In 2023, in line with the Company’s annual theme “Strengthening Retail Banking capabilities”, BRI’s human capital strategic theme was “Strong Employee CAPABILITY to Boost Business Productivity in CASA & Retail Banking”. To realize this, the main focus of human capital was on BRI Group Capability, Productivity, Synergy as well as the Implementation of Environmental, Social, and Governance (ESG) and People Analytics. On the capability side, BRI strived to support the achievement of the Company’s retail strategy through several initiatives and work programs, including improving the resourcing strategy, realizing the rejuvenation of marketers through the Brilliant Marketing Specialist Program, increasing capabilities through various education such as sales, service, product managers, and others. In addition, BRI’s human capital also strived to review and improve policies in the form of adjusting corporate titles and career policies. Programs carried out in 2023 to increase productivity, especially in retail banking ranks, included Metropolitan Branch Office onboarding, as a continuous program over a certain period of Company required superior talent for the successful execution of the transformation. Currently, all companies during the pandemic simultaneously transformed, and get ready for a talent war. This talent war means that all companies fight over the best talents as priceless assets, which empirically determine the success of the company. On a head to head basis, BRI sought to recruit quality candidates, develop and retain employees who owned qualified talents and skills. Global competition is getting tighter, which is also supported by the phenomenon of talent scarcity so that it is not easy for companies to find candidates who have certain skills with special specifications according to the company’s criteria, goals and expectations. Responding to this, BRI prepared a number of strategic steps to be taken so that remaied the ideal company and realized Home To The Best Talent, including: time to monitor and ensure that there was an understanding of expectations regarding changes in responsibilities so that there was a change in mindset at work. Another program was the performance bootcamp, a special program for managing employee with poor performance. Several other programs were improvements to the wage structure and stock grant programs. In 2023, a Respectful Workplace Policy (RWP) Declaration was also carried out as a form of human capital support for ESG. In addition, improvements and improvements were made to human capital applications and further optimizing people analytics for decisionmaking studies. In order to support the Company’s strategy to optimize Subsidiaries, BRI human capital carried out an assessment of the maturity of human capital in the BRI Group and prepares a roadmap for the human capital management work program in the BRI Group. These results were used as a guide for human capital initiatives and work programs in each Subsidiary Company towards better human capital management. Human Resources Management Policy and Implementation Recruitment Policies • Finding Right Size & Competency Finding the right talent and competency at the right time. Conducting workforce planning reviews to anticipate sustainable HR needs. The current era required the Company to demand several new competencies and cut HR needs so that re-skilling and up-skilling were needed for Employee. • Talent Attraction BRI embraces the younger generation in its efforts to find the best talent for the company, with various engagement and recruitment programs. • Talent Management Identify measurable career paths by categorizing employees based on performance, followed by a review according to the talent pool, then ensure that the successor planning preparation process can run according to objectives and be directed. • Building Culture System Making BRI One Culture and AKHLAK as core values can be implemented properly so as to support the Company’s performance. PT Bank Rakyat Indonesia (Persero) Tbk. 2023 Annual Report 402
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