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SATUAN KERJA KHUSUS

PELAKSANA KEGIATAN USAHA HULU MINYAK DAN GAS BUMI


(SKK Migas)

ETIKET DALAM BEKERJA


PROGRAM ON BOARDING PEKERJA BARU
SKK MIGAS ANGKATAN XX
Tahun 2014

PRIVATE AND CONFIDENTIAL

DAFTAR ISI

Etiquette Vs. Ethic


Diversity inside SKK Migas
Generation Gaps
Does Donts Or Right Wrong Or Good Bad
Or
Wrap Up

PRIVATE AND CONFIDENTIAL

DAFTAR ISI

Etiquette Vs. Ethic


Diversity inside SKK Migas
Generation Gaps
Does Donts Or Right Wrong Or Good Bad
Or
Wrap Up

PRIVATE AND CONFIDENTIAL

ETIQUETTE VS. ETHIC


ETIQUETTE / ETIKET ~ TATA
KRAMA

ETHIC / ETIKA ~ AKHLAK

(etekit) n. conventional
requirements as to social
behavior
Adalah tata krama yang harus
dipatuhi di tempat-tempat sosial
atau yang dirumuskan oleh yang
mempunyai kuasa agar dipatuhi
dalam kehidupan sosial dan
formal

(ethik) n. a body of moral


principles or values
System of moral principles and
values that establish appropriate
conduct

Tata krama yang umumnya


diajarkan sejak kecil, dilatih, dan
dipatuhi
Menjadi kesan pertama dalam
pertemuan formal & informal

Merupaka filosofi moral atau tata


susila yang berhubungan dengan
benar dan salah dari suatu
tindakan mengacu pada standar
atau perilaku profesional

Etika tidak identik dengan


legalitas
Tindakan bersifat sukarela ~
dilakukan berdasarkan
4
PRIVATE AND CONFIDENTIAL

ETIQUETTE VS. ETHIC


ETIQUETTE / ETIKET ~ TATA
KRAMA

ETHIC / ETIKA ~ AKHLAK

Peran HR:

Partisipasi dalam perumusan kebijakan etika


Menentukan prosedur & pembelajaran pendukung
Menumbuhkan budaya yang mendukung nilai-nilai etika
Menjalankan penyelidikan dan menerapkan disiplin

5
PRIVATE AND CONFIDENTIAL

DAFTAR ISI

Etiquette Vs. Ethic


Diversity inside SKK Migas
Generation Gaps
Does Donts Or Right Wrong Or Good Bad
Or
Wrap Up

PRIVATE AND CONFIDENTIAL

FAKTOR DEMOGRAFI

Status Pekerja
Usia
Jenis Kelamin
Pendidikan
Agama

PRIVATE AND CONFIDENTIAL

DEMOGRAFI GOLONGAN PIMPINAN & PEKERJA TETAP


5

56

104

171

413

28

36

Jumlah Pekerja

DEMOGRAFI JABATAN PEKERJA TIDAK TETAP


7

57

Jumlah Pekerja

PRIVATE AND CONFIDENTIAL

Jumlah Pekerja

DEMOGRAFI USIA

DEMOGRAFI JENIS KELAMIN


Perempuan

Pimpinan
Tenaga
Ahli
Ka. Divisi
Ka. Dinas
Ka.
Subdinas
Staf
Sekretaris
Sekretaria
t

Laki - Laki

DEMOGRAFI JENJANG PENDIDIKAN PEKERJA


PER BIDANG
JENJANG PENDIDIKAN
BIDANG
Lingk Ka SKK Migas
Lingk Waka SKK Migas
Sekretariat SKK Migas
Pengawasan Internal
Bidang Dal.
Perencanaan
Bidang Dal. Operasi
Bidang Dal. Keuangan
Bidang Dal. Komersial
Bidang Dal. Dukungan
Bisnis
TOTAL

PRIVATE AND CONFIDENTIAL

D1 SMA

TOTA
L

S3

S2

S1

D3

3
3
3
1

7
16
27
12

7
16
86
16

2
2
4
3

0
0
0
0

2
2
3
1

21
39
123
33

35

103

143

3
1
1

51
32
20

113
106
44

4
4
0

1
0
1

3
0
1

175
142
68

51

100

162

15

250
9

592

30

17

906

DAFTAR ISI

Etiquette Vs. Ethic


Diversity inside SKK Migas
Generation Gaps
Does Donts Or Right Wrong Or Good Bad
Or
Wrap Up

PRIVATE AND CONFIDENTIAL

10

PERBEDAAN GENERASI
Generasi Sandwich: Silent & Baby Boomers (1925 1945 &
1946 1964)
Beban keluarga sendiri & orang tua
Kemapanan sebagai perhatian utama

Generasi X (1965 1980)


Kecenderungan terhadap fleksibilitas, kolaborasi yang baik, dan
membangun konsensus
Lebih matang dibandingkan umurnya
Orientasi pada tim dan kinerja

Generasi Y Millennium (>1980)

Baru memasuki dunia kerja


Lebih dalam beorientasi pada tim daripada Gen X
Kreatifitas dan melek gadget sebagai ciri
Merubah karir dengan cepat

PRIVATE AND CONFIDENTIAL

11

PERBEDAAN GENERASI

Birth
Central
Events

The Greatest
Generation

The
Founders
Generation

Baby
Boomers
Generation

X
(Busters)
Generation

Y
(Millennial
Generation)

1895-1929

19301945

19461960

19611980

19811999

Great
Depressio
n
World War
II
Global
Awareness

Cold War
Invention
of
Teenagers

Invention of
Automobile
World War I
Novelty of
Naturalism

Rise of
Entertainme
nt

Vietnam
Rise of
Terrorism
Informatio
n
Explosion

Profound
Prosperity
Fall of
Soviet
Union
Dominance
of
Technology

ATTITUDES TOWARDS..
1.Authority Respect

Respect

Distrust

Disregard

Determine

2.
Relationship
s

Life-long

Central

Many but
shallow

Few but
deep

Technology
Based

3. Values

Theologic
al

Conservati
ve

Selfserving

Entertainme
nt driven

Smorgasboa
rd

4. Career

Life-long
commitm
ent

Source of
income

Selfidentity

Necessary
evil

Fulfilling

PRIVATE AND CONFIDENTIAL

12

DAFTAR ISI

Etiquette Vs. Ethic


Diversity inside SKK Migas
Generation Gaps
Does Donts Or Right Wrong Or Good Bad
Or
Wrap Up

PRIVATE AND CONFIDENTIAL

13

LINGKUP ETIKA / TATA KRAMA


Klasifikasi

Bisnis / kantor
Sosial, Jamuan Makan
Asing & Lintas Budaya
Di jalan

Karakteristik
Etika Mengatur
Etika Simbolis
Etika Ritual

PRIVATE AND CONFIDENTIAL

14

ETIKA MENGATUR

Berjabatan tangan, jaga radius pribadi


Kapan merokok, ambil foto
Menjawab RSVP
Lalu lintas, antri, dan parkir
Tepat waktu
Buang sampah
Mengajak teman

PRIVATE AND CONFIDENTIAL

15

ETIKA SIMB0LIS
Mencakup:

Kejujuran
Kepatuhan
Respek
Kesalehan
Keberanian

Contoh:

Dress code
Cara menyapa orang
Memberi, menerima, dan mengembalikan hadiah
Protokoler tempat duduk di rapat / meja makan

PRIVATE AND CONFIDENTIAL

16

ETIKA RITUAL
Seremoni dalam kehidupan sehari-hari
Ritual keagamaan, perkawinan, pemakaman
Menunjukkan rasa hormat pada orang tua dan
atasan

Ritual hubungan keluarga


Tanggungjawab terhadap orang tua dan sebaliknya

SIMBOLIK + RITUAL = ETIKA PROTOKOLER

PRIVATE AND CONFIDENTIAL

17

SATUAN KERJA KHUSUS


PELAKSANA KEGIATAN USAHA HULU MINYAK DAN GAS BUMI
(SKK Migas)

KANTOR PUSAT
Gedung Wisma Mulia Lantai LG, 22, 23, 27, 28, 29, 30, 31, 33, 36, 38, 39,
40

PO BOX 4775
Telepon : +62 21 2924 1607
Faksimile : +62 21 2924 9999

BACK UP

PRIVATE AND CONFIDENTIAL

19

In its role as the governments agency to manage the


upstream industry SKK migas finds itself in a challenging
position to balance between the three roles: as Upstream
Operation Manager, PSCs Partner, and Investment Manager.

PSCs
PSCs

PRIVATE AND CONFIDENTIAL

20

Supported by its Core Values, SKK Migas Vision is to


optimize the benefits of upstream oil and gas industry and
become one of the Nations engines in mobilizing different
economic and industrial activities.
MISSION
Supervise and control the Production Sharing
Contracts implementation through
partnerships
in order to ensure the effectiveness and
efficiency of upstream oil and gas business
activities for the greatest welfare of the
Nation.

VISIO

Be a proactive and trustworthyN


partner in optimizing the benefits of
the upstream oil and gas industry for all stakeholders while becoming
one of the Nations engines in mobilizing different economic and
industrial activities.

CORE
CORE VALUES
VALUES
P.R.U.D.E.N.T
P.R.U.D.E.N.T

Professional
Professional
Responsive
Responsive
Unity
Unity in
in Diversity
Diversity
Ethics
Ethics
Nation
Nation Focused
Focused
Trustworthy
Trustworthy
PRIVATE AND CONFIDENTIAL

21

TECHNICAL FINANCIAL
MGT
MGT
HUMAN RESOURCES
MGT
OTHER SUPPORTING
FUNCTIONS MGT

The SKK Migas HR management function


focuses its efforts in the building of national
capabilities for PSCs personnel while at the
same time building its internal capabilities to
perform the three roles.
Operation Manager

PSCs Partner

National Expert
Database
Supply Demand
Analysis
Competency Joint Development
Program
Acceleration
International
HR
Certification

Badiklat Migas
Local Partnership
Partner with
University
Character Building
Lemhanas
Talent Pool

External

Internal HR

Competency
Management
Performance
Build
the Foundation Management
Career Development
Learning
Rewards
1 year performance
Capability
cycle piloting
Alignment
Stabilization
World Class HR
Human Capital
Strategy

PRIVATE AND CONFIDENTIAL

Investment Manager

Career Development Monitoring


Expat Goes to
Campus
Coop Education
Profession Association
Wawasan
Kebangsaan
Succession Planning
Human Capital
Infrastructure
Organization & Workplace
Design
Change Management
KPI
Job Description
Knowledge
Management
Employee Relations
Workforce Planning
Recruitment
Survey K3S

22

In building the national capabilities for


PSCs personnel, several initiatives have
been identified and implemented.

National Expert
database
Supply Demand
Analysis
Career Development
Monitoring
Talent
Pool
Local
Partners
hip

Join development
Program
International
Certification
Expat Goes to campus
Compete Coop Education
ncy
Accelerat
ion
Characte
r
Building

Badiklat migas
Perguruan Tinggi
Asosiasi Profesi
PRIVATE AND CONFIDENTIAL

Pemantapan Nilainilai Kebangsaan


Lemhannas RI
23

PSCs Partner

Operation Manager

Talent
Talent Pool
Pool

Investment Manager

National Expert
Database
Supply Demand
Analysis
Competency

Joint
Competency
Acceleration
Development
Acceleration
Program

International

Certification
Badiklat
Migas
Local
Local Partnership
Partnership

Partner with
University

Character
Building
Lemhanas
Character Building

Career Development Monitoring

Expat Goes to
Campus
Coop Education

Profession Association

Wawasan
Kebangsaan

External HR

Build
Build

the
the Foundation
Foundation

Internal HR
Capability
Capability
Alignment
Alignment

World
World Class
Class HR
HR

Competency
Management
Performance
Management
Career
Development
Learning
Rewards
Implementasi
1
tahun siklus
performance
Stabilization
Human Capital
Strategy

In reforming its internal capabilities


SKK Migas applies the Human Capital
Strategy to develop a holistic and
integrated organizational competency
definitions.

Succession Planning
Human Capital
Infrastructure
Organization &
Workplace Design
Change Management
KPI
Job Description
Knowledge
Management
Employee
Relations
Workforce
Planning
Recruitment
Survey K3S

Business
Business Strategy
Strategy
Deliver
s

Defines

Organization
Organization
Competencies
Competencies

Enables

Shapes

Human
Human Capital
Capital
Strategy
Strategy
Enables

Human Capital
Strategy
Leadership
Culture
Talent
Management
Business
Model

Shapes

HR
HR Strategy
Strategy

PRIVATE AND CONFIDENTIAL

Organization
Management

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