Kelompok 7 MSDM
Kelompok 7 MSDM
PENGEMBANGAN KARIR
PT. UNILEVER INDONESIA
Perencanaan tujuan-tujuan
organisasi/perusahaan.
Penyusunan Perencanaan Karier
Terdapat empat hal pokok dalam
penyusunan perencanaan karier
a. Kami bekerja untuk menciptakan masa depan yang lebih baik setiap hari.
b. Kami membantu konsumen merasa nyaman, berpenampilan baik dan lebih menikmati
hidup melalui brand dan layanan yang baik bagi mereka dan orang lain.
Misi c. Kami menginspirasi masyarakat untuk melakukan langkah kecil setiap harinya yang
bila digabungkan bisa mewujudkan perubahan besar bagi dunia.
b. Dewan Komisaris, adalah sebuah dewan yang bertugas untuk melakukan pengawasan dan memberikan
nasihat kepada direktur Perseroan Terbatas (PT).
c. Komite Audit, membantu Dewan Komisaris dalam menjalankan fungsi kepengawasannya dengan
melaksanakan kajian atas integritas laporan keuangan Uniliver Indonesia.
d. Komite Nominasi dan Remunerasi, bertanggung jawab untuk menelaah dan merumuskan rekomendasi
paket remunerasi Dewan Komisaris dan Direksi serta merencanakan pencalonan dan nominasi calon
yang akan diusulkan sebagai anggota Dewan Komisaris, Direksi atau anggota berbagai Komite
lainnya.
Perencanaan dan Pengembangan Karir
PT. Unilever Indonesia, Tbk.
Di Unilever, kesempatan untuk memperoleh posisi yang lebih baik dengan gaji yang
lebih baik akan sangat tergantung pada performa kerja masing-masing karyawan.
Unilever memiliki sistem reward yang sangat fair. Ini bercermin dari sistem reward
yang diberikan kepada orang-orang yang memberikan kontribusi terbaiknya bagi
perusahaan. Sementara orang yang underperformed (low-performer) akan
memperoleh reward yang juga rendah. Sistem ini membuat setiap manajer di
Unilever berusaha memberikan performa terbaiknya untuk mencapai target
perusahaan.
Proses performance management di Unilever berawal dari rapat Senior
Group Directors (SGD). Dalam rapat ini dibahas proyeksi kinerja
selama setahun ke depan, ditambah key performance indicator (KPI)-
nya. Hasilnya akan dibawa ke perusahaan masing-masing, yang
selanjutnya diturunkan lagi ke kepala divisi, selanjutnya ke kepala dan
terakhir ke manajer. Kepada para kepala divisi ini, kepala departemen
dan manajer akan diberikan individual performance plan yang harus
dicapai plus KPI-nya. Tak hanya diberi target, karyawan juga rutin
diberi coaching dan konseling antara atasan dan bawahan. Setelah
memasuki masa penilaian, karyawan bersangkutan bisa menyanggah
hasil penilaian atasan jika dirasa tidak sesuai. Semua hal tersebut
memiliki form yang lengkap dan tersusun rapi.
Rekrutmen merupakan perjalanan awal karier. Setelah calon pemimpin
(Future Leaders) di Unilever ini direkrut, maka akan menjalani
Unilever Development Program. Keberanian Unilever untuk
menetapkan entry salary yang tinggi juga membuat Unilever dipilih
dalam hal sistem remunerasi. Sistem remunerasi perusahaan ini juga
dinilai sangat atraktif dan kompetitif, dan mampu memacu karyawan
untuk maju dan berkembang.
Untuk pengembangan profesionalisme, Unilever memiliki learning
programme yang komprehensif serta terus memupuk learning culture di
perusahaan yang mendorong orang untuk dapat belajar berbagai hal di
setiap kesempatan, baik melalui sesi-sesi resmi maupun tidak resmi
dimana karyawan dapat saling sharing pengetahuan, pengalaman, kisah
sukses maupun kegagalan untuk pembelajaran rekan-rekannya. Untuk
mendorong work-life balance, Unilever menyediakan berbagai sarana
seperti fasilitas gym, klub olahraga untuk karyawan, nursery
room, daycare centre menjelang Lebaran, aktivitas rohani dan sosial,
dan lain-lain.
Dengan mendorong karyawan untuk terus menerus mengembangkan
diri serta mempertahankan work-life balance, perusahaan dapat
mengembangkan dan mempertahankan SDM-SDM yang handal dan
berkualitas, yang berperan utama dalam pengembangan bisnis. Setiap
tahun manajemen Unilever Indonesia menargetkan pertumbuhan bisnis
di Indonesia, yang disesuaikan dengan target yang ingin dicapai oleh
Unilever secara global.
Mengatasi Permasalahan
Dalam mengatasi permasalahan SDM dalam bidang pelatihan ini
perusahaan unilever secara umum telah menyiapkan modul training,
pelatih internal, dan aktivitas training. Program pelatihan tersebut
meliputi program pelatihan general skills, leadership skills, professional
skills, dan sharing session.
Kesimpulan
Perencanaan karier adalah suatu perencanaan tentang kemungkinan-kemungkinan
seorang karyawan/anggota organisasi sebagai individu meniti proses kenaikan
pangkat/jabatan sesuai persyaratan dan kemampuannya. Karier meripakan suatu yang
harus diwujudkan dan terus dikejar bagi diri karyawan, dan keadaan karier macet harus
dihindarkan. Untuk itu manejmen harus secara bersungguh-sungguh memperhatikan
dan memperlakukan karyawan dengan menghargai potensi prestasinya. Penggunaan
arah dan jalur proses dan pengembangan karier sesuai dengan kebutuhan dan
kepentingan antara karyawan dengan perusahaan kearah saling menguntungkan. Proses
dan pengembangan karier harus dapat memberikan kepastian kepada karyawan lebih
transparan dan terjamin serta dapat menumbuhkan dan mengembangkan semua
kemampuan, intelektual, wawasasan, motivasi, dan dedikasi karyawan pada posisi
pekerjaan yang diemban. Lewat proses dan pengembangan karier tersebut dapat
diupayakan pembinaan karyawan kearah ”the right on the right place”.
Thank You
Pertanyaan
Jika ada pertanyaan silahkan dituliskan
digrup
Pertimbangan dan Perencanaan Karier
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