mantap sekali

1. KPC Human Resources
Presentation for Public Lecture
UPN “Veteran” Yogyakarta
4 July 2011

2. Vision
Indonesia’s leading coal producer for global needs, delivering
optimum value to all stakeholders
Mission
Fostering a culture that considers health, safety and
environment in everything we do
Maintaining good corporate governance and promoting good
corporate citizenship
Providing an environment for learning to achieve excellence
and improve livelihood
Optimising return for all stakeholders
Carrying best practice in management and operations to
deliver consistent high quality performance

3. Reasons for Being
KPC for the World, through
Powering industries and homes with energy
Caring for the people and the environment
Transforming and enhancing livelihood of the community
around us
Powering
More than KPC for the
Caring Mining World
Trans-
forming

4. Table of Contents
1 Human Resources Overview
2 Learning and Development
3 Competency System Development

5. Part 1
HR Overview

6. KPC Organisation Structure
Chief Executive
Officer
Endang Ruchijat
Chief Operating Chief Financial
Officer Officer
R Utoro Ashok Mitra
GM Mining GM Human GM External GM GM Contract GM Health GM Mining GM Mining GM Processing Head GM Business GM Supply Head of EP
Development Resources Affairs & Marketing Mining Safety Operations Support & Expansion & Performance Chain Coordinator
Sustainable Infrastructure Improvement
Environment Project
S Bennett Khudori Development
H Akma H Siagian M Rudy I Manege F Sinatra R Schloss M Sumali B Hopkins Dasril Pratikto Y Subian
Mgr Mgr Mgr Mgr Contract Mgr Mgr Mining Mgr Heavy Mgr Coal Mgr Mgr Business Mgr Mgr Manager
Mgr Legal Mgr Geology Compensation Community Infrastructure & Performance
Marketing Mining (DH) Environment Services Equipment Processing Accounting Logistics Business
& Benefits Empowerment Support Improvement
Maintenance Plant & Tax Analysis
A Kurnia A Susatyono T Siregar W Sarosa D Manurung A Tobing C Nugraha E Salehudin U Prihardiyanto A Abdullah R Maha D Fotunadi R Supin A Pribadi S Putra
Mgr Mine Mgr Industrial Mgr Land Mgr Sales Mgr Contract Mgr Mgr Pit Mgr Haul Mgr Coal Mgr Civil & Mgr Business Mgr
Relations & Occupational Terminal OLC Bengalon & Performance Mgr Supply
Planning Management Operations Mining (TCI) Bintang Truck Treasury
Recruitment Health & & Power Development Improvement
Maintenance
A Rusmin (A) M Nispalah B Sila Sakti T Sirait B Sembiring Safety
H Wardono R Sinulingga Hendrawan A Sagala A Harunsjah G Ambara W Antarini H Basar
Mgr Mgr Learning Mgr External Mgr Coal Mgr Contract Mgr Pit Mgr Mgr Mgr Risk & Mgr Stores &
Mgr Security Mgr Marine
Strategic & Development Relations Technology Mining Hatari Maintenance Procurement Asset Inventory
Planning (Pama) System Expansion Management Control
A Lau P Sirait H Sani C Stanford A Syarifudin Darsono H Ichwanto T Urohman L Pudinaung A Suprajogi H Sianturi S Rizal
Mgr Project Mgr Contract Mgr Coal
Mgr Pit J Crushing &
Management Maintenance
Handling
& Evaluation
L Pessireron A Prananto A Siregar SFacilities
Rudianto
Mgr Mgr Coal Mgr Mgr Power &
Government Mining Maintenance Electrical
Relations Services Support
G Budiarso R Sitohang A Riza EH Cahyono
(A)
Mgr Mine Mgr Equipment Mgr OLC &
Optimisation & Workshop Coal
Facilities
Terminal
I Muzammil A Wilasari P Sinaga

7. HR Highlights
■ No of KPC employees:
● Indonesian: 5,194
● Expatriate: 8
■ No of contractor employees: + 15,000
■ Percentage of female Indonesian employees: 6.9%
■ No of graduates/engineers/senior engineers by discipline:
● Mining Engineering: 76
● Geology: 47
● Mechanical Engineering: 47
● Civil Engineering: 20
● Electrical Engineering: 16
● Geotechnical Engineering: 7
● Environmental Engineering: 4

8. Distribution of Graduates/Engineers/Senior Engineers
Mining Engineering; 76;
33.48%
Others; 10; 4.41%
Environmental
Engineering; 4; 1.76%
Geotechnical
Engineering; 7; 3.08%
Electrical Engineering;
16; 7.05%
Civil Engineering; 20;
8.81% Geology; 47; 20.70%
Mechanical Engineering;
47; 20.70%

9. Part 2
Learning and Development

10. Learning and Development Highlights
■ HR is developing competency-based human resource management
system
■ Competency system development
● 5 core competencies and 12 managerial competencies have been
selected
● Technical competencies are being developed with subject matter
experts from divisions
■ Assessment center
● KPC is an assessment centre for National Professional Competency
Certification for the Mining and Geology sectors
● KPC has held 2 assessment events in 2009 and 2010 with total 96
assessees from various mining companies
● Certification areas assessed in KPC:
♦ Mining Operations – NQF-4, NQF-5
♦ Geology/Exploration – NQF-4, NQF-5
♦ Short-Term Open-Cut Mine Planning – NQF-4, NQF-5
♦ Long-Term Open-Cut Mine Planning – NQF-6
♦ Mine Equipment Maintenance Management – NQF-4, NQF-5

11. Learning and Development Highlights
■ Graduate development program
● KPC currently has 88 graduates from various disciplines: Mining
Engineering, Geology, Mechanical Engineering, Electrical
Engineering, Civil Engineering, Accounting, etc
● To develop their managerial and technical competencies, these
graduates are put in rotational placement and are given mentoring
and in-class training
■ Package training programs
● Pre-employment training for new operators and mechanics
● Leadership development programs for all leaders – from executives
down to supervisors
● “Reinduction” for newly promoted staff
■ Regular training programs
● Regular leadership and management programs for supervisors and
specialists
● Language training

12. 2010 KPC Training Hours
Maintenance 83879
Operation 101601
HSE 151326
6079
Engineering
General & Management 68781
0 20000 40000 60000 80000 100000 120000 140000 160000

13. Learning and Development Highlights
■ On-site S2 program is held in cooperation with MM-
Universitas Mulawarman with 32 participants, from
engineer/specialist to manager levels
■ Opportunities for students/lecturers/government officials:
● Internships for students
♦ Work experience (high school, academy, university)
♦ Final assignment (university)
● Internships for lecturers/government officials
● Scholarships for students

14. Part 3
Competency System
Development

15. Competency System Development
Background
■ Manpower Law No 13/2003
■ Minister of Energy and Mineral Resources’ decree No 39/2008 on
implementation of national competency system in long-term open-cut mine
planning
■ MoU between KPC and LSP-Perhapi concerning designation of KPC as a
Competency Assessment Center (Tempat Uji Kompetensi/TUK)
■ KPC’s need for an integrated competency system for employee training and
development, performance appraisal and other HR management purposes
Purpose
■ To provide a competency system as a solid basis for HR management. For
initial stage, this system links with:
● Training and Development
● Performance Appraisal
Main Sources
■ Department of Energy and Mineral Resources’ National Qualification
Framework (NQF)
■ KPC-unique technical competency units

16. Competency Unit Development Approach
Function-wise ≠ position-wise
Organisation
Organisation
Division/Domain
Division/Domain GM/Domain
GM/Domain
Department/Function
Department/Function Manager/Function
Manager/Function
Section
Section Superintendent
Superintendent

17. Core Competencies
Required Level
Competencies General Superin- Supervisor/
Manager Operator
Manager tendent Specialist
(NQF 8) (NQF 2)
(NQF 9) (NQF 6-7) (NQF 4-6)
Concern for Health, Safety & Environment 5 4 3 2 2
Business Ethics & Organisational Commitment 5 4 3 2 2
Achievement Orientation 5 4 4 2 1
Teamwork 5 4 4 2 1
Continuous Learning 5 4 3 2 1

18. Managerial Competencies
Required Level
Competencies General Superin- Supervisor/
Manager Operator
Manager tendent Specialist
(NQF 8) (NQF 2)
(NQF 9) (NQF 6-7) (NQF 4-6)
Communication 5 4 3 2 2
Leadership 5 4 3 2 1
Work Planning & Management 5 5 4 3 2
Problem Solving & Decision Making 5 5 3 2 1
Business Acumen 5 5 4 2 1
Social & Cultural Environment Sensitivity 5 5 4 3 2
Developing Others 5 4 3 2 N/A
Budgeting & Cost Control 5 4 3 2 N/A
Adaptability 5 4 3 2 1
Continuous Improvement 5 4 3 2 1
Client Focus 5 4 3 2 1
Report Writing & Presentation 4 4 3 2 1

19. Technical Competencies
Generic (KPC)
Technical competencies for structural positions across divisions. Examples:
■Human Resources Management
■Financial Planning
■Project Management, etc.
Generic (Division/Department/Section)
Cluster of technical competencies shared by a number of positions in a division/ department/ section. Examples, for Mining
Operations Division:
■Mine Feasibility Study
■Long Term Mine Planning
■Mine Rehabilitation Planning
■Stockpile Management, etc.
Specific (Position)
Competencies related to a specific functional capacity of work according to its position. Example: Drill & Blast competency for
Mining Engineer

20. Sample: Pit Manager
CORE MANAGERIAL TECHNICAL – GENERIC (KPC)
• Concern for HSE • Leadership • Human Resources Management
• Business Ethics & • Communication • Financial Planning
Organisational Commitment • Work Planning & • Project Management
• Achievement Orientation Management • Community Empowerment
• Teamwork • Problem Solving & Decision • Logistic Management
• Continuous Learning Making •…
• Social & Cultural
Environment Sensitivity
• Adaptability
• Business Acumen
• Developing Others
• Budgeting & Cost Control
• Continuous Improvement
• Client Focus TECHNICAL – GENERIC (DIV, DEPT)
• Report Writing & • Mine Feasibility Study
Presentation • Long Term Mine Planning
• Drilling-Blasting Planning
•…
TECHNICAL – SPECIFIC (POSITION)
Core and managerial competencies covers 60% of all
competencies required for every position

21. Competency System
Competency Integration to HRM System

22. Competency System
Competency Integration to HRM System