Competency Training and Development [404]

The Company strives to improve and develop the competence of the company’s employees through training, education, seminars, certification, and so on. This effort is explicitly spelled out in the company’s mission, which is to energy sources by developing corporate competence and human excellence to provide maximum added value for stakeholders and the environment. The competency training and development is an effort to regenerate leadership in the company environment and also a form of support or facilities for employees to gain new experience and knowledge as well as a form of self-actualization in improving skills which hopefully is useful especially for employees and companies in general. [103-1]

The company provides the broadest opportunity to for any employee who seek for training, knowledge, and educational experience regardless of gender, race, religion and others. The training program is carried out in accordance with the Annual Training Plan which is based on the Training Need Analysis (TNA) to meet the needs and demands of the profession/certification. The Company views HR competency development as a longterm investment that has a real impact on improving the Company’s performance in the future. [103-2] [6.c.2) a)]

The company believes that investing in HR development can improve the Company’s competitiveness going forward, so the Company does not hesitate in budgeting funds related to employee development. The costs incurred by the Company for the Human Resources development program in 2020 amounted to IDR22.718.402.024. This decline was caused by the COVID-19 pandemic which has triggered the use of online training delivery methods that are much more efficient than conventional methods. The training and development programs carried out by the Company during 2020 are described in detail in the following table. [103-3, 404-2] [6.c.2) d)]

Review of Employees

Employee performance appraisal is a mechanism to give appreciation to employee performance while working at the company. This mechanism is to create fairness, support, and set achievement targets for all employees. For employees who are recorded as having good performance, they will receive an award (remuneration) in the form of an increase in salary and benefits, as well as a promotion. However, employees with poor performance will get punishment. Reviews are carried out fairly based on employee performance without discriminating against individual backgrounds. [103-1, 103-2]

Based on the information technology-based individual performance appraisal system, e-PPKP, the PPKP results are as follows: A + = 18.69%, A = 56.98%, B = 22.05%, C = 1.56%, and D = 0.71%. Meanwhile, work unit performance management is carried out on a quarterly basis (every 3 months) using the Balance Score Card (BSC) method. Based on employee reviews in 2020, PTBA has carried out promotions for 204 employees, rotation of 2.053 employees, and demotion of 0 employees. [103-3. 404-3]