Indonesia National Congress

Talent Development
Bandung 11 September 2015
Djohan Nurjadi

Current Business Challenges .....

New Business : Power Plant
New Knowledge & Skills
Efficiency :
Coal Price
Production Cost
HPB Envirocoal (5000) 2009 - 2015

USD/Ton
100
80

60
40

Source : www.minerba.esdm.go.id

Apr 2015

Jan 2015

Okt 2014

Jul 2014

Apr 2014

Jan 2014

Okt 2013

Jul 2013

Apr 2013

Jan 2013

Okt 2012

Jul 2012

Apr 2012

Jan 2012

Okt 2011

Jul 2011

Apr 2011

Jan 2011

Okt 2010

Jul 2010

Apr 2010

Jan 2010

Okt 2009

Jul 2009

Apr 2009

Jan 2009

20

Previous Business Challenges .....

Coal Competition :
Coal
Price

Talent War
Top 3 Most Difficult Jobs to Recruit

Industry Comparison 2010 Overall Market

Index

Where They Move

Coal Players

Source : Mercer Indonesia (2010)

Business Sustainability :
Succession Planning / Talent Management

Talent Identification :
Mapping Potential vs Performance
Sustained
Highest
Potential

Too Early to Decide

Performers

Sustained Lowest
Potential

Either just meeting objective

or too often missing
objectives.

Key Focus

High
Performers
At Level or With
Potential

Future Leaders
+ Professionals
Highest Performance
with Potential

Under
Performers

Sustained high performers who

we currently are either at
level or who have the potential
to move higher (one or more
level ) within 5 years

Sustained highest performers

we believe have the potential
to move higher (one or more
level) within 5 years

Current performance reflects

an urgent and significant need
for improvement.

Effective
Performers

Current Leaders
+ Professionals

Sustained effective performers

Highest Performance
At Level

Incompatible
Values
Current behavior reflects
a need to fundamentally
and urgent change their
approach to working
within Adaro.

Manage and Resolve

Sustained Lowest Performers

Note:
Performance
must be high or better
before Potential is
considered relevant

Engage and Develop

Sustained highest performers we

believe will most likely remain
at their current level over the
next 5 years.

Retain and Grow

Sustained Highest Performers

Assessment :
Focus Group
Discussion

Presentation

In Basket / In
Tray

Interview

Competencies
Job Competencies Profile
Job Title : Production Section Head

Basic
Capability

Element

Division: Operations
Sub Element
1

Basic Skill

Communication Skill
Safety, Health, Environment Regulation
English Literacy

Leadership & Managerial

Capability

Leadership

Visionary Thinking
Empowerment
Coaching & Counseling
Motivating other

Managerial

Planning & Organizing

Monitoring & Controlling
Cross Functional Capability
Problem Solving & Decision Making

Professional
Capability

Operational Management
Operational Technique
Drilling & Blasting
Mine Design & Planning
Financial Planning & Budgeting

Level
3

Replacement Table Chart (RTC)

Readiness
Immediate
(within 1 year)

Critical Position

Chief Operating Officer

Andi

Ready
1 3 years
Sulaiman

Geotechnical Manager

Jonny

HR Manager

Land Acquisition Manager

Mine Planning Manager

Coal Hauling Manager

Yacob

Government Relations
Manager

Ali

Tonny
Said
Melati

Ready
3 5 years

Ready
> 5 years

Alex

Benny
-

Usman

Tina

Robert

Junita

Individual Development Plan (IDP)

INDIVIDUAL DEVELOPMENT PLAN FORM
Employee Information

Readiness
R3
Code
Date of
XXXXX
NIK
XXXXX
Joining
Developm e nt XXXXX
Current
Production Pl a nning Ma na ger
Position
Pe riod
De partm e nt/ XXXXX
Targeted
DGM Production
Position
Division
Learning/ Development Plan (Please capture mutually agreed areas for development and action plan) On-the-job Learning
Name

XXXXX

Competency to Develop Actions

1) Geotechnica l

2) Environment Ma na gement

3) Mining Operational
Management

Resources and Support Needed Review Dates

Study SO P/ W I a bout Geotechnica l

DGM Production

Receive mentorship from senior engineer and attend

discussions with consultants on specialist topics
such as soil & rock mechanics

DGM Production

Rea d up on EIA/RKL/RPL rel a ted publ ica tions

DGM HSE

Q1
Q2

Q1
Q4

Serve as a subject matter expert and mentor in ISO 14001

(such as ISO 14001:2004 Environmental
Management Systems) that is related to environmental issues
and ensure technical operation is compliant
with international standard

DGM HSE

Rota tion to Production Ma na ger

HR Depa rtment

Q2

Formal
L e arning
Com petency to Develop
Geotechnica l

Subje c
t
Attend external geotechnical training courses such as
Foundations, Rock Slopes, Ground Improvement
Techniques, Instrumentation, Landfill Design,
Geosynthetics, Erosion and Sediment Control, Pavement
Design, etc.

Institution

Plan

Externa l

Q1

Environmenta l Mgt

Environmenta l Compl ia nce

Interna l

Q2

Project Mgt

Project Mgt

Interna l

Q3

Sta tis tica l Ana l ys is & Method

Mine Sta tis tic

Externa l

Q3

Contra ct Mgt

Contra ct Mgt

Interna l

Q4

Signature / Date
Division He ad

Dire ctor

Hum an Re source s

Leadership Development Program (LDP)

Managing Business

Leading People
The Art
of Leadership
1.
2.
3.
4.

Visionary Thinking
Coaching & Counseling
Empowerment
Motivating Others

L4
L3
L2

360 Feedback

The Science
of Management

L5

Pre & Post Test

1.
2.
3.

4.

Planning & Organizing

Monitoring & Controlling
Cross-Functional
Capability
Problem Solving &
Decision Making

In Class Training

Talent Development Initiatives :

Mentoring
Assignment as Subject Matter
Expert
Assignment as Coach
Job Rotation
Technical Training
(Certification)
Conference/Seminar
Professional Association

Skip Level Counseling

Involvement in meetings
Leadership Development Program
Special Project
Focus Group Discussion (Employee
Engagement Survey)
Temporary Acting
Officer In Charge (OIC)

... even an eagle needs a push ...

Result
Level

Promotion

OIC

Rotation

Director

GM

Manager

14

Superintendent

23

17

12

What Next ?
Current Business Challenge

Coal Price ?

Power Plant !

Thank You