Page 199 - Annual Report 2022 - PLN Indonesia Power

Tinjauan Pendukung Bisnis
Business Support Overview

Sumber Daya Manusia
Human Capital

Tahap Deskripsi
Stage Description
Pemantauan Kinerja Pegawai Tahap Pemantauan merupakan periode antara Tahap Perencanaan dan Tahap Evaluasi
Employee Performance Monitoring yang digunakan atasan langsung pegawai untuk memberikan arahan, bimbingan, motivasi,
pemantauan progress/pencapaian atas kinerja pegawai.
The Monitoring Stage is a period between the Planning Stage and Evaluation Stage, in which
employees’ direct superior provided directive, guidance, motivation, and progress/achievement
monitoring.
Evaluasi Kinerja Pegawai Tahap Evaluasi yaitu tahap dimana atasan langsung wajib memberikan pengukuran secara
Employee Performance Evaluation objektif terhadap pencapaian target sasaran kinerja pegawai dan program pengembangan diri
pegawai di bawah struktur jabatan atasan tersebut pada akhir semester berjalan.
The Evaluation Stage is the stage when the direct superi-or must carry out objective
measurement of employee performance objective target achievement and deliver self-
improvement program for employees whose position are directly below the superior for the
current semester.

Tabel Kompetensi yang Dinilai dalam Penilaian Kinerja Pegawai
Table of Competency Assessed in Employee Performance Assessment

Tahap Deskripsi
Competency Description
Sasaran kinerja pegawai Diukur berdasarkan pencapaian Target KPI Exact, KPI Proxy dan KPI Activity.
Employee Performance Obective Measured based on the achievement of Exact KPI, Proxy KPI, and Activity KPI targets.
Kompetensi individu pegawai Diukur melalui kuesioner kompetensi individu yang dinilai oleh Atasan langsung dari pegawai.
Employee's Individual Competency Measured based on individual competency questionnaire, as assessed by direct Supervisor of the
relevant employees.
Program Pengembangan Diukur melalui kuesioner kompetensi individu yang dinilai oleh Atasan langsung dari pegawai.
Diri Pegawai (PDP) Program PDP terdiri dari Knowledge Management dan Inovasi.
Employee Self-Improvement Measured based on individual competency questionnaire, as assessed by direct Supervisor of
Program (SIP) the relevant employees. Self-Improvement Program consists of Knowledge Management and
Innovation.

Hasil penilaian menjadi dasar pertimbangan untuk pemberian reward Assessment result will become a consideration for the granting
dan pengembangan karir pegawai seperti promosi, rotasi, peningkatan of reward and employee career development, such as promotion,
remunerasi dan sebagainya, juga menjadi dasar pemberian rotation, remuneration increase, and so on, in addition to the basis
punishment seperti surat peringatan, penundaan kenaikan pangkat, for punishment, such as warning, postponement of grade promotion,
demosi, mutasi sampai pemutusan hubungan kerja. demotion, transfer of position, and termination of employment.

Pengukuran Maturity Kinerja
Measurement of HC Performance Maturity

Kinerja SDM diukur berdasarkan KPI aspek Learning & Growth HC Performance measurement based on the Learning & Growth
telah ditetapkan melalui pencapaian nilai Human Capital Readiness aspects in the KPI has been determined through achievement of
(HCR) dan Organizational Capital Readiness (OCR). Formulasi yang the Human Capital Readiness (HCR) and Organizational Capital
digunakan untuk mengukur HCR dan OCR berdasarkan Leading Readiness (OCR) scores. The measurement formula for HCR and
dan Lagging per aspek yang didapatkan dari hasil assessment yang OCR uses 1–5 scale as obtained from assessment result, i.e., PT
diselenggarakan oleh PT PLN (Persero) terhadap target korporat per PLN (Persero)’s Corporate assessment and assessment by the Head
semester dan assessment oleh Pembina Head Office kepada Unit Office Supervisor to Units on a quarterly basis.
setiap triwulan.

2022 Annual Report
www.plnindonesiapower.co.id 199
PT PLN Indonesia Power