to the amount of the remuneration and benefit, but also do health intervention so the employees have a healthy living mindset, healthy diet, mindset, and lifestyle.
WIKA implemented “More for More” principle in applying remuneration policy to the employees. Each employee performs the duties and responsibilities based on predetermined Key Performance Indicator (KPI). The KPI shall be annually reviewed and formulated in conformity with the achievement phase of Long-Term Plan for the Company’s vision accomplishment.