🚀 Employee Development Programs
In an effort to secure talented employees capable of meeting future challenges, PT Pupuk Kalimantan Timur (PKT) manages human resources effectively by enhancing competencies, adaptability, and innovation. One strategic step implemented is providing equal and fair opportunities for all employees to participate in educational programs, training, and performance appraisal processes.
As part of HR competency development, PKT designs employee skill enhancement programs tailored to the needs of technological transformation, regulatory dynamics, as well as sustainability demands and market competitiveness.
🎓 Culture Education
PKT is committed to creating a work environment that complies with regulations and empowers employees to contribute optimally by integrating three main pillars: Respectful Workplace Policy, Employee Wellbeing Policy, and Governance, Risk, and Compliance (GRC).
🤝 Respectful Workplace Policy: Foundation of Ethical and Inclusive Behavior
The Respectful Workplace Policy is a policy framework that sets standards for behavior, communication, and interaction in the workplace. This policy plays a crucial role in preventing discrimination, harassment, and bullying, while promoting equality and respect for diversity.
💚 Employee Wellbeing Policy: Focus on Holistic Employee Health
PKT is committed to supporting employees' physical, mental, social, and financial health through the Employee Wellbeing Policy. This policy recognizes that employee wellbeing directly impacts organizational performance, engagement, and business sustainability.
⚖️ Governance, Risk & Compliance (GRC): An Integrated Governance Structure
GRC is a strategic approach that integrates governance, risk management, and compliance to ensure the organization achieves its business objectives, manages uncertainty, and meets both internal and external regulations.
Culture education is a strategic foundation for shaping a healthy, ethical, and sustainable work environment. This program covers the entire organic workforce (permanent and contract employees) as well as non-organic parties (suppliers and partners).
💻 Digital Transition Program
PKT strives to ensure every employee has relevant digital capabilities aligned with the organization's needs and industry developments through the Digital Talent program, a tiered digital training framework consisting of the following levels:
Understanding
At this level, all employees are introduced to basic digital knowledge, the concept of digital transformation, and familiarized with agile methodologies and digital platforms.
Savvy
At this level, employees gain practical experience in applying digital frameworks and digital business models.
Mastery
At this level, employees can develop systematic thinking, design transformation blueprints, and lead the implementation of integrated technologies across departments.
📊 2024 Achievement
👥 Hiring
PT Pupuk Kalimantan Timur (PKT) consistently applies the principle of equal opportunity in recruitment and career path determination. The selection process for new hires is carried out based on the qualifications required for each position as planned by the Human Resources Compartment.
Career management is adjusted to the organization's needs, where performance appraisal and competency fit are the main considerations.
📊 Recruitment Statistics
Employee Turnover Rate
In 2024, PKT also recorded employee separations due to various reasons, including normal retirement, death, resignation, and other reasons.
📋 Type of Performance Appraisal
Career management at PKT is implemented in line with the Company's vision, mission and culture, emphasizing recognition of achievements, innovation, and equal opportunities. PKT applies a flexible organization so that employees have opportunities to develop their potential into positions or ad-hoc projects that match their interests and chosen career paths.
Career development in the Company is closely linked to employee performance appraisal. The performance appraisal used in the company adopts the Individual Key Performance Indicator (KPI) management concept, where each employee is assessed based on performance indicators derived from work programs and the company's action plans.
🎯 Management by Objectives
The performance appraisal system implemented in the Company adopts the Individual Key Performance Indicator (KPI) management concept, where each employee's contribution is evaluated based on performance indicators derived from work programs and the company's action plans.
Performance management is conducted online via the PI Smart application, developed in collaboration with Pupuk Indonesia. At PKT, individual performance is managed across all organizational levels from top management to operational staff to ensure continuity and alignment in the company's performance governance.
Performance appraisals are conducted quarterly
💬 Agile Conversations
This performance evaluation program is integrated with coaching and counseling initiatives, so the achievements recorded in PI Smart reflect the real performance attained by employees during the evaluation year.
Performance appraisals are conducted quarterly
🔄 Multidimensional Performance Appraisal (e.g. 360 degree feedback)
PKT employees also carry out a (soft competency) 360° assessment, which is an appraisal system involving all parties who have working relationships with the individual being evaluated, including self-assessment, supervisors, peers, and subordinates, according to the organizational structure and working relationships.
Performance appraisals are conducted once a year