Danau Maninjau is a notable tourist destination in Minangkabau due to its scenic beauty and mild climate. The water has been used to generate hydroelectric power for West Sumatra
HUMAN RESOURCES Perspective by Betty Siahaan: A never stop learning and never stop rolling! Developing human resource is a real challenge and it is a continuous process. The economic growth versus human Resource has become an-ongoing discussion among the business community as well as among the Human Resource Practices lately.
Indonesia is at the world’s 17th-largest economy and the sixth-largest among developing countries in economic development. With the huge number of population of more than 200 million are wide spread within the territory of Indonesia – and which is consisted of more than 17.000 islands, there are a lot of obstacles and problems to face. Human Resource Practices play an important and strategic role, but also acomplicated effort.
The 60 percent of population lives in Java islands which is only 6 percent of the total area of Indonesia. The huge movement of people from the rural area to major cities i.e. Jakarta, Surabaya, Medan and to other big cities – create another big issue of jobs demand and supply. We can imagine in finding the higher skills or qualified employees with “certain requirement” of qualification for the remote area of Indonesia! Most
problems in each remote area have its own uniqueness.
OPPORTUNITIES AND CHALLENGES
While new technology keep rolling and entering Indonesia to compete globally, the increasing opportunities in the coming free trade era would stimulate the government to show their strength on law Manpower Affairs. Our country is so different and unique in some ways that can’t be compared to any other country in the world! Education is the main streams for Human Resources. To provide the excellent quality of employee from fresh university graduates by the education industry is still weak. There are some important factors for educational institution to deliver excellent university graduate i.e. the quality of the faculty members with the global competitive standard, the objectives are focused in developing the foundation of the quality of people and to keep up the
global rapid changes or awareness to response the market or industry demand. As the world grows more global, education industry became part of it closely and side by side
Meanwhile, the employee has to grow by skills gradually to refresh their knowledge, training stream will continue the development of quality by providing them with the relevant skills and competencies, which will be matured to be professional workers through the career development at the work place. Therefore, further trainings, seminars or workshop either in Indonesia or abroad for new entry level or long term employee should be job requirement oriented and approach to an efficient and sustainability human resources in Indonesia.
Our top ten university degree is not always capable enough to global competion. From this perspective, the Human Capital Practitioners play critical role to support the creation of competitive human resource. Job requirement has always changes constantly to follow the rapid changing of science and technology, and so specific training has to be as dynamic and flexible as the changing of the environments. The fact that the development of human resources through trainings, are already stated and regulated in The Act of Manpower number 13 issued in the year of 2003. This Act gives guidance that training should be based on standard of competency (competency based training), should be demand driven and responsively to the need of industry.
There are some professions where the standards of competencies are already in place among others such as: automotive, electrical, electronic, mechanical and machinery, hotel and tourism, oil and gas, construction, telecommunication, accounting, banking, etc. While currently in Indonesia, the capability of training providers in conducting competency based training are differs among each others. The government should actually empower them. It should be ideal if the Government provide an accreditation system to control and ensure the capability of training providers in various sectors.
In my views, to implement the training based on the standard of competency. The available training providers should at least meet the requirements below:
1. Training instructors with relevant experiences & education
2. Detail training syllabus
3. Appropriate equipment and other training facilities (for technical subject)
4. Case study (to help further understanding)
EMPLOYEE TO GROW
Career development is mostly the tasks and responsibility of companies in some cases, in implementing the career development of their employees to grow together with company is one of a way to retain the best talent to stay loyal. The long-term success of a multi-national company depends heavily upon the quality of its workers and worker loyalty. I can understand of one expatriate General Manager of a leading International Airlines in Indonesia recently quote that Indonesian workers loyalty is still low. The market is driven more to cash benefit in hand, but not to the long term achievement on over all.
Employers are aware of this current situation that skilled workers are becoming more expensive and easily move to other companies if they have “significant offer”, and employers need to handle this tactically. But, what is the root cause of this issue? From my perspective as a Human Resources Practices, this is going to be a long explanation to elaborate and more to specific Compensation and Benefit affairs. We can’t easily blame to the Executive Search consultant who approached the professional workers and make them move to other company
The purpose of further career development is to master and to develop competencies and professionalism of employees, so that they able to do the jobs more productively. It’s a lifelong process of developing one’s career. It refers to managing one’s career in an intra-organizational or inter-organizational structure. It involves training on new skills, moving to higher job responsibilities, or rotation within the same organization. It has to be linked to the goals and objectives set by an individual and agreed by the company. The interests are then matched with the available options. These can be done individually or collectively with the other companies. Or, the company could also work together, in cooperation with training providers or Human Resources Consultant.
In striving for Sustainable Economy, it is important to have diversity at every structure of multinational corporations, specifically in Indonesia. Internationalization and globalization of the companies and industries has become important for the Human Resource department to look carefully into this area. Global company has offices in geographic locations very different form its headquarter base, by culture and practices and regulations.
Diversity reflects each individual is different from every other individual. The differences can be ranging from language, ethnicity, gender, socio-economic status, age, physical abilities, religious and ideologies or many others. These differences will enrich the multinational corporations in a very positive ways.
To maintain diversity at work place will benefit the overall ability of the organization to function effectively and profitably, because of the diverse employees offer different ideas and skills to the companies.
Everyone has the opportunity to contribute their knowledge in a free, well-balanced society and in harmony with his or her own country of origin culture. The benefits of having diversity at an organization are many as below:
• Employees from a wide talent base under one roof
• Increased employee flexibility and responsiveness
• Managing better the impact of globalization and technological change
• Increased creativity level of the company
As a young democracy thriving and emerging economy, Indonesia has a huge potential for Sustainable Economy by improving the quality of people as the main asset of global corporations in Indonesia (Apr14/p2).
This article is a “Courtesy of Sorotan”
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The writer is a partner of PT Indama Enerkom – Your Strategic Consultant in Human Resources. Ms. Betty Siahaan is a Human Resources Consultant and HR business entrepreneur for more than 17 years of widely diverse experience in Human Resources in MNC, Media Relations, Education, Consumer Goods. She holds master degree in business from IPMI International Business School and is also certified in Organizational Development of Ateneo de Manila. This article is based on her personal views and experiences (p3/14). Email: firstname.lastname@example.org.
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