Employee Training and Competency Development [404-1, 404-2]
The Company runs an employee competency development program based on the Learning Architecture; the program aligns with the Company’s Long Term Plan (RJPP) and the Policy on Employee Learning Program in the Context of HR Development within PT TIMAH Tbk & Subsidiaries. Competency development covers two aspects: hard competency and soft competency. As of the end of 2023, the Company recorded a total of 190,026 hours of employee training.
The competency development methods consist of face-to-face training, workshops, webinars, certifications, e-Learning, and on-the-job training. Meanwhile, the learning and development program materials provided subsume hard skills, soft skills, and certification.
Retirement Preparation Program (MPP) [201-3, 404-2]
For employees who reach the age of 56, they will be included in the Retirement Program. The Company provides post-employment benefits in the form of Retirement Pension following the Board of Directors Decree No. 1579/ Tbk/SK- 0000/2010-B1. As of 2023, 34 employees who were about to be retiring did not participate in the retirement preparation program. The plan to launch this program in 2024 aims to improve productivity after retirement.
On the other hand, the Company has included permanent employees in the Old Age Security Program (JHT) through a Life Insurance Company. The JHT contribution scheme is 13.5% x Basic salary and Position Allowance borne by the Company and 4% x Basic Salary and Position Allowance borne by employees. Based on Actuar’s report and the Old Age funds stored in the Company in 2023, it is known that the Fund Adequacy Ratio (RKD) reached 47% and the amount of pension funds collected was Rp253.36 billion. From this amount, the Company can fulfill the payment obligations of 89 employees who retired in 2023. Complete information on the Pension Fund obligations is disclosed in the 2023 Financial Report part of the 2023 Annual Report.
Compensation and Benefits
The compensation system is adjusted to the criteria for determining the salary ratio based on the employee competence and position level so that the remuneration provided is fair and equal, with no difference in the ratio of basic salary between female and male employees. The Company complies with the prevailing policies on remuneration and provides a base salary above the Provincial Minimum Wage (UMP), coupled with other facilities to improve their welfare and productivity. The Company also ensures that outsourced workers meet the lowest provincial basic salary following applicable local government regulations.
Employees with PKWTT and PKWT status receive benefits from BPJS Labor including disability benefits due to work, BPJS Health, and Holiday Allowances. Apart from these allowances, other benefits received by employees with PKWTT status include life insurance, health insurance, pensions, and several other types of benefits according to internal regulations. [401-2]
Maternity/Parental Leave [401-3]
The PKB regulates maternity leave for PKWTT. For female employees, the Company provides leave for 3 months, while male employees who accompany their wives to give birth get 3 up to 5 days of leave. During 2023, there were 9 female employees on maternity leave, and all of them returned to work after maternity leave. There were no female employees who stopped working and left the Company after maternity leave. Meanwhile, 261 male employees took leave to welcome the birth of a child and were recorded to have returned to work during the reporting period.
