Page 133 - KFC Annual Report 2018

LAPORAN TAHUNAN
ANNUAL REPORT

Sumber Daya Manusia
Human Resources

STRATEGI DAN KEBIJAKAN REKRUTMEN RECRUITMENT STRATEGY AND POLICY
Dalam merekrut karyawan, Perseroan mempertimbangkan, The Company considers some factors with respect to recruitment,
antara lain, kondisi perekonomian dan tingkat upah minimum among others, economic situation and the applicable minimum
yang harus dipenuhinya. Pada tahun 2018, kebijakan rekrutmen wage. In 2018, the Company’s recruitment policy emphasized on
Perseroan berfokus pada internal sourcing. Menilik proses ini, internal sourcing. This process generated an important lesson
Perseroan pun hendak membangun Talent Management System learned that encouraged the Company to build a more holistic
yang lebih holistik dan berkelanjutan. and sustainable Talent Management System.

Selain itu, Perseroan juga membuka kesempatan pemagangan The Company also organized an apprenticeship program,
pada divisi operasional. Selain membuka kesempatan belajar specifically under the operations division. More than providing
kepada peserta magang itu sendiri, program ini juga mendukung a learning venue for the appentices, this program supported the
pelaksanaan Peraturan Menteri Ketenagakerjaan No. 36 tahun Manpower Minister Regulation No. 36 of 2016 on the Domestic
2016 tentang Pemagangan di Dalam Negeri dan pengembangan Apprenticeship and skills-development of workers, aiming to
keterampilan tenaga kerja untuk membangun angkatan kerja develop competitive workforce in Indonesia.
Indonesia yang lebih kompetitif.
PENGELOLAAN SDM BERTALENTA DAN KARIR TALENT AND CAREER MANAGEMENT
Perseroan telah menetapkan program jenjang karier untuk The Company has defined a career path program for employees
karyawan yang konsisten menunjukkan perbaikan kinerja dan that are able to consistently deliver a strong performance and
yang dianggap berpotensi untuk mengampu jabatan-jabatan are considered capable of assuming more strategic positions.
lebih tinggi.

Untuk menilai hal ini, Perseroan mengandalkan proses The Company relies on the performance appraisal and employee
performance appraial dan penilaian kompetensi karyawan. competence to assess an employee’s readiness. In addition, the
Selain itu, dipertimbangkan pula aspek kemampuan karyawan Company also considers the employee’s people development
bersangkutan melakukan pengembangan terhadap staf capabilities at store level through Leadership Development
lain (people development) di tingkat gerai melalui program Program (LDP), such as Leading a Shift (LAS) for crew members,
Leadership Development Program (LDP), seperti Leading a Shift Leading a Restaurant (LAR) for Assistant Restaurant General
(LAS) untuk level kru, Leading a Restaurant (LAR) untuk level Manager (ARGM) and Restaurant General Manager (RGM), and
Assistant Restaurant General Manager (ARGM) dan Restaurant Leading Multi Restaurant for Area Coach/Area Manager level.
General Manager (RGM), dan Leading Multi Restaurant untuk
level Area Coach/Area Manager.

CHAMPS
CHALLENGE
Winning KFC Team
in Talent & Skill
completion

CONTINUE DRIVING FUTURE GROWTH 131
PT FAST FOOD INDONESIA TBK