Professional Documents
Culture Documents
Syndicate 2 - Telkomsel Company
Syndicate 2 - Telkomsel Company
Syndicate 2
Andra Wahyu Purnomo - 29117549
Atikah Dinarti - 29117496
Gabriella Angeline Wijanarko - 29117403
Fikia Doe'ana Maudy - 29117394
2
Table of Content of Section
1
Section 1 Company Profile
1. Company Profile
1. Vision & Mission
2. Product and Services
3. Organization Structure
4. Telkomsel Corporate Value
5. Telkomsel Corporate Culture
2. Market Share of Product/Service
3. Company’s Competitive Advantage & Business Strategy
1. Competitor Analysis
2. STP and Marketing Mix of Telkomsel
3. Competitive Advantage Milestone
4. List of Competitive Advantage
5. Business Strategy
4. Ansoff Matrix Approach
1. Ansoff Matrix Reference
2. Ansoff Matrix of Telkomsel
3. What We Are Thinking our Ansoff Matrix
5. HRM or HCM
1. HRM and HCM Reference
2. Table of Choosing Between HRM or HCM
6. Conclusion of Section 1
3
Section 1
Company Profile
1.Company Profile
Company
Profile
P.T. Telekomunikasi Selular, trading as Telkomsel is a GSM
and UMTS Mobile phone network operator which operates in
Indonesia. It was founded in 1995, and is a subsidiary of
Telkom Indonesia. The company currently has 122 million
subscribers. Telkomsel Operates in Indonesia with GSM 900–
1800 MHz, 3G network, and internationally, through 323
international roaming partners in 170 countries (end of
September 2008). The company provides its subscribers with
the choice between three prepaid cards-simPATI, Loop and
Kartu As, or the post-paid kartuHalo service, as taik hamdan
a variety of value-added services and programs.
6
Vision
Be a world-class, trusted provider of mobile digital lifestyle
services and solutions.
Mission
Deliver mobile digital services and solutions that
exceed customers’ expectations, create value for our
stakeholders, and support the economic development
of the nation.
7
Product and Services:
9
Source: https://sirfrancois.wordpress.com/2017/10/26/regulasi-pendirian-perusahaan-dan-informasi-pt-telkomsel/
Telkomsel Corporate Value
Telkomsel Corporate Culture
In 2016, Telkomsel was in the midst of a transformation process to become a Digital
Company, because of that, the corporate culture of Telkomsel is digital culture. As
part of building a digital culture, some of the ways that have been done are:
Offices were relocated from The example of digital culture To strengthen the Agile, Creative and
Wisma mulia to the environment are an open Experimental characteristics
Telkomsel smart Office (TsO), working space containing many necessary for a digital mindset, we
not only in head quarter but meeting spaces that foster initiated a volunteer program
also redesigned Telkomsel employee collaboration and whereby employees teach
office around Indonesia to creativity and cashless
responsible internet usage within
adopt digital culture environment which is implement
environment in TsO cafetaria. schools and communities.
2. Market
Share of
Product/Servic
e
Market Share of
Product/service
http://www.validnews.co/Dominasi-Telkomsel-Kuasai-Pasar-Seluler-fcx
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Market Share of
Product/service
◂ Herfindahl Index for Telkomsel in 2016
◂ Telkomsel : 2.154,8
◂ Indosat : 523,03
◂ Hutchison 3 Indonesia : 227,4
◂ XL Axilata :
153,76
◂ Smartfren :10,24
◂ Total :3.069,23
Based on this result, Telkomsel is
oligopoly.
14
3. Company’s
Competitive
Advantage &
Business
Strategy
Competitor Analysis
STP and Marketing Mix (4P) of
Indosat Company
Segmenting
Geographic : all over Indonesia
Demographic : man and woman range
from 18 years old and
older
Psychographic : dynamic, innovative, and
have need of
communication
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STP OF TELKOMSEL
Targeting
Telkomsel targeting people who
need internet connectivity and
communication for daily
activities
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STP OF TELKOMSEL
Positioning
Becoming telecommunications
operator with the widest network
in Indonesia which aims to satisfy
the customers wherever they are.
19
MARKETING MIX OF
TELKOMSEL
Reference: http://bannism467.blogspot.co.id/2013/06/competitive-advantage-telkom.html
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Competitive
Advantage
22
Competitive
Advantage
23
Competitive Advantage
Reference: http://bannism467.blogspot.co.id/2013/06/competitive-advantage-telkom.html
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Competitive Advantage
Reference: http://bannism467.blogspot.co.id/2013/06/competitive-advantage-telkom.html
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Business Strategy
Operation Strategy
Finance Strategy ● Holding Mobile BTS that can
● Use of appropriate overcome the limitations of
Marketing Strategy technology for data permanent base stations
Improve customer experience network services ● BTS maintenance that has been
❖ Build strong and massive ● Market the product damaged either serious damage
collaboration with region by bundling with the or not
❖ Consistent with corporate ● Opening telkomsel service in new
company's
Brand places
communication
❖ Optimizing customer device
behaviour and profiling ● Increased sales of
Enhance customer awareness Human Resource
telkomsel services
❖ Attractive and bigger ● Development Strategy
● Increased sales of
reward to customer ● Employee satisfaction in
telkomsel services
❖ Enhance Telkomsel Point
company
Redemption
● Low turnover rate of
❖ Focus on TElkomsel TIering
❖ Improve Digital POIN employee
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4. Ansoff Matrix
Approach
Ansoff Matrix Reference
◂ Market Penetration: This strategy focuses on increasing
the volume of sales of existing products to the
organisation’s existing market. How can we defend our
market share? How can we grow our market?
◂ Product Development: This strategy focuses on
reaching the existing market with new products. How can
we expand our product portfolio by modifying or creating
products?
◂ Market Development: This strategy focuses on reaching
new markets with existing products in the portfolio.How
can we extend our market? Through new market sectors?
Through new geographical areas?
◂ Diversification: This strategy focuses on reaching new
markets with new products. Diversification can be either
related or unrelated. The organisation stays within a
market they have familiarity with. The organisation moves
into a market or industry they have no experience with.
This is considered a high risk strategy.
https://www.professionalacademy.com/blogs-and-advice/marketing-theories---explaining-the-ansoff-matrix- 28
Ansoff Matrix of Telkomsel
29
What We Are Thinking About Telkomsel’s Ansoff
Matrix
“
● Promo free 500Mb Internet Quota, for ● T-Pay : payment for all services
buying Internet Packet at more than Rp including BPJS, electricity bill,
150.000,00 transportation ticket, by using pulsa.
● Reward bonus for customers who used ● Big-T : big data of internet and call
Telkomsel more than 2 years by giving record in which could be saved in cloud
a chance to win ticket holiday to free for 1 TB.
Europe.
30
5. HRM
or HCM
HRM and HCM Reference
32
Choosing Between HRM or HCM (1)
Telkomsel Company
33
Choosing Between HRM or HCM (2)
Telkomsel Company
34
Based on the identification and analysis that has been done on the Telkomsel
company, it is known about the company profile, mission vision, and the products
and services offered by the company. In providing its services, Telkomsel
considers the markets and products they have in determining business strategy.
We have tried to analyze by using ansoff matrix for each combination option of
market and company product. In addition, we also try to determine that Telkomsel
is currently adopting HCM in view of its employees. The focus of this HCM is
innovation and can create value. Hence there are some of our statements that
corroborate companies adopting HCM as described in the previous section. The
determination of HRM and HCM is not merely better than others, but depends on
the company's market and business.
Conclusion of Section 1
35
Section 2
Competencies, Job
Description & Job Design
Table of Content of Section
2
Section 2 Competencies, Job Description & Job Design
1. Core Competence
1. Core Competence - Table
2. Core Competence Diagram
2. Telkomsel Employee Job Analysis and Evaluation
1. President Director
2. Senior Manager of Finance
3. Finance Accounting Supervisor
4. Finance Accounting Staff
5. Senior Manager of Marketing
6. Marketing Communication Supervisor
7. Marketing Communication Staff
8. Senior Manager of Human Resource Management
9. People Development
10. Training Staff
3. Working Condition Level Description
1. Working Condition Level
2. Level Description Table
4. Technical Know-How Level Description 37
1.Core
Competence
Core Competence - Table
The Telkomsel Way is about a belief system that will be continuously built and developed as
Telkomsel's corporate culture to deliver Telkomsel has always been a holder with competitive and sustainable
growth.
Corporate
No Definition Keywords Core Competition
Value
A belief in values embraced with thoughts and Honesty, Morality, SCF (Self Confidence)
1. Integrity
deeds Fairness & Ethics OC (Organizational Commitment)
Dedicating all the potential and capability to Completeness & ACH (Achievement Orientation)
2. Totality
realize the best Wholeness CO (Concern for quality and order)
A desire that creates a passion because of a Passion, Spirit & ACH (Achievement Orientation)
4. Enthusiasm
high expectation to be the best Eagerness TW (Teamwork and cooperation)
39
“
Explaining about Job description that exist in Telkomsel which fit with the organization structure. It helps the
company to measure the effectiveness in every division. Then to compare the level of core competence, functional,
technical, and working condition that must have by each level of the organization.
Job Title : President Director
Job Family : Board of Director
Top Management
Job Title : President Director
Job Family : Board of Director
Job Summary:
President director planning, organizing, actuating, controlling, evaluating, of all of the company's business strategies and
responsible in giving direction to all of employee where is the direction of the company mission and goal. Of course, President
director must setup the grand vision of the company for a company can run well. President Director maintain the expectation
of all board commissioner and the shareholder to give the maximum performance of the company.
1 Define the business concept and long-term vision There is vision statement of the company and business
concept that embodied in the organizational culture.
2 Formulate business strategy: develop overall mission There is mission statement, business strategy initiative
statement, evaluate strategic option to achieve objectives, document and list of company objectives.
select long-term business strategy
3 Create organizational design (structure, governance, etc) and ● There is a stable of organization structure of the
formulate business unit strategies Company
● Perform organization redesign workshop
● Establish role analysis and business unit strategy
4 Develop, evaluate, select and manage strategic initiatives There is an governance and procedure which manage of
strategic initiatives.
5 Maintain the communication and expectation of shareholder Meet the monthly report and meeting to the board of
and board of commissioner commissioner and also give the overall company
performance report to the shareholder
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Job Title : President Director
Job Family : Board of Director
1 Self Confidence (SCF) 6 Put in a very challenging situation. Take on a very challenging task.
3 Concern for Quality and Order (CO) 5 Monitor the data, find a weaknesses or lose data, and search for
information to maintain regularity and paying great attention to
increasing order in a system
4 Interpersonal Understanding (IU) 5 Able to understand the complex causes of deeds, patterns of habits and
occupational problems encountered.
5 Teamwork and Cooperation (TW) 7 Creating conflict to the team to increase braveness and teamwork.
6 Organizational Commitment (OC) 5 Making unpopular decisions for the benefit of the company is
controversial.
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Job Title : President Director
Job Family : Board of Director
1 Analytical Thinking (AT) 6 Makes very extremely complex plan or analysis. Excellent quality in analysis
2 Expertise (EXP) 8 Great leader and professional of the worker or leader in the Telco Industry and have long
experience in the business. Professional with master's degree of specialization. The main
outcome of a worker or technical leader's expertise is deemed authorized in the
technical field within an organization.
3 Flexibility (FLX) 6 Can take decisions appropriately in accordance with the conditions when they occur.
Make big and long-term changes to respond to changing situations.
4 Conceptual Thinking (CT) 6 Creates new concepts for complex issue. Can formulate useful explanations for complex
issues, situations, and opportunities.
5 Information Seeking (INFO) 7 Involve the other side. Involves people who should not normally be involved and ask
them to search for the necessary information.
6 Initiative (INT) 8 Take action for the next 5-10 years. Anticipate the situation 5-10 years ahead and act to
create opportunities and avoid problems.
7 Influencing others (RB) 8 Fostering intimate and personal friendships. Often host friends or consumers at home.
Establish a close relationship with them; or use this personal relationship to expand
business relationships.
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Job Title : President Director
Job Family : Board of Director
4 Impact and Influence (IMP) 8 Complex strategies in influencing other. Use complex
strategies that are customized in certain situations.
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Job Title : President Director
Job Family : Board of Director
Job Competency Profile: Technical Competence
No
Tech. Competence Level Short Description
.
1 Understanding How Extended Skill Having knowledge related to the budget planning and theory that underlies the business to generate
Budgets Affect Income corporate income because lead the company must generate profit as big as possible.
2 Good Writing and Seasoned, One of the hard skill that should be owned by a president director is the ability to write and convey ideas,
Speech Grammar Diverse or visions that are in his mind to his closest people (board of directors) solely for the good and progress of the
Specialized company he leads.
3 Marketing/Selling Extended Skill Knowledge marketing involves setting the company apart from competitors by becoming an expert in
Knowledge understanding perceived customer benefits. It also involves understanding the specific marketplace and the
trends that impact customers. While the sales capabilities need to be owned because the company must be
able to offer products / services that have been made to the customer and generate profits.
4 Understanding Of Extended Skill President director need to understand how to read, analyze, and maybe create financial statements so can
Financial Statements get a full and accurate understanding of the finances status of the company. Financial statements will tell how
much money there is, how much debt is owed, the income coming in each month, and the expenses going out
the door.
5 Experience in The Broad or A corporate leader must be a person who has sufficient experience and knowledge related to the business of
Industry Specialized the company being undertaken. This is to prevent confusion and disturb the direction of movement of all
Mastery people within the company. The longer the experience in the industry, it can be said the better the quality of
the leader. Experience says everything.
6 Technical Expertise Broad or Technical Expertise means having knowledge to a very high level about some technology. A president at least
Specialized has an ability in mastering a technology, especially Telkomsel is Telco Company that has the best
Mastery performance in Indonesia, therefore, a good President Director not only have the ability of soft skill and good
managerial, but also good technical expertise.
Source: http://www.business-standard.com/article/companies/statspeak-top-5-hard-and-soft-skills-required-in-ceos-117070300038_1.html 47
Job Title : President Director
Job Family : Board of Director
Job Prerequisite: Hard Competence -- Expertise
No Hard Competence
Level Short Description
. -- Expertise
48
Job Title : President Director
Job Family : Board of Director
1 Comfort Level Low The President Director will spend long hours sitting and using office equipment
and computers and get all facilities from the company that used for leader of
Telkomsel.
2 Accident Risk Low Jobs performed by the marketing director have a high risk because they are
associated with overall business process of the company, maintain the company
value and atmosphere, and maintain the expectation of shareholder.
3 Environmental Low The President Director is located in a busy office. The incumbent is faced with
Conditions constant interruption and must meet with others on a regular basis
4 Healthy Level Low They have a clean, neat and complete of facilities room & Free from exposure to
physical hazards, chemical hazards and biological hazards while doing work in the
work area, such as dust, temperature, pressure and radioactive materials to
improve performance.
49
Job Title : President Director
Job Family : Board of Director
Board of
Commissioner
President Director
Level 1; 7 direct subordinate
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Job Title : Senior Manager
Finance
Job Family : Finance
Departement : Finance
Department
Middle Management
Job Title : Senior Manager of Finance
Job Family : Finance
Departement : Finance Department
Job Summary:
Senior Manager Finance planning, organizing, actuating, controlling, evaluating all the financial aspect such as:
preparing budget; conducting financial analysis and preparing financial report; developing effective system of
accounting; managing payroll system and maintain accurate and current bylaw records in order to maximize
company profit. Finance SM Finance reports directly to finance director.
1 Perform planning and management accounting that include of develop ● Meet the report of budget planning, financial report.
and maintain budget, prepare financial forecast, perform cost ● Record the financial performance and cost management.
accounting and control, perform cost management, and evaluate and
manage financial performance.
2 Perform revenue accounting, general accounting and reporting, and ● Meet the report of accounting in general
manage fixed-asset project accounting. ● Implement accounting system
3 Process payroll that consists about report time, manage pay, process Meet the effective of payroll system and manage the payroll
taxes. process.
4 Process accounts payable and expense reimbursements Meet the effective and efficiency procedure of expense
reimbursement. Meet the acceptable time of reimbursements.
5 Manage treasury operations like treasury policies and procedures, Meet the treasury policies, procedures guidance and all of
cash, in-house bank accounts, debt and investment, and financial financial aspect about cash, bank accounts, debt & investment.
risks.
6 Manage internal controls, taxes, and international funds/consolidation Meet the expectation of BOD performance target with
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Job Title : Senior Manager of Finance
Job Family : Finance
Departement : Finance Department
Job Competency Profile: Core Competence
No. Core Competence Level Short Description
1 Self Confidence (SCF) 3 Positive thinking will be able to shape and strengthen the person's
personality and personality.
2 Achievement Orientation (ACH) 4 Setting a working target always improves over time by doing things
better, faster and improving the quality.
3 Concern for Quality and Order (CO) 5 Monitor the data, find a weaknesses or lose data, and search for
information to maintain regularity and paying great attention to
increasing order in a system
4 Interpersonal Understanding (IU) 5 Able to understand the complex causes of deeds, patterns of habits and
occupational problems encountered.
5 Teamwork and Cooperation (TW) 6 Building a team will create a sense of kinship to build the group's
performance in performing the work.
6 Organizational Commitment (OC) 3 Understand and support the mission and goals of the organization and
understand the need to work together to achieve greater results.
53
Job Title : Senior Manager of Finance
Job Family : Finance
Departement : Finance Department
Job Competency Profile: Functional Competence
1 Analytical Thinking (AT) 6 Makes extremely complex plan or analysis. Excellent quality in analysis
2 Expertise (EXP) 6 Professional of the worker or leader in the proper analysis of a financial problem. Can
monitoring and analyzing data, also has a passion in doing analysis and studies to be
able to contribute brilliant thoughts that benefit the company
3 Flexibility (FLX) 6 Can take decisions appropriately in accordance with the conditions when they occur
4 Conceptual Thinking (CT) 6 Creates new concepts for complex issue. Can formulate useful explanations for complex
issues, situations, and opportunities.
5 Information Seeking (INFO) 6 Using a self-planned system. Personally have planned systems or habits to collect
various types of information.
6 Customer Service Orientation 7 Uses a long term perspective. It may lead to costs, in order to foster this long-term
(CSO) relationship. Strive to meet long-term benefits for consumers.
7 Influencing others (RB) 6 Often creating activities to build relationship with friends or consumen outside working
area.
54
Job Title : Senior Manager of Finance
Job Family : Finance
Departement : Finance Department
Job Competency Profile: Managerial Competence
2 Team Leader (TL) 6 Make sure that other people follow mission, target,
agenda, and politic that will be developed, by giving
good example. Make sure the working condition is
effective and credible.
4 Impact and Influence (IMP) 4 Take into account the consequences of the actions or
words of others. Adapt the presentation or discussion
with the interes or level of others. Anticipate the
effects of an action or other detail on the person's
image of the speaker.
55
Job Title : Senior Manager of Finance
Job Family : Finance
Departement : Finance Department
1 Financial accounting skills including Broad or Specialized Able to produce financial accounts giving a true and fair view.
basic book-keeping Mastery
2 Management accounting and financial Broad or Specialized Able to analyse and interpret complex financial statements to identify trends
management skills Mastery and significant messages using ratios, percentages and comparative figures.
Able to contribute to the content of business plans covering several years and
to prepare the figures including cash flow statements and investment
proposals.
3 Written skills Diverse or Able to produce a written report giving a clear statement of a financial problem
Specialized and the recommended course of action.
4 Process analysis and project Diverse or Can create a flow chart of a complete system. Able to analyse critically
management skills Specialized identifying problems or inefficiencies and able to suggest changes for
improvement. Can lead a team using basic project management skills to solve
simple to moderate problems.
5 Presentation skills Extended skill Able to make a presentation about their section's work to any wider group
using effective presentation aids and dealing with questions raised. Ability to
present training sessions to finance and non-finance staff.
6 IT skills Elementary Able to apply advanced Word or Excel techniques to practical situations. Able
to create reports incorporating text/data and graphs. Able to manipulate data
files using sorting and filtering techniques.
56
Job Title : Senior Manager of Finance
Job Family : Finance
Departement : Finance Department
Job Prerequisite: Hard Competence -- Expertise
No Hard Competence
Level Short Description
. -- Expertise
1 Experience 7-10 years Has minimum 7 years experience in the field of finance
2 Education Min. S2 Master degree of finance subject in top business school university
57
Job Title : Senior Manager of Finance
Job Family : Finance
Departement : Finance Department
1 Comfort Level Low The Senior Manager of Finance will spend long hours sitting and using office
equipment and computers
2 Accident Risk Low Jobs performed by the general manager of finance have a high risk because they
are associated with payroll, taxes and investment
3 Environmental Low The Senior Manager of Finance is located in a busy office. The incumbent is faced
Conditions with constant interruption and must meet with others on a regular basis
4 Healthy Level Low They have a clean, neat and complete of facilities room & Free from exposure to
physical hazards, chemical hazards and biological hazards while doing work in the
work area, such as dust, temperature, pressure and radioactive materials to
improve performance.
58
Job Title : Senior Manager of Finance
Job Family : Finance
Departement : Finance Department
Based on the organizational structure, can be drawn in the diagram below that Senior
Manager Finance must report directly to the Finance Director and have 5 direct
subordinate. The position in organizational structure will drawn below.
Finance Director
Level 1; 1 direct subordinate; 5
indirect subordinate from
finance director
Senior Manager of
Finance
Level 2; 5 direct subordinate
Business Control Financial System Financial Accounting Corporate Finance Asset Management
59
Job Title : Finance Accounting Supervisor
Job Family : Finance
Departement : Finance Department
Lower Management
Job Title : Finance Accounting Supervisor
Job Family : Finance
Departement : Finance Department
Job Summary:
Financial Accounting supervisor organizing, actuating and evaluating all financial activities, the main task of this
position is to make arrangements, transactions, make financial report of the company.
The position of Financial Accounting supervisor must report to the position of Finance Director.
Able to understand the things that underlie a problem and Able to show
4 Interpersonal Understanding (IU) 4
a balanced view.
62
Job Title : Finance Accounting Supervisor
Job Family : Finance
Departement : Finance Department
Analyze the relationship between some parts of the problem and can solve the
1 Analytical Thinking (AT) 2
problem
3 Flexibility (FLX) 4 Can adapt to strategies and goals to do a job with certain circumstances
Can dig deeper into the information to the root of the problem with various
5 Information Seeking (INFO) 3
perspectives that exist
Building deals to foster and maintain social relationships to stay warm and
6 Influencing others (RB) 4
intimate
63
Job Title : Finance Accounting Supervisor
Job Family : Finance
Departement : Finance Department
Teaching and Coaching Provide information on how to do a job, and provide helpful
3 2
(DEV) advice for job completion.
64
Job Title : Finance Accounting Supervisor
Job Family : Finance
Departement : Finance Department
Job Competency Profile: Technical Competence
No. Tech. Competence Level Short Description
Financial accounting skills Intermediate A full understanding of accruals accounting and the impact of entries on profit
1
including basic book-keeping Skill and loss account, the balance sheet and the cash flow statement.
Analytical thinking about Intermediate Able to draw conclusions and assess impact from analysis and interpretation of
2
financial processes Skill financial data
Able to make a presentation about their section's work to any wider group
6 Presentation skills Elementary using effective presentation aids and dealing with questions raised. Ability to
present training
65
Job Title : Finance Accounting Supervisor
Job Family : Finance
Departement : Finance Department
No Hard Competence
Level Short Description
. -- Expertise
3 Certificate Excellence Must have a certified public accountant and certified management
accountant
66
Job Title : Finance Accounting Supervisor
Job Family : Finance
Departement : Finance Department
1 Comfort Level Low The Supervisor of Finance Accounting will spend long hours sitting and using
office equipment and computers
2 Accident Risk Low Jobs performed by the supervisor of finance accounting have a high risk because
they are associated with payroll, taxes and investment
3 Environmental Low The Supervisor of Finance Accounting is typical of most office environments with
Conditions telephones, personal interruption and background noises.
4 Healthy Level Low They have a clean, neat and complete of facilities room & Free from exposure to
physical hazards, chemical hazards and biological hazards while doing work in the
work area, such as dust, temperature, pressure and radioactive materials to
improve performance.
67
Job Title : Finance Accounting Supervisor
Job Family : Finance
Departement : Finance Department
Based on the organizational structure, can be drawn in the diagram below that Finance
Accounting Supervisor must report directly to the President Director and have 1 direct
subordinate. The position in organizational structure will drawn below.
Senior Manager of
Finance
Level 2; 5 direct subordinate
Financial
Accounting
Supervisor
Level 3; 1 direct subordinate
Financial Accounting
Staff
68
Job Title : Finance Accounting Staff
Job Family : Finance
Departement : Finance Department
Lower Management
Job Title : Finance Accounting Staff
Job Family : Finance
Departement : Finance Department
Job Summary:
Financial Accounting staff organizing and actuating all financial activities, the main task of this position is to make
arrangements, transactions, make financial report of the company.
The position of Financial Accounting Staff must report to the position of Finance Accounting Supervisor.
2 Develop periodic Financial Reporting and Monitoring ● Should be reviewed at least quarterly
● Should include a summary of all funding sources,
expenditures and reserves available for future
use
● Should include all outstanding commitments to
unit wide programs, individuals or capital
projects.
70
Job Title : Finance Accounting Staff
Job Family : Finance
Departement : Finance Department
1 Self Confidence (SCF) 4 Create a work plan that is clear, realistic and flexible & Evaluate the
results of the work
2 Achievement Orientation (ACH) 4 Setting a working target always improves over time by doing things
better, faster and improving the quality.
3 Concern for Quality and Order (CO) 5 Monitor the data then find the weaknesses or loss of data, and search
for information to maintain regularity, paying great attention to
increasing order in a system
4 Interpersonal Understanding (IU) 5 Being able to understand the complex causes of problems.
5 Teamwork and Cooperation (TW) 4 Dare to ask for opinions or ideas to decide or contribute
6 Organizational Commitment (OC) 3 Recognize the company's mission and goals, Involve every member to
define team goal, Create an atmosphere where every achievement is
recognized and appreciated.
71
Job Title : Finance Accounting Staff
Job Family : Finance
Departement : Finance Department
Job Competency Profile: Functional Competence
No. Soft Competence Level Short Description
1 Analytical Thinking (AT) 3 Analyze the relationship between all parts of the problem, Breaking things down
becomes systemically manageable and Realize the possible consequences of an
action.
2 Expertise (EXP) 3 By having extensive knowledge on the grounds to be able to complete a job
with the motivation to develop, use and disseminate the knowledge gained.
3 Flexibility (FLX) 2 Can apply the rules and procedures that exist in the company with flexible so
that work effectively and accept the situation in the organization at the
company
4 Conceptual Thinking (CT) 4 Have the ability to identify and create new concepts to solve complicated
problems that occur in the company to be quickly overcome
5 Information Seeking (INFO) 5 Conducting systematic efforts over a limited period of time to obtain the
required data.
6 Influencing others (RB) 2 Maintain employment relationships in matters relating to work and outside work
as well
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Job Title : Finance Accounting Staff
Job Family : Finance
Departement : Finance Department
2 Team Leader (TL) 0 Using complex strategies to improve team morale and
productivity and actions that enhance mutual
understanding are included in this scale.
3 Teaching and Coaching 0 Reassure and encourage to finish the job with
(DEV) confidence so that the job result is satisfactory
4 Impact and Influence (IMP) 0 Take one step to persuade. Do not take special
measures to adapt the level and interest of others.
Using direct appeal in a discussion or presentation.
73
Job Title : Finance Accounting Staff
Job Family : Finance
Departement : Finance Department
Job Competency Profile: Technical Competence
No. Tech. Competence Level Short Description
Analytical thinking about Intermediate Able to analyze basic financial data and reach reasonable
2
financial processes Skill conclusions.
Management accounting and Intermediate Able to identify an arithmetical mistake. Able to review a schedule
3
financial management skills Skill of financial data and to identify unusual items.
Able to break down a process and describe the tasks involved and
Process analysis and project
5 Elementary their relationship to each other. Can contribute to an improvement
management skills
project using experience and knowledge of financial processes
74
Job Title : Finance Accounting Staff
Job Family : Finance
Departement : Finance Department
Job Prerequisite: Hard Competence -- Expertise
No Hard Competence
Level Short Description
. -- Expertise
1 Experience 0-2 Minimum 2 years experience but fresh graduates are welcome
75
Job Title : Finance Accounting Staff
Job Family : Finance
Departement : Finance Department
1 Comfort Level Low The Staff of Finance Accounting will spend long hours sitting and using office
equipment and computers
2 Accident Risk Low Jobs performed by the staff of finance accounting have a high risk because they
are associated with payroll, taxes and investment
3 Environmental Low The Staff of Finance Accounting is located in a busy office. The incumbent is faced
Conditions with constant interruption and must meet with others on a regular basis
4 Healthy Level Low They have a clean, neat and complete of facilities room & Free from exposure to
physical hazards, chemical hazards and biological hazards while doing work in the
work area, such as dust, temperature, pressure and radioactive materials to
improve performance.
76
Job Title : Finance Accounting Staff
Job Family : Finance
Departement : Finance Department
Based on the organizational structure, can be drawn in the diagram below that Finance
Accounting Staff must report directly to the Financial Accounting Supervisor and have 1
direct subordinate. The position in organizational structure will drawn below.
Financial
Accounting
Supervisor
Level 3; 1 direct subordinate
Financial Accounting
Staff
77
Job Title : Senior Manager of
Marketing
Job Family : Marketing
Departement : Marketing
Department
Middle Management
Job Title : Senior Manager of Marketing
Job Family : Marketing
Departement : Marketing Department
Job Summary:
Senior Manager of Marketing planning, organizing, actuating, evaluating, of all of the company's marketing strategies and responsible in
development and also implementation of marketing communications both external and internal to achieve marketing strategy that suitable
with the company value and product and/or service value proposition. Reports directly to Marketing director.
1 Perform customer and market intelligence analysis like conduct ● Meet the report of analysis, market research that will be
customer & market research, identify and analyze market segment, done (marketing mix 4P and STP).
trends, competing organize/product, evaluate existing products/brands ● Doing the competitor analysis and meet the report for
and assess internal and external business environment. next movement of marketing strategy.
2 Evaluate and prioritize market opportunities: quantify market ● Meet the analysis report for quantify market
opportunities, determine target segment, prioritize and validate opportunities
opportunities. ● Meet the report of prioritizing opportunities
3 Develop marketing strategy: develop and validate value proposition Meet the effective and efficient marketing strategy that include
with target segments, develop new branding, define pricing strategy, of all aspect from value proposition, channel strategy until
define and manage channel strategy. pricing strategy.
4 Develop and manage marketing plans: establish goals, objectives, and ● Meet the marketing plans document
metric, establish marketing budgets, develop and manage media, ● Implement marketing strategy in business activity
pricing, packing strategy, and promotional activities, track customer ● Implement customer management measurement
management measure. system.
79
Job Title : Senior Manager of Marketing
Job Family : Marketing
Departement : Marketing Department
Job Competency Profile: Core Competence
No. Core Competence Level Short Description
1 Self Confidence (SCF) 6 Put in a very challenging situation. Take on a very challenging task.
2 Achievement Orientation 5 Trying to set challenging goals. Establish and take action to achieve challenging
(ACH) goals either by the standards of themself or by the standards of others.
3 Concern for Quality and 5 Monitor the data, find a weaknesses or lose data, and search for information to
Order (CO) maintain regularity and paying great attention to increasing order in a system
4 Interpersonal Understanding 5 Able to understand the complex causes of deeds, patterns of habits and
(IU) occupational problems encountered.
5 Teamwork and Cooperation 7 Creating conflict to the team to increase braveness and teamwork.
(TW)
6 Organizational Commitment 3 Understand and support the mission and goals of the organization and
(OC) understand the need to work together to achieve greater results.
80
Job Title : Senior Manager of Marketing
Job Family : Marketing
Departement : Marketing Department
Job Competency Profile: Functional Competence
1 Analytical Thinking (AT) 5 Makes extremely complex plan or analysis. Excellent quality in analysis
2 Expertise (EXP) 7 Professional of the worker or leader in the proper analysis of a marketing problem.
Professional with master's degree of specialization. The main outcome of a worker or
technical leader's expertise is deemed authorized in the technical field within an
organization.
3 Flexibility (FLX) 6 Can take decisions appropriately in accordance with the conditions when they occur.
Make big and long-term changes to respond to changing situations.
4 Conceptual Thinking (CT) 6 Creates new concepts for complex issue. Can formulate useful explanations for complex
issues, situations, and opportunities.
5 Information Seeking (INFO) 5 Conducting systematic efforts over a limited period of time, to obtain the necessary data
or feedback
6 Customer Service Orientation 7 Uses a long term perspective. It may lead to costs, in order to foster this long-term
(CSO) relationship. Strive to meet long-term benefits for consumers.
7 Influencing others (RB) 6 Often creating activities to build relationship with friends or consumen outside working
area.
81
Job Title : Senior Manager of Marketing
Job Family : Marketing
Departement : Marketing Department
Job Competency Profile: Managerial Competence
2 Team Leader (TL) 6 Make sure that other people follow mission, target,
agenda, and politic that will be developed, by giving
good example. Make sure the working condition is
effective and credible.
4 Impact and Influence (IMP) 4 Take into account the consequences of the actions or
words of others. Adapt the presentation or discussion
with the interes or level of others. Anticipate the
effects of an action or other detail on the person's
image of the speaker.
82
Job Title : Senior Manager of Marketing
Job Family : Marketing
Departement : Marketing Department
1 Writing Attitude Diverse or The natural ability to write with purpose. The ability to write a piece of content that can be
Specialized used in a marketing campaign.
2 Orientation to Data-Driven Extended The desire and ability to utilize data as a critical tool in decision-making in every project, every time.
Decision Making Skill
3 Propensity to Adopt Diverse or Marketers with this competency enjoy learning and working with technology. They find learning new
Technology Specialized applications easy and are curious about technology and what it provides.
4 Campaign Management Broad or The ability to identify, design and plan a campaign. The campaign might include different channels.
Skills Specialized Those will this skill have the ability to design the campaign tactics, and understand what their
Mastery marketing platform and technologies can do so they can advise stakeholders on what can and should
be done in a campaign.
5 Graphic and Web Design Intermediate A person with experience doing graphic design and understanding key elements such as contrast,
Creativity Skill scale, color, pacing and typography, and had some experience designing and coding websites. They
must understand graphic design elements but primarily have a keen feel for user experience and how
to ensure that the website is lending itself to achievement of marketing objectives.
6 Content, Digital and Social Broad or Understands what content marketing is all about and how a content marketing strategy is important to
Marketing Aptitude Specialized driving awareness and conversion, understand that there are many digital channels that can be used in
Mastery marketing campaigns, understand the social landscape and how social marketing can enhance
awareness and marketing lead generation campaigns.
Source: https://community.oracle.com/community/topliners/know-it/blog/2014/03/28/modern-marketing-skills-competencies-definitions 83
Job Title : Senior Manager of Marketing
Job Family : Marketing
Departement : Marketing Department
Job Prerequisite: Hard Competence -- Expertise
No Hard Competence
Level Short Description
. -- Expertise
1 Experience 7-10 years Has minimum 7 years experience in the field of marketing
2 Education Min. S2 Master degree of marketing subject in top business school university
84
Job Title : Senior Manager of Marketing
Job Family : Marketing
Departement : Marketing Department
1 Comfort Level Low The SM Marketing will spend long hours sitting and using office equipment and
computers
2 Accident Risk Low Jobs performed by the marketing director have a high risk because they are
associated with movement strategy of marketing, customer satisfaction, and high
target.
3 Environmental Low The SM Marketing is located in a busy office. The incumbent is faced with
Conditions constant interruption and must meet with others on a regular basis
4 Healthy Level Low They have a clean, neat and complete of facilities room & Free from exposure to
physical hazards, chemical hazards and biological hazards while doing work in the
work area, such as dust, temperature, pressure and radioactive materials to
improve performance.
5 Mental Demands Low The SM Marketing must meet several deadlines and will have to manage a
number of request, manage people, and situation at one time
85
Job Title : Senior Manager of Marketing
Job Family : Marketing
Departement : Marketing Department
Marketing Director
Level 1; 1 direct subordinate; 3
indirect subordinate from
marketing director
Senior Manager of
Marketing
Level 2; 3 direct subordinate
Source: https://sirfrancois.wordpress.com/2017/10/26/regulasi-pendirian-perusahaan-dan-informasi-pt-telkomsel/ 86
Job Title: Marketing Communication Supervisor
Job Family : Marketing
Departement : Marketing Department
Lower Management
Job Title : Marketing Communication Supervisor
Job Family : Marketing
Department : Marketing Department
Job Summary:
The work done by the marketing communication supervisor are planning, organizing, and actuating an implementation of
communications both external and internal to achieve marketing strategy that suitable with the company value and product
and/or service value proposition. Also controlling the staff.
1 Responsible for effective and creative promotions to increase sales ● Determine promotional strategies in distribution channels and
an effective geographical area for each brand
● Allocate budget retail, outlet & dealer promotion in every
regional and branch offices so as to determine the right and
efficient promotion strategy to win the market and increase
sales
2 Building corporate identity, and keeping every brand communication owned by ● Design a branding strategy for a company's product optimally
the company always reflects the image that has been built in corporate ● Develop strategies and techniques in cooperation with third
parties (EO and Agency) for successful promotion
3 Develop marketing strategy: develop and validate value proposition with target ● Doing the competitor analysis and meet the report for next
segments, develop new branding, define pricing strategy, define and manage movement of marketing strategy.
channel strategy. ● Meet the report of analysis, market research that will be done
(marketing mix 4P and STP).
4 Coordinate with other departments related to controlling, directing and ● Maintain good relationships with consumers both individuals
evaluating brand building programs through electronic and print media and companies
advertising campaign activities, in order to achieve the targets set by the ● Monitor marketing activity submissions and all retail, outlets,
company dealers or branches (Location, price, EO) and oversee the
execution
88
Job Title : Marketing Communication Supervisor
Job Family : Marketing
Department : Marketing Department
Job Competency Profile: Core Competence
No. Core Competence Level Short Description
1 Self Confidence (SCF) 5 Accepting challenges voluntarily. Feel happy with challenges, seek greater
responsibility.
2 Achievement Orientation 4 Continually trying to improve performance. Have policies in the work system, or
(ACH) in its own work habits to improve performance.
3 Concern for Quality and 4 Monitor the quality of other people's work by checking to make sure that the
Order (CO) applicable procedures are in place.
5 Teamwork and Cooperation 6 Create a friendly atmosphere, good morals, cooperation. Keeping the group alive.
(TW)
6 Organizational Commitment 4 Make self-sacrifice. Placing the interests of the organization above the
(OC) professional self-interest with the consideration of kinship.
89
Job Title : Marketing Communication Supervisor
Job Family : Marketing
Department : Marketing Department
Job Competency Profile: Functional Competence
No. Soft Competence Level Short Description
1 Analytical Thinking (AT) 5 Makes extremely complex plan or analysis. Excellent quality in analysis
2 Expertise (EXP) 5 Provide professional and management services such as design and implement a
formal program to create leadership and expert advice on other professionals
3 Flexibility (FLX) 5 Must be responsive in the face of competition and quickly coordinate with
related parties when a problem occurs.
4 Conceptual Thinking (CT) 5 Creating new concepts that are affected by change, such as changes in market
prices. Should be able to take the appropriate promotional strategy of the
various situations
5 Information Seeking (INFO) 3 Able to understand the products owned by the company and its uniqueness to
be easy to implement marketing strategy
6 Customer Service Orientation 6 Analyze consumer behavior, needs and preferences in order to adapt the right
(CSO) strategy
7 Influencing others (RB) 6 Maintain good relationships with consumers both individuals and companies
90
Job Title : Marketing Communication Supervisor
Job Family : Marketing
Department : Marketing Department
2 Team Leader (TL) 4 Tell others, ensure that all group members know the
required information.
4 Impact and Influence (IMP) 2 Do not take special measures to adapt the level and
interest of others. Using direct appeal in a discussion or
presentation
91
Job Title : Marketing Communication Supervisor
Job Family : Marketing
Department : Marketing Department
Job Competency Profile: Technical Competence
No. Tech. Competence Level Short Description
1 Understand the knowledge of Diverse or Specialized Extensive knowledge and skill gained through broad or deep experiences in a field
marketing (or fields) which requires a command of either involved, diverse practices and
precedents OR scientific theory and principles or both.
2 Following and implementing latest Diverse or Specialized They must understand graphic design elements but primarily have a keen feel for
communication technology user experience and how to ensure that the website is lending itself to achievement
developments. Propensity to Adopt of marketing objectives.
Technology
3 Mastering the macroeconomic scale Seasoned, Diverse or Have a special skills in reading the macroeconomic situation in order to be able to
Specialized make the necessary marketing strategy in accordance with the circumstances
5 Campaign Management Skills Extended Skill and/or The ability to identify, design and plan a campaign. The campaign might include
Knowledge different channels. Those will this skill have the ability to design the campaign
tactics, and understand what their marketing platform and technologies can do so
they can advise stakeholders on what can and should be done in a campaign.
6 Energetic, sociable as well as good Extended Skill and/or Extensive knowledge and skills gained through extensive or in-depth experience in
communication skills Knowledge the field. must be able to communicate well and can affect potential targets
92
Job Title : Marketing Communication Supervisor
Job Family : Marketing
Department : Marketing Department
No Hard Competence
Level Short Description
. -- Expertise
1 Experience 2-5 years Has minimum 3 years experience in marketing or related fields.
93
Job Title : Marketing Communication Supervisor
Job Family : Marketing
Department : Marketing Department
1 Comfort Level Low The supervisor of marketing communication will spend not only an hours sitting
and using office equipment and computers but also communicate with staff
2 Accident Risk Low Jobs performed by the marketing communication supervisor have a risk
because it should read the customer satisfaction, and high target with fast
changing conditions
3 Environmental Low The Marketing Communication supervisor will enjoy their working condition as
Conditions they work surrounding by other people and not only computer.
4 Healthy Level Low They have a clean, neat and complete of facilities room & Free from exposure
to physical hazards, chemical hazards and biological hazards while doing work
in the work area, such as dust, temperature, pressure and radioactive materials
to improve performance.
5 Mental Demands Low People Development get pressure from other employee to keep neutral and fair.
94
Job Title : Marketing Communication Supervisor
Job Family : Marketing
Department : Marketing Department
Based on the organizational structure, can be drawn in the diagram below that Marketing
Communication Supervisor must report directly to the Marketing Director and have 1
direct subordinate. The position in organizational structure will drawn below.
Senior Manager of
Marketing
Level 2; 3 direct subordinate
Marketing
Communication
Supervisor
Level 3; 1 direct subordinate
Marketing
Communication Staff
95
Job Title: Marketing Communication Staff
Job Family : Marketing
Departement : Marketing Department Staff
Job Title : Marketing Communication Staff
Job Family : Marketing
Department : Marketing Department
Job Summary:
The work done by the marketing communication staff are organizing and actuating an implementation of communications both
external and internal to achieve marketing strategy that suitable with the company value and product and/or service value
proposition.
1 Work to find out how to deliver promotions to the intended ● Seeing an appropriate media to be used for
target promotion
● See who the audience is
● Find out more about the areas of marketable
products and where promotions will be made
2 Develop marketing strategy: develop and validate value ● Doing the competitor analysis and meet the report
proposition with target segments, develop new branding, for next movement of marketing strategy.
define pricing strategy, define and manage channel strategy. ● Meet the report of analysis, market research that
will be done (marketing mix 4P and STP).
● Monitoring digital traffic
97
Job Title : Marketing Communication Staff
Job Family : Marketing
Department : Marketing Department
1 Self Confidence (SCF) 5 Should have a neat work schedule and obey to the time limit set.
2 Achievement Orientation (ACH) 4 Setting a working target always improves over time by doing things
better, faster and improving the quality.
3 Concern for Quality and Order (CO) 3 Checking the work itself, whether it is appropriate procedures or not.
Checks twice the accuracy of the information or the work itself
4 Interpersonal Understanding (IU) 4 Able to understand the things that underlie a problem, the reasons
underlying the emergence of feelings, actions, or caring someone.
5 Teamwork and Cooperation (TW) 4 Dare to ask for opinions or ideas to decide or contribute. Want to learn
from others, and involve others to make decisions
6 Organizational Commitment (OC) 3 Understand and support the mission and goals of the organization.
Aligning personal needs with organizational needs, understanding the
need to work together to achieve greater results.
98
Job Title : Marketing Communication Staff
Job Family : Marketing
Department : Marketing Department
Job Competency Profile: Functional Competence
No. Soft Competence Level Short Description
1 Analytical Thinking (AT) 2 Analyze the relationship between some parts of the problem. Make a simple
causal relationship or a pro-cons decision. Make priority tasks based on level of
importance.
2 Expertise (EXP) 3 Meet the requirements. Has a variety of tasks that require planning and
arrangement
3 Flexibility (FLX) 3 Adapt tactics to the response of others. Change the behavior or approach
according to the situation.
4 Conceptual Thinking (CT) 4 Simplify the complexity. Bring together ideas, issues, and observations into a
single concept or clear outcome. Identify key issues in complex situations
5 Information Seeking (INFO) 2 Do a personal investigation. Move on your own to see something unknown.
Asking people who are closest to a problem that is usually ignored by others.
6 Customer Service Orientation 6 Analyze consumer behavior, needs and preferences in order to adapt the right
(CSO) strategy
7 Influencing others (RB) 4 Building deals. Often organize informal or casual contacts in a work environment
with friends, as well as with consumers.
99
Job Title : Marketing Communication Staff
Job Family : Marketing
Department : Marketing Department
2 Team Leader (TL) 4 Using complex strategies to improve team morale and
productivity and actions that enhance mutual
understanding are included in this scale.
4 Impact and Influence (IMP) 2 Take one step to persuade. Do not take special
measures to adapt the level and interest of others.
Using direct appeal in a discussion or presentation.
100
Job Title : Marketing Communication Staff
Job Family : Marketing
Department : Marketing Department
Job Competency Profile: Technical Competence
No
Tech. Competence Level Short Description
.
1 Understand the Intermediate Experienced in applying methods or procedures, which are generally well defined and
knowledge of Skill and/or straightforward, but with occasional deviations. Skills in the use of special equipment
marketing Knowledge may be required.
2 Following and Extended Skill Capable of carrying out uninvolved, standard procedures and/or using equipment or
implementing latest and/or machines which are simple to operate.
communication Knowledge
technology
developments
3 Mastering the Extended Skill Requires special skills in reading the macroeconomic situation in order to be able to
macroeconomic scale and/or make the necessary marketing strategy in accordance with the circumstances
Knowledge
4 Knowing your Diverse or Good understanding and skills in activities involving practices and precedents or a
customers Specialized basic understanding of knowing potential customer
5 Energetic, sociable as Seasoned, Extensive knowledge and skills gained through extensive or in-depth experience in the
well as good Diverse or field. must be able to communicate well and can affect potential targets
communication skills Specialized
101
Job Title : Marketing Communication Staff
Job Family : Marketing
Department : Marketing Department
No Hard Competence
Level Short Description
. -- Expertise
1 Experience 0-2 years Minimum 1 years experience but fresh graduates are welcome
102
Job Title : Marketing Communication Staff
Job Family : Marketing
Department : Marketing Department
1 Comfort Level Low Marketing communication staff will spend time to communicate with other
employees and discussing with team to find the best strategies based on result
of discussion.
2 Accident Risk Low They work related to people so they do not get any risk that really matters
except unsatisfied employees.
3 Environmental Low The Marketing Communication staff will enjoy their working condition as they
Conditions work surrounding by other people and not only computer.
4 Healthy Level Low They have a clean, neat and complete of facilities room & Free from exposure to
physical hazards, chemical hazards and biological hazards while doing work in
the work area, such as dust, temperature, pressure and radioactive materials to
improve performance.
5 Mental Demands Low Training Staff only focus on developing staff capabilities.
103
Job Title : Marketing Communication Staff
Job Family : Marketing
Department : Marketing Department
Based on the organizational structure, can be drawn in the diagram below that Marketing
Communication Staff must report directly to the Marketing Communication Supervisor and
have 1 direct subordinate, trainee. The position in organizational structure will drawn
below.
Marketing
Communication
Supervisor
Level 3; 1 direct subordinate
Marketing
Communication
Staff
Level 4; 1 direct subordinate
Trainee
104
Job Title : Senior Manager of Human Capital
Management
Job Family : Human Capital
Department : Human Capital Department
Middle Management
Job Title : Senior Manager of Human Capital Management
Job Family : Human Capital
Department : Human Capital Department
Job Summary:
Senior Manager of HCM planning, organizing, actuating, controlling, evaluating all the development aspect that
associated with people and especially the company employee (develop and manage human capital) to achieve best
talent with desired competencies in every job description in the company. SM HCM reports directly to HCM director.
1 Develop and manage human resource like make planning, resource Meet the planning document about resource strategy and
strategy and policies. policies.
2 Recruit, source, and select employee, manage pre-placement, manage ● Doing the recruitment process that according to the
new hire/rehire, and track candidates. plan.
● Record the performance of candidate and track it
3 Develop and counsel employee: manage employee orientation, Develop program about employee counsel which take care about
employee performance, relation, development, and training employee orientation, performance and training.
employees.
4 Reward and retain employees: develop and manage reward, Implement the reward or commision system/program from
recognition, motivation program. performance data track of employee.
5 Redeploy and retire employees: manage promotion, demotion process, Can find the right policies and procedure to manage promotion,
separation, retirement, reduction, expatriates. retirement, and expatriates.
6 Manage employee information: reporting process, inquiry process, Implement human resource information system to manage
manage employee data, create and manage human resource employee data and metrics.
information system (HRIS), employee metrics, and communication. 106
Job Title : Senior Manager of Human Capital Management
Job Family : Human Capital
Department : Human Capital Department
Job Competency Profile: Core Competence
No. Core Competence Level Short Description
1 Self Confidence (SCF) 4 Giving good claim to self. Placing itself clearly in conflict, supported by verbal
expressions and confidence.
2 Achievement Orientation 4 Setting a working target always improves over time by doing things better, faster
(ACH) and improving the quality.
3 Concern for Quality and 6 Develop a system (HRIS, performance record system). Develop and use systems
Order (CO) to organize and maintain the ability to track any information.
4 Interpersonal Understanding 5 Able to understand the complex causes of deeds, patterns of habits and
(IU) occupational problems encountered.
5 Teamwork and Cooperation 6 Building a team will create a sense of kinship to build the group's performance in
(TW) performing the work.
6 Organizational Commitment 3 Understand and support the mission and goals of the organization and
(OC) understand the need to work together to achieve greater results.
107
Job Title : Senior Manager of Human Capital Management
Job Family : Human Capital
Department : Human Capital Department
Job Competency Profile: Functional Competence
1 Analytical Thinking (AT) 5 Makes extremely complex plan or analysis. Excellent quality in analysis
2 Expertise (EXP) 7 Professional of the worker or leader in the proper analysis of a marketing problem.
Professional with master's degree of specialization. The main outcome of a worker or
technical leader's expertise is deemed authorized in the technical field within an
organization.
3 Flexibility (FLX) 6 Can take decisions appropriately in accordance with the conditions when they occur.
Make big and long-term changes to respond to changing situations.
4 Conceptual Thinking (CT) 6 Creates new concepts for complex issue. Can formulate useful explanations for complex
issues, situations, and opportunities.
5 Information Seeking (INFO) 6 Using a self-planned system. Personally have planned systems or habits to collect
various types of information,
6 Initiative (INT) 6 Take action for the next 1-2 years. Anticipate the situation 1-2 years ahead and act to
create opportunities and avoid problems.
7 Influencing others (RB) 7 Conducting contacts involving the family. Sometimes bringing friends or customers home
or visiting their homes.
108
Job Title : Senior Manager of Human Capital Management
Job Family : Human Capital
Department : Human Capital Department
Job Competency Profile: Managerial Competence
2 Team Leader (TL) 6 Make sure that other people follow mission, target,
agenda, and politic that will be developed, by giving
good example. Make sure the working condition is
effective and credible.
4 Impact and Influence (IMP) 4 Take into account the consequences of the actions or
words of others. Adapt the presentation or discussion
with the interes or level of others. Anticipate the
effects of an action or other detail on the person's
image of the speaker.
109
Job Title : Senior Manager of Human Capital Management
Job Family : Human Capital
Department : Human Capital Department
1 Knowledge about Human Broad or Has a basic knowledge of Human Capital practices and procedures and can applies
Capital and its practice Specialized innovative strategies on HC issues; identifies and recommends solutions to various
Mastery personnel.
2 Presentation skills Extended Able to make a presentation about their section's work to any wider group using effective presentation
skill aids and dealing with questions raised. Ability to present training sessions to all of employee
development program.
3 Human Capital Planning Broad or Develops complex HC plans that take into consideration and capitalize on resourcing, staffing and/or
Capability Specialized performance management, etc.
Mastery
4 Performance Management Diverse or Develops and implements strategies that optimize individual performance within the organization.
Specialized Establishes means of measuring performance and objectives.
5 Personal and Diverse or Continuously strives to learn/ assimilate/ integrate new ideas and information. Identifies new technical
Organizational Capability Specialized and/or business capabilities needed to improve organizational performance and efficiency.
6 Communicate and Listen Seasoned, Effectively present and receive information and concepts, in both written and oral formats. Actively
Diverse or listen to ensure understanding. Makes clear, concise and convincing oral presentations to individuals or
Specialized groups.
110
Job Title : Senior Manager of Human Capital Management
Job Family : Human Capital
Department : Human Capital Department
Job Prerequisite: Hard Competence -- Expertise
No Hard Competence
Level Short Description
. -- Expertise
1 Experience 7-10 years Has minimum 7 years experience in the field of human
resource/human capital development
2 Education Min. S2 Master degree of HC/ HR subject in top business school university
111
Job Title : Senior Manager of Human Capital Management
Job Family : Human Capital
Department : Human Capital Department
1 Comfort Level Low The SM HCM will spend long hours sitting and using office equipment and
computers
2 Accident Risk Low Jobs performed by the SM HCM have a high risk because they are associated with
employee development, talent management, HC service and strategy .
3 Environmental Low The SM HCM is located in a busy office. The incumbent is faced with constant
Conditions interruption and must meet with others on a regular basis
4 Healthy Level Low They have a clean, neat and complete of facilities room & Free from exposure to
physical hazards, chemical hazards and biological hazards while doing work in the
work area, such as dust, temperature, pressure and radioactive materials to
improve performance.
5 Mental Demands Low The SM HCM must meet several deadlines and will have to manage a number of
request, manage people, strategy of developing other, and dynamic situation at
one time
112
Job Title : Senior Manager of Human Capital Management
Job Family : Human Capital
Department : Human Capital Department
HCM Director
Level 1; 1 direct subordinate; 3
indirect subordinate from
HCM director
Senior Manager of
HCM
Level 2; 3 direct subordinate
1 Coordinating and organizing Human Capital including Get satisfaction from employee but also meet the goals of
promotion, mutation, rotation to fulfil the needs of workers company.
and optimization human capital.
2 Manage potency and competence of human capital of the Maximization of employees capacities.
company.
3 Manage and coordinate design, assessment, delivery, and The process match with company’s goal.
analysis of developing employee competence.
4 Manage and control training program for workers. There are differences of employees capacities before and
after training that should be improved.
5 Coordinate staffing process including outsourcing. Get employees that meet company’s requirements.
6 Coordinate discipline, reward and recognition for workers. Employees satisfied with the discipline, reward and
recognition.
115
Job Title : People Development Supervisor
Job Family : Human Capital
Department : Human Capital Department
Job Competency Profile: Core Competence
No. Core Competence Level Short Description
1 Self Confidence (SCF) 4 Giving good claim to self. Placing itself clearly in conflict, supported by verbal
expressions and confidence.
2 Achievement Orientation (ACH) 4 Setting a working target always improves over time by doing things better,
faster and improving the quality.
3 Concern for Quality and Order (CO) 6 Develop a system (HRIS, performance record system). Develop and use
systems to organize and maintain the ability to track any information.
4 Interpersonal Understanding (IU) 5 Able to understand the complex causes of deeds, patterns of habits and
occupational problems encountered.
6 Organizational Commitment (OC) 3 Understand and support the mission and goals of the organization and
understand the need to work together to achieve greater results.
116
Job Title : People Development Supervisor
Job Family : Human Capital
Department : Human Capital Department
Job Competency Profile: Functional Competence
1 Analytical Thinking (AT) 4 Make complex analysis with systematic problem solution.
2 Flexibility (FLX) 5 Create organizational adaptation, create small change as a response the
need of change and situation.
3 Conceptual Thinking (CT) 2 Pattern awareness. Observe the relationship of data and differences with
the real situation.
5 Initiative (INT) 6 Take action for the next 1-2 years. Anticipate the situation 1-2 years
ahead and act to create opportunities and avoid problems.
117
Job Title : People Development Supervisor
Job Family : Human Capital
Department : Human Capital Department
Job Competency Profile: Managerial Competence
118
Job Title : People Development Supervisor
Job Family : Human Capital
Department : Human Capital Department
1 Knowledge about Human Capital Diverse or Understanding and have skill in several activities which involve how to manage people and
and its practice Specialized organization or at least basic understanding of the theory and principles about people
development.
2 Presentation skills Intermediate Know the basic understanding about people development, present and convincing other to
Skill and/or understand the information.
Knowledge
3 Human Capital Planning Capability Seasoned, Have extensive knowledge and about people development including : recruitment, training, and
Diverse or reward that already gained from diverse practices,
Specialized
4 Performance Management Diverse or Develops and implements planning of people management that optimize individual and team
Specialized performance within the organization.
5 Personal and Organizational Diverse or Understand how to increase and manage employees capability to their maximum.
Capability Specialized
6 Communicate and Listen Diverse or Makes clear, concise and convincing oral presentations to individuals or groups so that they could
Specialized understand the HC strategies that will be implemented.
119
Job Title : People Development Supervisor
Job Family : Human Capital
Department : Human Capital Department
No Hard Competence
Level Short Description
. -- Expertise
1 Experience 2-5 years Has maximum 5 years experience in the field of human resource/human capital
development
2 Education Min. S1 Undergraduate degree of HC/ HR subject in top business school university or
psychology from top university in Indonesia or other country.
3 Certificate Excellence Hold certificate from getting training about people development.
120
Job Title : People Development Supervisor
Job Family : Human Capital
Department : Human Capital Department
Job Prerequisite : Working Condition
No. Item Level Short Description
1 Comfort Level Low People Development will spend time to communicate with other employees and
discussing with team to develop training.
2 Accident Risk Low They work related to people so they do not get any risk that really matters except
unsatisfied employees.
3 Environmental Low People development will enjoy their working condition as they work surrounding
Conditions by other people and not only computer.
4 Healthy Level Low They have a clean, neat and complete of facilities room & Free from exposure to
physical hazards, chemical hazards and biological hazards while doing work in the
work area, such as dust, temperature, pressure and radioactive materials to
improve performance.
5 Mental Demands Low People Development get pressure from other employee to keep neutral and fair.
121
Job Title : People Development Supervisor
Job Family : Human Capital
Department : Human Capital Department
1 Mapping out training plans and schedules, designing and Report about training and schedules that should be approved by
developing training programs (outsourcing or in-house), People Development Manager
2 Choosing appropriate training methods per case (virtual, A complete case data that could be practicable and could be use for
simulated, mentoring, on job training, professional one or more period.
development classes, etc.
3 Market available training to employees and provide Have list of training information that can be account for.
necessary information about sessions
4 Conduct organization-wide training needs assessment and Have data about skill and assessment that come from expertise
identify skills or knowledge gaps that need to be addressed trainer.
5 Use known education principles and stay up-to-date on new Report on new training method and techniques
training methods and techniques
6 Design, prepare and order educational aids and materials Report on new training method and materials.
124
Job Title : Training Staff
Job Family : Human Capital
Department : Human Capital Department
Job Summary:
Training Staff need to planning, organizing, actuating, controlling, evaluating all aspect that associated with
employees especially to formulate option to find best talent with desired competencies in every job description in
the company.
No Task and Responsibility Performance Indicator
7 Assess instructional effectiveness and determine the impact of Report on assessment of employees skill.
training on employee skill
8 Gather feedback from trainers and trainees after educational Report from trainees and trainers.
session
9 Partner with internal stakeholders and liaise with experts Have good relationship with expertise and internal stakeholder to
regarding instructional design develop training.
10 Maintain updated curriculum database and training record Have record on training activities.
11 Host train-on-trainer sessions for internal subject matter experts Have successful training session that all employees could understand the
materials.
12 Manage and maintain in – house training facilities and equipment Keep facilities and equipment in good conditions.
13 Research and recommend new training methods, like Have data research about creative training methods.
gamification.
125
Job Title : Training Staff
Job Family : Human Capital
Department : Human Capital Department
Job Competency Profile: Core Competence
No. Core Competence Level Short Description
2 Achievement Orientation 4 Setting a working target always improves over time by doing things better,
(ACH) faster and improving the quality.
6 Organizational Commitment 3 Understand and support the mission and goals of the organization and
(OC) understand the need to work together to achieve greater results.
126
Job Title : Training Staff
Job Family : Human Capital
Department : Human Capital Department
Job Competency Profile: Functional Competence
No. Soft Competence Level Short Description
1 Analytical Thinking (AT) 4 Make complex analysis with systematic problem solution.
2 Flexibility (FLX) 4 Adapt to strategy and their own goals in every situation.
3 Conceptual Thinking (CT) 2 Pattern awareness. Observe the relationship of data and differences with
the real situation.
5 Initiative (INT) 5 Take action for the next 3-12 months. Anticipate the situation ahead and
act to create opportunities and avoid problems.
6 Customer Satisfaction 4 Make themself always ready to act and service to others.
(CSO)
127
Job Title : Training Staff
Job Family : Human Capital
Department : Human Capital Department
Job Competency Profile: Managerial Competence
2 Impact and influence (IMP) 4 Calculate every activity and other people words.
128
Job Title : Training Staff
Job Family : Human Capital
Department : Human Capital Department
1 Knowledge about Human Extended Understanding and have skill in several activities which involve how to manage and train people or at
Capital and its practice Skill least basic understanding of the theory and principles about training system.
2 Presentation skills Extended Know the basic understanding about training, how to present and convincing other to understand the
Skill information.
3 Human Capital Planning Extended Have extensive knowledge and about training practices and have good relationship with expertise trainer.
Capability Skill
4 Performance Management Extended Develops and implements planning of training that could optimize individual and team performance
Skill within the organization.
5 Personal and Organizational Extended Understand how to increase and manage employees capability to their maximum.
Capability Skill
6 Communicate and Listen Extended Makes clear, concise and convincing oral presentations to individuals or groups so that they could
Skill understand gompany’s goal and wanted to improve their skill..
129
Job Title : Training Staff
Job Family : Human Capital
Department : Human Capital Department
Hard Competence
No. Level Short Description
-- Expertise
1 Experience 0 - 2 years Fresh graduates or has maximum 2 years of experience in the field of human
resource/human capital development
2 Education Min. S1 Undergraduate degree of HC/ HR subject in top business school university or
psychology from top university in Indonesia.
130
Job Title : Training Staff
Job Family : Human Capital
Department : Human Capital Department
Job Prerequisite : Working Condition
No. Item Level Short Description
1 Comfort Level Low Training Staff will spend time to communicate with other employees and
discussing with team to develop training.
2 Accident Risk Low They work related to people so they do not get any risk that really matters except
unsatisfied employees.
3 Environmental Low Training Staff will enjoy their working condition as they work surrounding by other
Conditions people and not only computer.
4 Healthy Level Low They have a clean, neat and complete of facilities room & Free from exposure to
physical hazards, chemical hazards and biological hazards while doing work in the
work area, such as dust, temperature, pressure and radioactive materials to
improve performance.
5 Mental Demands Low Training Staff only focus on developing employees capabilities.
131
Job Title : Training Staff
Job Family : Human Capital
Department : Human Capital Department
Accident Risk
Interact with pit traffic, working with high potential risk (working near water,
working near blasting, working at high, working in high voltage area, working at
confined space, working near loosen digging face, operate mobile equipment and
so on).
Environmental Conditions
The nature of adverse environmental conditions affecting the incumbent.
Healthy Level
Possibility of heath damaging when exposure by physical hazards , chemical
hazards and dangers of biology hazard when doing job in the working area, such
as dust, temperature, pressure, weather, germs, viruses, radioactive material,
and “limbah B3”.
Mental Demands
Conditions that may lead to mental or emotional fatigue.
134
Level Comfort Level Accident Risk Environmental Conditions Healthy Level
135
4. Technical Know-How
Level Description
Let’s start with definition level of
technical competencies by Hay
Method.
Level Explanation
A. Basic Work of this kind is extremely simple, short cycle in nature, and typically involves manual effort. Familiarity with simple work routines;
work indoctrination.
B. Elementary Capable of carrying out uninvolved, standard procedures AND/OR using equipment or machines which are simple to operate.
C. Intermediate Skill and/or Experienced in applying methods or procedures, which generally are well defined and straightforward, but with occasional deviations.
Knowledge Skill in the use of specialized equipment may be needed.
D. Extended Skill and/or Accomplished in implementing practical procedures or systems, which are moderately complex AND/OR specialized skills, which
Knowledge require some technical knowledge (usually non-theoretical) to apply.
E. Diverse or Specialized A sound understanding of and skill in several activities which involve a variety of practices and precedents OR a basic understanding of
the theory and principles in a scientific or similar discipline.
F. Seasoned, Diverse or Extensive knowledge and skill gained through broad or deep experiences in a field (or fields) which requires a command of EITHER
Specialized involved, diverse practices and precedents OR scientific theory and principles OR both.
G. Broad or Specialized Mastery of theories, principles, and complex techniques OR the diverse, cumulative equivalent gained through broad seasoning
Mastery AND/OR special development.
137
Section 3
Job Value and Job
Worth
Table of Content of Section
3
Section 3 Job Value and Job Worth:
1. Job Analysis Process - Compensation Structure Diagram
2. Core Competence Diagram
3. Factor & Sub Factor (Compensable Factor)
1. Factor & Sub Factor List
2. Level Definition for Factor and Sub-Factor
4. Compensable Factor Calculation
1. Weightening of Compensable Factor
2. AHP for each Compensable Factor (Factor, Sub Factor)
3. Determining Maximum Job Value
4. Calculating Score in Highest Level
5. Calculating Score in Lowest Level
6. Interpolate Method to Calculate Score in All Level
5. Job Value of All Job Description
1. Calculation Job Value for every job position
2. Total Table for Each Job Description
6. Job Worth Section
1. Process Diagram to Get Job Worth
2. Survey/Benchmark Data of Job Value
3. Calculation of The Job Worth to Get Desired Setting
4. Calculation Job Worth using Certain Setting
5. Summary Salary Analysis & Decision
139
Job Analysis Process - Compensation Structure
Diagram
140
“
Concern for Quality and Order (CO) Flexibility (FLX) Factor Sub-Factor
Core
Competence
Interpersonal Understanding (IU) Conceptual Thinking (CT) Comfort Level
Functional
Teamwork and Cooperation (TW) Competence Information Seeking (INFO) Accident Risk
Working
Condition
Environment Conditions
Organizational Commitment (OC) Initiative (INT)
Healthy Level
Influencing Others (RB)
143
Level Definition for Expertise
Technical Know How & Working
Condition
144
Weight for each factor & sub-factor
This is a diagram that show weight for all compensable factor that have been calculated below.
145
Analytical Hierarchy Process - Step, Process, and Screenshoot
(1)
Analytical Hierarchy Process used for determined the weight for every compensable factor (factor and sub-factor). Below
is the decision matrix and calculation that we have done.
Core Competence > Technical Competence > Functional Competence > Managerial Competence > Working
Condition
“ > “ symbol indicate that indicates that these factors are more important than others
146
Analytical Hierarchy Process - Step, Process, and Screenshoot
(2)
This is the screenshot for consistency check and weighting percentage from the decision matrix above.
147
AHP for Core Competence Sub Factor (1)
Analytical Hierarchy Process used for determined the weight for core competence sub factor. Below is the decision matrix
and calculation that we have done.
Self Confidence (SCF) > Achievement Orientation (ACH) > Concern for Quality and Order (CO) > Interpersonal
Understanding (IU) > Teamwork and Cooperation (TW) > Organizational Commitment (OC)
“ > “ symbol indicate that indicates that these factors are more important than others
148
AHP for Core Competence Sub Factor (2)
This is the screenshot for consistency check and weighting percentage from the decision matrix above.
149
AHP for Functional Competence Sub Factor (1)
Analytical Hierarchy Process used for determined the weight for functional competence sub factor. Below is the decision
matrix and calculation that we have done.
Expertise (EXP) > Analytical Thinking (AT) > Conceptual Thinking (CT) > Initiative (INT) > Customer Service
Orientation (CSO) > Influencing Others (RB) > Information Seeking (INFO) > Flexibility (FLX)
“ > “ symbol indicate that indicates that these factors are more important than others
150
AHP for Functional Competence Sub Factor (2)
This is the screenshot for consistency check and weighting percentage from the decision matrix above.
151
AHP for Managerial Competence Sub Factor (1)
Analytical Hierarchy Process used for determined the weight for managerial competence sub factor. Below is the decision
matrix and calculation that we have done.
Team Leader (TL) > Teaching and Coaching (DEV) > Impact and Influence (IMP) > Directiveness (DIR)
“ > “ symbol indicate that indicates that these factors are more important than others
152
AHP for Managerial Competence Sub Factor (2)
This is the screenshot for consistency check and weighting percentage from the decision matrix above.
153
AHP for Expertise Sub Sub Factor (1)
Analytical Hierarchy Process used for determined the weight for expertise sub sub factor. Below is the decision matrix
and calculation that we have done.
154
AHP for Expertise Sub Sub Factor (2)
This is the screenshot for consistency check and weighting percentage from the decision matrix above.
155
AHP for Technical Competence Sub Factor (1)
Analytical Hierarchy Process used for determined the weight for technical competence sub factor. Below is the decision
matrix and calculation that we have done.
156
AHP for Technical Competence Sub Factor (2)
This is the screenshot for consistency check and weighting percentage from the decision matrix above.
157
AHP for Working Condition Sub Factor (1)
Analytical Hierarchy Process used for determined the weight for working condition sub factor. Below is the decision
matrix and calculation that we have done.
Environmental Conditions > Accident Risk > Comfort Level > Healthy Level
“ > “ symbol indicate that indicates that these factors are more important than others
158
AHP for Working Condition Sub Factor (2)
This is the screenshot for consistency check and weighting percentage from the decision matrix above.
159
Determining Maximum Job
Value
Based on the best practice available, it was
decided that the maximum job value we took was
100,000. Later this will be used further to
calculate the weight and job value determination
of each job description.
The reason for taking max job value 100,000
because we think the salary ratio for job
description of the lowest and highest level in the
Telkomsel Company has a ratio of 1:15. Thus, the
determination of 100.00 is appropriate to meet
that range.
Further calculations related to the score and
determination of the highest and lowest values are
done in the explanation below. 160
Calculate Score in Highest Level for each Compensable Factor
We calculate the highest level from multiplication between overall percentage of each factor and maximum job value.
161
Determine Score in Lowest Level for each Compensable
Factor
We calculate the lowest level from ratio 1:15, so the value of highest level divided by 15.
162
Interpolate Method to Calculate Score
We calculate the value others level using interpolate method by get the median value using formula: (Max Value - Min
Value)/(∆ of maximum and minimum level).
163
Calculating Job Value
for All Job Description
Job Title : President Director
Job Family : Board of Director
Top Management
Job Title : President Director
Job Family : Board of Director
168
Job Title : Senior Manager of Finance
Job Family : Finance
Departement : Finance Department
Job Competency Profile: Functional Competence
No. Functional Competence Level Value
8 Initiative (INT) 0 0
170
Job Title : Senior Manager of Finance
Job Family : Finance
Departement : Finance Department
171
Job Title : Senior Manager of Finance
Job Family : Finance
Departement : Finance Department
Job Prerequisite: Hard Competence -- Expertise
172
Job Title : Senior Manager of Finance
Job Family : Finance
Departement : Finance Department
173
Job Title : Senior Manager of Finance
Job Family : Finance
Departement : Finance Department
5 Expertise 10.758
174
Job Title : Finance Accounting
Supervisor
Job Family : Finance
Departement : Finance
Department
Lower Management
Job Title : Finance Accounting Supervisor
Job Family : Finance
Departement : Finance Department
Job Competency Profile: Core Competence
176
Job Title : Finance Accounting Supervisor
Job Family : Finance
Departement : Finance Department
Job Competency Profile: Functional Competence
177
Job Title : Finance Accounting Supervisor
Job Family : Finance
Departement : Finance Department
Job Competency Profile: Managerial Competence
1 Directiveness (DIR) 1 32
178
Job Title : Finance Accounting Supervisor
Job Family : Finance
Departement : Finance Department
179
Job Title : Finance Accounting Supervisor
Job Family : Finance
Departement : Finance Department
180
Job Title : Finance Accounting Supervisor
Job Family : Finance
Departement : Finance Department
181
Job Title : Finance Accounting Supervisor
Job Family : Finance
Departement : Finance Department
5 Expertise 9.017
182
Job Title : Finance Accounting
Staff
Job Family : Finance
Departement : Finance
Department
Lower Management
Job Title : Finance Accounting Staff
Job Family : Finance
Departement : Finance Department
Job Competency Profile: Core Competence
184
Job Title : Finance Accounting Staff
Job Family : Finance
Departement : Finance Department
185
Job Title : Finance Accounting Staff
Job Family : Finance
Departement : Finance Department
Job Competency Profile: Managerial Competence
186
Job Title : Finance Accounting Staff
Job Family : Finance
Departement : Finance Department
187
Job Title : Finance Accounting Staff
Job Family : Finance
Departement : Finance Department
Job Prerequisite: Hard Competence -- Expertise
1 Experience 0-2 1 95
188
Job Title : Finance Accounting Staff
Job Family : Finance
Departement : Finance Department
5 Expertise 4.820
189
Job Title : Senior Manager of
Marketing
Job Family : Marketing
Departement : Marketing
Department
Middle Management
Job Title : Finance Accounting Staff
Job Family : Finance
Departement : Finance Department
191
Job Title : Senior Manager of Marketing
Job Family : Marketing
Departement : Marketing Department
Job Competency Profile: Core Competence
192
Job Title : Senior Manager of Marketing
Job Family : Marketing
Departement : Marketing Department
Job Competency Profile: Functional Competence
No. Functional Competence Level Value
8 Initiative (INT) 0 0
194
Job Title : Senior Manager of Marketing
Job Family : Marketing
Departement : Marketing Department
195
Job Title : Senior Manager of Marketing
Job Family : Marketing
Departement : Marketing Department
Job Prerequisite: Hard Competence -- Expertise
196
Job Title : Senior Manager of Marketing
Job Family : Marketing
Departement : Marketing Department
197
Job Title : Senior Manager of Marketing
Job Family : Marketing
Departement : Marketing Department
5 Expertise 10.758
198
Job Title : Marketing Communication
Supervisor
Job Family : Marketing
Departement : Marketing Department
Middle Management
Job Title : Marketing Communication Supervisor
Job Family : Marketing
Departement : Marketing Department
Job Competency Profile: Core Competence
200
Job Title : Marketing Communication Supervisor
Job Family : Marketing
Departement : Marketing Department
Job Competency Profile: Functional Competence
No. Functional Competence Level Value
8 Initiative (INT) 0 0
202
Job Title : Marketing Communication Supervisor
Job Family : Marketing
Departement : Marketing Department
Seasoned, Diverse or
3 Mastering the macroeconomics scale 6
Specialized
5
4 Knowing your customers Broad or Specialized 7
Mastery
203
Job Title : Marketing Communication Supervisor
Job Family : Marketing
Departement : Marketing Department
Job Prerequisite: Hard Competence -- Expertise
204
Job Title : Marketing Communication Supervisor
Job Family : Marketing
Departement : Marketing Department
205
Job Title : Marketing Communication Supervisor
Job Family : Marketing
Departement : Marketing Department
5 Expertise 9.017
206
Job Title : Marketing Communication Staff
Job Family : Marketing
Departement : Marketing Department
Middle Management
Job Title : Marketing Communication Staff
Job Family : Marketing
Departement : Marketing Department
Job Competency Profile: Core Competence
208
Job Title : Marketing Communication Staff
Job Family : Marketing
Departement : Marketing Department
Job Competency Profile: Functional Competence
No. Functional Competence Level Value
8 Initiative (INT) 0 0
210
Job Title : Marketing Communication Staff
Job Family : Marketing
Departement : Marketing Department
4
3 Mastering the macroeconomics scale Extend skill and/or 4
knowledge
211
Job Title : Marketing Communication Staff
Job Family : Marketing
Departement : Marketing Department
Job Prerequisite: Hard Competence -- Expertise
3 Certificate - 0 0
212
Job Title : Marketing Communication Staff
Job Family : Marketing
Departement : Marketing Department
213
Job Title : Marketing Communication Staff
Job Family : Marketing
Departement : Marketing Department
5 Expertise 3.413
214
Job Title : Senior Manager of Human Capital
Management
Job Family : Human Capital
Department : Human Capital Department
Middle Management
Job Title : Senior Manager of Human Capital Management
Job Family : Human Capital
Department : Human Capital Department
Job Competency Profile: Core Competence
216
Job Title : Senior Manager of Human Capital Management
Job Family : Human Capital
Department : Human Capital Department
Job Competency Profile: Functional Competence
No. Functional Competence Level Value
218
Job Title : Senior Manager of Human Capital Management
Job Family : Human Capital
Department : Human Capital Department
Broad or Specialized
3 Human Capital Planning Capability 7
Mastery
6
4 Performance Management Diverse or Specialized 5
219
Job Title : Senior Manager of Human Capital Management
Job Family : Human Capital
Department : Human Capital Department
Job Prerequisite: Hard Competence -- Expertise
220
Job Title : Senior Manager of Human Capital Management
Job Family : Human Capital
Department : Human Capital Department
221
Job Title : Senior Manager of Human Capital Management
Job Family : Human Capital
Department : Human Capital Department
5 Expertise 10.758
222
Job Title : People Development Supervisor
Job Family : Human Capital
Department : Human Capital Department
Middle Management
Job Title : People Development Supervisor
Job Family : Human Capital
Department : Human Capital Department
Job Competency Profile: Core Competence
224
Job Title : People Development Supervisor
Job Family : Human Capital
Department : Human Capital Department
Job Competency Profile: Functional Competence
225
Job Title : People Development Supervisor
Job Family : Human Capital
Department : Human Capital Department
Job Competency Profile: Managerial Competence
226
Job Title : People Development Supervisor
Job Family : Human Capital
Department : Human Capital Department
Job Competency Profile: Technical Competence
No. Tech. Competence Level Number of Level Average Level
Seasoned, Diverse or
3 Human Capital Planning Capability 6 5
Specialized
227
Job Title : People Development Supervisor
Job Family : Human Capital
Department : Human Capital Department
Job Prerequisite: Hard Competence -- Expertise
228
Job Title : People Development Supervisor
Job Family : Human Capital
Department : Human Capital Department
229
Job Title : People Development Supervisor
Job Family : Human Capital
Department : Human Capital Department
5 Expertise 9.017
230
Job Title : Training Staff
Job Family : Human Capital
Department : Human Capital Department
Middle Management
Job Title : Training Staff
Job Family : Human Capital
Department : Human Capital Department
Job Competency Profile: Core Competence
232
Job Title : Training Staff
Job Family : Human Capital
Department : Human Capital Department
Job Competency Profile: Functional Competence
233
Job Title : Training Staff
Job Family : Human Capital
Department : Human Capital Department
Job Competency Profile: Managerial Competence
234
Job Title : Training Staff
Job Family : Human Capital
Department : Human Capital Department
235
Job Title : Training Staff
Job Family : Human Capital
Department : Human Capital Department
Job Prerequisite: Hard Competence -- Expertise
236
Job Title : Training Staff
Job Family : Human Capital
Department : Human Capital Department
237
Job Title : Training Staff
Job Family : Human Capital
Department : Human Capital Department
5 Expertise 6.969
238
Total Table for
Each Job
Description
Tabel Total Job Value for Each Job Description
No. Job Title Job Family Management Position Total Job Value
240
Total Job Value Diagram for Each Job Description
241
Job Worth
Section
1
1
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e n
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get the Job Worth for every Job Position.
ar nd f c rate en om ng or
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This is the step by step process that we can do to
243
Process Diagram to Get Job Worth
Survey/Benchmark Data of Job Value
244
Calculate the Job Worth to Get Desired Setting
Note:
1. Determination of job worth is done by dividing salary with job value.
2. We still use the three levels (lowest, average, and highest) because the salary represents
the overall salary range of the telecommunications company, therefore there are 3 values
each of each job worth to be the value of the constant.
3. The president director is not calculated because it will be directly determined by looking at
the comparison of salary values of other companies (benchmark executive companions).
245
Calculation Table of Job Worth Using Desired Setting
Note:
1. The calculation is done by multiplying Job Value with Job Worth according to the desired
constants.
2. Each of the calculation results will be grouped into job worth results both low, average, and
high as a description of the range of salary in the Indonesian telecommunications
company.
3. Furthermore, we will determine the appropriate job worth for the Telkomsel company by
using one of the setting to determine the salary of each job position in the company.
246
Summary Salary
Analysis &
Decision
Analysis &
Decision
Based on calculations made, the decision to
calculate the value of salary by using the highest
since Telkomsel is the best company and pioneer in
the field of telecommunication in Indonesia.
The President Director's salary
determination uses the highest setting. Based
on the benchmark calculation, it is stipulated
that the President Director's salary is Rp
150,000,000.
248
Summary Salary Table
Note:
1. We choose to use the average salary benchmark because we think the salary ratio is more
reasonable and appropriate.
2. Job worth average uses the average constant because according to our group also the
comparison is most appropriate and reasonable.
3. This results in a comparable salary ratio like large companies in general that is 1: 12.
(1:12,00306784)
249
Other References:
● https://www.indonesia-investments.com/id/bisnis/profil-perusahaan/teleko
munikasi-indonesia/item201
● http://www.l-blog.tk/2015/10/kelebihan-dan-kekurangan-pt.html
● https://www.professionalacademy.com/blogs-and-advice/marketing-theories-
--explaining-the-ansoff-matrix-
● https://thecimastudent.com/2016/11/16/cima-e2-ansoffs-matrix/
● https://www.kubik.co.id/pelatihan-dan-pengembangan-karyawan-di-telkoms
el/
● http://www.telkomsel.com/media/upload/annualreport/%28FINAL%29%2
0AR%20TELKOMSEL%20CONTENT.pdf
● http://www.validnews.co/Dominasi-Telkomsel-Kuasai-Pasar-Seluler-fcx
● https://valentinrczai.blogspot.co.id/2017/02/pasar-oligopoli.html?m=1
● http://www.telkomsel.com/media/upload/annualreport/TSEL_10AR_BOOKLET
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