The management of employment aspects aligns with the Human Resources (HR) Roadmap. The pillars of HR outlined in this roadmap include recruitment, competency development, performance assessment, career progression, compensation, and benefits, industrial relations, and HR management information systems.
Recruitment Policy, Inclusivity, and Diversity
Our recruitment policy adheres to the Board of Directors Decree No. 0221/Tbk/SK-0000/2020-S11.2, where we prioritize human rights (HR) and provide equal opportunities to all candidates. However, the number of female employees in the Company is fewer than male employees, which is attributable to individual preferences to work in the mining industry. We are enhancing the inclusivity of women within the organization. There are 268 (6.4%) permanent female employees out of the total employees and 96 (35.8%) of them hold managerial-level positions.
The Company respects gender equality, supports diversity, and provides opportunities for differentlyabled people to work. Initiatives to enhance inclusivity and the role of women in the workplace, particularly in the mining areas, are supported by the entire Board of Directors, in line with our support for policies from the Ministry of State-Owned Enterprises. To achieve this target, the Company has developed the Women in TINS program, which will be implemented in 2024. The Human Capital Division is responsible for monitoring and evaluating the Company’s actions in enhancing diversity and subsequently reporting to the Director of Human Resources. On the other hand, we run both Regular Recruitment Programs and Special Differently-abled Recruitment Programs. By the end of 2023, we have employed 24 differently-abled employees.
Employee Demographics [2-7]
We provide all employees with equal opportunities for advancing their careers within the Company, regardless of ethnicity, religion, race, class, or gender. The Company’s employment status includes permanent employees, non-permanent employees, and outsourced employees. The majority of outsourced employees are assigned as drivers, security personnel, cleaning personnel, and chefs. In 2023, our outsourced employees were 1,749 (1,691 male and 58 female).
Employee Recruitment and Turnover [401-1]
In 2023, the Company recruited 23 new employees, consisting of 22 individuals, or 0.52% male, and 1 individual, or 0.02% female. Thus, the recruitment rate or the percentage comparison of new employees to the total workforce is 0.54%.
The turnover rate in 2023 was 2.25%. Increasing from 2022 which was 2.09%. The employee turnover in 2023 was attributable to recruitment and employment termination. Retirement, death, violation, and resignation are some reasons for employment termination. The number of employees who terminated their employment with the Company was 95 people consisting of 89 male and 6 female.
Local Employee Composition [202-2]
PT TIMAH Tbk also provides equal opportunities to local people or local talents to work in the Company. We define local employees as citizens who have an Identity Card (KTP) born and residing in the same province as operational sites located in Bangka Belitung and Riau Islands.
Employee Performance Appraisal [404-3]
The Company annually applies a performance appraisal system covering two aspects: behavioral assessment and personal objectives (Individual KPIs). By 2023, 98% of employees from various levels of positions have received performance evaluations.
From the results of performance evaluation and assessment, the Company can determine competency development according to employee needs to determine career paths.
