HUMAN RESOURCE
MANAGEMENT
Integration of the Human Capital Information In order to meet the needs of employees, the Bank
System to strengthen people analytics has develop its Man Power Plan document based on
HCIS (Human Capital Information System) is an the Bank organizational needs. Implementation of this
integrated application to support the implementation document is the Bank conduct recruitment through
of the Bank Human Capital system management several event as follow: job fairs, campus hiring,
alignment. With the development of global human seminars and public lectures to support recruitment
capital and talent competition, HCIS is required to employees at universities in Indonesia, including ITB,
function as a people analytic or talent analytic that can UI, UGM, UNDIP, UB, and UNAIR. This process is also
help management make decisions about employees. supported by online/digital recruitment tools, namely
the BTN Bank recruitment website. [GRI 103-2]
Learning & Development system
which focuses on the Integrated Talent Throughout 2018, the Company has recruited 1,400
Management Development of System new employees (fresh graduate & professional
The learning & development process is directed to hire). With recruitment rate reachs 12.85%. BTN also
focus on developing employee competencies that implemented 517 employee status transfer programs
refer to the integrated talent management system. from frontliner lines (CS tellers) and 168 from TAD
lines (outsourcing).
HUMAN CAPITAL MANAGEMENT The Company gender equality principle
implementation could be seen from the amount of the
Recruiting Best Talent Company female employee which reaches up to 686
During 2018, the Company recruited 1,400 new women (49%) and 714 men (51%).
employees (fresh graduates & professional hire)s.
BTN also ran a status transfer program where 324 The Company sets a minimum age requirement of
front liners (CS tellers) and 168 TAD lines (initially 18 years for prospective employees recruitment. This
outsourced) were permanently hired. commitment is also a prerequisite for establishing
cooperation with universities. The Company provides
The Bank policies regarding recruitment process are equal opportunities to all people to obtain career
regulated in a Director Circular Letter Number. 43/DIR/ opportunities regardless of differences in gender,
CMO/ 2011. The Company implement two recruitment ethnicity, race, religion or any form of discrimination.
approaches as follow:
1. Internal Recruitment, this recruitment approach This commitment is a form of the Company’s
utilizes the Company existing employees to fill compliance to Law Number. 13 year 2003 regarding
a vacant position in a particular unit, based on Manpower Article 68. Therefore, during 2018 there
organizational needs and Workload Calculation were no incident relating to violation of underage
Analysis. There are two stream of employee employees policy or cases related to discrimination
recruitment through this internal mechanism: that occurred within the Company and or suppliers of
• Promotion goods and services.
• Rotation
2. External Recruitment, this approach utilizes Employees’ Training and Competence
conventional and headhunt recruitment approach Development Program
in order to recruit best candidates in the market to In order to improve the employee competency and
fill vacant position in certain units within the Bank. skills the Company provides periodical training
This recruitment mechanism is carried out by: program, both internally and externally. The Training
2.1. Direct Hire mechanism, consisting of: and Education opportunities is provided to the
• Fresh Graduate recruitment employees based on individual development plans
• Experienced (Prohire) recruitment and according to the needs of the Company. The
2.2. Outsourcing employees training and education management is
112 PT Bank Tabungan Negara (Persero) Tbk
Sustainability Report
Overview of Sustainability Performance
The Statement of the President Director
About this Report
About the Company
Sustainability Governance
Providing the Economic Benefits for the Nation
The Commitment to the Environmental Conservation
Human Resource Management
Commitment to Provide Best Services
Inclusive Services and Product
Contribution for the Improvement of Life Quality of the Community
Supporting Information
regulated in the Company Board of Directors’ Decree Employee competency development is also
No.04/KD/SIPD/2017 dated May 29, 2017, on the implemented by facilitating employees
amendment to the Board of Directors’ Decree No.3/ to continue their education to a higher level. It aims to
KD/DIR/ SIPD/2017 on the Head Office Organizational fulfil and improve employee competencies, developing
Structure in Article 8 point 5h on the Organizational skilled, resilient, and responsive workforce according
Structure of Learning. [GRI 103-2] to the needs and development of the Bank. Employee
education is regulated in the Directors’ Circular
In 2018 based on number of training batches Number: 43/DIR/CMO/2011 concerning Human Capital
organized and number of number of participant target Development. During 2018, the Company has provided
the Company Learning Center had achieved its 92% Scholarship Program facilities to 23 employees for
performance target. The Learning Center organized domestic S2 education and 10 employees for overseas
three specific training themes for employees, namely: S2 education.
1. School of Leadership.
Providing leadership training that aimed to In 2018 the Company learning process was developed
shape and strengthen leadership soft skill at the by applying virtual classroom and improvement of its
Company’s Leader level. This program consists Knowledge Management System (KMS) to encourage
of ODP (Officer Development Program), MDP e-learning experienced opportunities. Both are
(Management Development Program), SDP important platforms to facilitate access to learning
(Supervisor Development Program), overseas for all employees, especially those in remote areas.
and domestic graduate Scholarship Program, The company is also preparing a tool to develop BTN
SESPIBANK (School of Staff and Bank Leaders) Corporate University in the future.
Board of Commissioners and Directors, EDP
(Executive Development Program) overseas for Corporate Culture Development
Division Heads, and other leadership programs. BTN does not only develop employees banking
2. School of Operation Banking. skills and competencies but also strives to build a
Providing training that aims to provide expertise corporate culture in the context of implementing
or competency to the supporting aspect of the digital transformation. The implementation of cultural
Company. This training consists of the Faculty of development in 2018 themed ‘Going Digital through
Audit, Faculty of Compliance, Faculty of Corporate People Empowerment to Win the Competition’ with
Affairs, Faculty of Human Capital, Faculty of the following activities:
Information Technology, Faculty of Legal, Faculty - Kick of Training and Socialization regarding cultural
of Management System, Faculty of Risk, Faculty of programs in 2018 to CL and CA, namely SIIPS
Risk, Finance & Accounting, Operational Banking, thank you card, SIIPS Idea, SIIPS Story, Follow-up
and Others. session, and Risk Champion. For Change Leaders
3. School of Business Banking. there are currently 140 employees and change
Providing training that aims to provide expertise agents totaling 1,228 employees.
or competency that focuses on business and - Making digital monitoring tools for corporate
management development consisting of the fields culture, namely DigiSIIPS.
of Collection & Asset Management, Commercial - Implementation of the 2018 Innovation Award
Funding, Retail Funding & Service, Commercial in order to foster an attitude of creation and
Lending, Consumer Lending, Digital Banking, innovation for all Bank BTN employees to perfect
Sharia Financing, Service Quality, Sharia Funding, or improve a business process at BTN Bank.
Sharia Others, Treasury, Wealth Management, and - Implementation of the 2018 Culture Assessment
Others. [GRI 404-2] Index in order to find out how far all Bitniz
employees understand the implementation of the
Corporate Culture Program.
PT Bank Tabungan Negara (Persero) Tbk
Sustainability Report 113
