ENCONA'S OVERALL HUMAN RESOURCES MANAGEMENT
One of the biggest challenges Contractor’s facing is how to remain competitive while maintain exellence program of employee benefit. These are are also important elements of a company’s strategic plan. These issues are: - Employee Recruitment - Employee Training - Increased Productivity - Reduced Turnover - Improved Profitability - Compliance with Government Regulations
Contractor’s Established Standard Rule for Human Resource Management
Contractor has an established standard rule for it’s Human Resource Management legalized by the Ministry of Labour and Transmigration (see attachment: Keputusan Dirjen PHIJSK Depnakertrans Tentang Pengesahan Peraturan Perusahaan PT Encona Inti Industri)
Continuing Efforts in Human Resource Management and Development
In developing competitive strategies, Contractor understands that recruiting and keeping skilled and talented people are important to long-term success. Therefore, the development and implementation of a valid selection system are important elements of any recruitment strategy. This is particularly important for Contractor where the jobs demand a specific, high level of expertise and safety requirement. Contractor’s everlasting effort in Human Resource Management and Development Program includes the following:
1. Continue to take advantage of opportunities for involving employees in the planning and implementation of new processes or programs.
2. Continue to enhance safety for PMSS personnel to develop the IIF and Behaviour Based Safety culture.
3. Develop a plan to prepare for future retirements
4. Re-examine salary and merit raise policies, and work to improve overall compensation levels
5. Continue to recognize and reward employees, even when financial rewards are not possible.
6. Ensure that policies are implemented in the same way throughout the entire organization.
7. Improve the hiring and promotion processes.
8. Foster the family-like atmosphere with more social events.
9. Ensure that all supervisors receive training that emphasizes leadership and interpersonal skills.
10. Develop a system to measure performance at the individual, group, and organizational level
11. Expand employee benefits package.
12. Continue to focus on training and development opportunities for all employees.
13. Communicate frequently with employees about organizational issues.
14. Continue to survey employees every two years with a modified version of the instrument
Communication is a very high priority at project site/office; both owners value employee input and employer-employee dialogue. As a result, many vehicles to encourage and facilitate information-sharing and established employer-employee communication within the company, as follows:
1. Contractor’s management maintain an open-door policy, and the scale of project site is still small enough that employees can easily and quickly transmit their views to the owners and senior managers.
2. A corporate newsletter is to be regularly published to provide both staff and clients with information on the company and its projects.
3. Contractor organizes quarterly meetings, open to all employees, to explain workplace policies and business plans, and to give employees an opportunity to raise concerns and advance ideas and thoughts.
4. Conduct an annual performance award and review of every employee. During these reviews, they interview each employee and invite him/her to respond to 4 questions: How are you doing? What can we do to help you in what you do? What do you think is right with the company? And what do you think is wrong with the company? At these sessions, employees are free to raise other concerns and questions, both personal and work-related.
Master Plan is a document required by a project, to secure a consistent development in achieving its goals. It is a general guide line translating the output of the earlier Feasibility
Study into some sort of terms of reference to prepare the later Engineering documents. As such, it contained among others:
Master- form, sometimes also known as Conceptual plan, Front End Engineering for all related engineering disciplines such as structural, architectural, mechnical, electrical, instrumen, etc.
Master-schedule
Master-budget
Master-finance plan
These documents will be further developed into a Design / Engineering brief, sometimes even known as Program/Terms of Requirement for later stages.
Design & Engineering documents are products of Design Architect /Engineers for use as the basis for field construction executed by Contractors. Design & Engineering is a complex and detailed process to turn ideas into reality. It involves technical, practical and economical considerations presented in the form of technical drawings, specification documents, bill of quantities and contractual conditions.
Procurement is often regarded as a simple job. Only when we realize how big it’ impact is on the project’s budget, does it get the proper attention it really deserved. It involves the unerring technical understanding of engineering documents as well as the meticulous to prepare the Material Take-Off for the Material Requisitions, the sharp legal mind to formulate the Purchase Orders’ terms and the attentive to expedite matters and hold a tight delivery of the project supplies. To do so, a sophisticated procurement system is a guarantee for an EPC company.
Basic idea of the EPC constructor is to identify the various specialist works in the job to be executed and manage them as Construction Manager, thereby eliminating unneccessary duplication of overhead and profit., while offering high quality works. In this regard, years of experience in various Encona group’s activities in Project- and Construction Management has provided us with a full spectrum of know-how and know-who.
The recent presence of PT. Adhimix Precast Indonesia as shareholder in EII certainly carried a significant weight related to material procurement and fabrication of structural components, all of which have been applied in various projects such as:
- Industry (construction of factory structures and infrastructures).
- Low-cost apartments, residences, market places
- Telecommunication tower
- Road and flyovers
- Ports.
- Water structures,
- Hydroelectric dams
PERSONNEL RETENTION PROGRAM
Recruiting and keeping high-quality workers will become a more competitive activity. A firm that builds a stable workforce can expect to complete more jobs ahead of schedule, reduce accidents, hold down overall labor costs and consequently earn higher margins on more jobs.
Contractor’s management believes that a complete and comprehensive benefit package is essential in attracting, retaining and motivating outstanding employees. It, therefore, provides a competitive health, life, and disability insurance program, as well as a retirement plan. A pension plan is offered with employer contributions to encourage employees to stay for the long term.
1. The company pays 80 per cent of employees' prescription drug needs. It contributes 4 per cent of employee salaries to a pension fund, a figure matched by employees, and it provides investment advice in preparation for retirement.
2. Contractor provides provides 1 week paid leave time with pay to all employees, and it insists that all employees take the vacation time that they are entitled to. During the first 3 month of employment at PMSS Duri, an employee will get 5 vacation day. Employees who get married are entitled to an extra week of vacation for a honeymoon.
3. For Christmas or Lebaran, employee get 1 week paid leave every year with accommodation for Lebaran Leave (Mudik Bareng) provided by company.
4. Two or three months, Contractor arrange weekend trip for its employee with or without spending the night at a hotel.
5. Employee get paid leave for professional course for his or/and Contractor’s benefit.
6. Contractor provide its employees free breakfast, lunches and dinners at the cafeteria which serves healthy menu items, and provide free room in a flat (wisma) with different type of room depending on the employee clustering.
7. Provides employees with a complimentary laptop computer and software. And digital camera for field personnel. A Rp.200.000 of mobile phone voucher.
8. Recognition and Rewards include a diverse range of formal and informal, financial and non-financial, incentives given to individual employees, groups of employees or to an entire staff.
