An inclusive work environment has good benefits for business continuity and sustainability. Employees can express themselves according to their respective skills and talents to obtain significant performance productivity. The Company is committed to providing equal employment opportunities for all, both men and women, regardless of ethnicity, religion, race, social status, gender, or physical condition to participate in employee recruitment programs.
PLN Group guarantees that HR management within the Company is always carried out by referring to the formal laws and regulations in the field of employment as well as the provisions of the latest Collective Labor Agreement (PKB), which has been signed and registered with the Directorate General of Industrial Relations Development, BPJS Health and BPJS Employment.
HR Management Policy of PLN
- To nurture harmonious relations with employees based on cooperation as outlined in the periodically reviewed Collective Labor Agreement.
- To remain in full compliance with all applicable employment regulations.
- To apply a fair, transparent and accountable performance-based remuneration system.
- To uphold human rights for the employees and ensure full support is given to the Employees Union.
- To set programs of competence enhancement and training to improve the performance of individuals, groups and ultimately corporations.
- To apply equality in career paths.
- To apply gender impartiality.
PLN received an international award from The Asia HRD Award 2022. The award in the Contribution to Organization category was given directly to the Director of Legal and Human Resources Management of PLN Yusuf Didi Setiarto, at the University of Cyberjaya, Putrajaya, Kuala Lumpur.
This award was given by The Asia HRD because PLN is considered capable of building an organization with innovation and business processes that are able to accommodate employee competencies.
The Asia HRD Awards are independent recognition of the achievements of figures and companies that play an important role in human resource development. There were 17 recipients of the award both on behalf of individuals and companies from 7 countries; Malaysia, Indonesia, Singapore, the Philippines, Brunei Darussalam, India and Australia.
With the spirit of change to adapt to current and future needs and challenges, as well as in the context of implementing the “Power Beyond Generations” transformation program as a strategic enabler, PLN has carried out Human Capital Transformation. PLN’s spirit is to transform Human Capital management, by changing the current resource management system. The existing human resource management system at PLN applies the Human Capital Management System (HCMS) approach, which is characterized by being competitive, fair and transparent, as a tool to carry out HR development programs to become professional, competent and high integrity individuals to support short-term, medium-term strategies and the long term of the Company by internalizing corporate values and culture.
HCMS has 7 pillars, namely:
- Organizational Development System and Manpower Planning
- Employee Recruitment System
- Employee Competence and Career Development System
- Employee Learning System
- Employee Performance Management System
- Employee Reward System
- Industrial Relations System
In the future, through the Human Capital transformation program, PLN seeks to develop a new human resource management system that applies the Human Experience Management System (HXMS) approach, which is an experience-based human resource management system.
HXMS has 4 main pillars, which are abbreviated as 4R, namely:
- Right Size
- Right Skill
- Right Spend
- Right Systemm
Our journey to a continuous growth was inseparable from the role of superior and qualified human resources (HR). We need the support of human resources who are trained, qualified, and have a strong motivation to continue to develop self-competence. With achieving sustainable human capital management, Company can achieve positive economic, social, human, and environmental outcomes simultaneously, in short and long term.
PLN’s agenda is to provide strategies, goals, activities, and management practices with human capital managers to further apply sustainable outcomes. PLN always ensures that the human resource management plays role in adopting practices that can influence individuals and groups to develop behavior consistent with the sustainable perspective. In addition, PLN’s human capital management practices have already incorporated the principles of sustainability that can provide long-term physical, social, and economic well-being for professionals.
The Company is committed to providing equal employment opportunities for all, both men and women, regardless of ethnicity, religion, race, social status, gender, or physical condition to participate in employee recruitment programs. By 2025, PLN has target to raise the share of female workers in managerial level to support gender diversity. To achieve this goal requires recruiting, engaging, and including female at every level. It also requires PLN to revisit our culture and leadership values, to ensure they include behaviors that help women evolve. By 2025, PLN’s target is to increase the representation of women staff to 20% while previously the target was set from 5% in 2021.
In the aspect of recruiting, PLN supports the inclusive recruitment. An inclusive work environment has good benefits for business continuity and sustainability. Employees can express themselves according to their respective skills and talents to obtain significant performance productivity. Since 2021, PLN has had a recruitment program for Papuans that in line with the inclusivity working environment. The recruitment processes are adjusted to be more feasible and accessible for everyone in Papua.