58
INDOFOOD AGRI RESOURCES LTD
SUSTAINABILITY REPORT 2014
TALENT
MANAGEMENT
Maintaining and improving a talented workforce, particularly
through personal development training, is a key element of
our organisational development.
TRAINING AND DEVELOPMENT
IndoAgri has developed various training programmes for
employees’ competency and personal development. These
include courses on professional and management skills,
and leadership development programmes. We operate four
training facilities that conduct regular courses on agronomy,
agriculture and engineering for the employees.
In 2013, we started a Learning and Development Programme
(LDP) in collaboration with the First Pacific Leadership Academy,
the corporate university of First Pacific Company Limited. A
pioneer batch of 25 managers and 23 supervisors enrolled for
the LDP, which covered 10 modules on subjects ranging from
decision making to performance management and strategic
planning.
In October 2014, an open dialogue on food security and
sustainable agriculture was held at IndoAgri’s Learning and
Development Centre in the Kertasarie Tea Plantation. More than
70 participants, including Indofood directors, representatives
from Indofood Research Nugraha and R&D, academicians in
the fields of agriculture, climate, environment and food, and
our BISMA scholars, came together to discuss important topics
such as food security, nutrition, agricultural innovation and
sustainable agricultural practices. In January 2015, we jointly
conducted a leadership training and character development
programme with the Indonesian Army for 175 managers from
IndoAgri’s estates and mills.
Training Man-days by Level and Gender
Training Man-days
Male
Female
Level
Manager and Senior Manager
4,894
942
Supervisor
1,353
401
Staff
23,351
3,728
Administrative/Operational
13,181
829
Total
42,779
5,900
Note: Data for all IndoAgri units.
SUCCESSION PLANNING AND EMPLOYEE TURNOVER
We have put in place succession planning to prepare and
identify talented employees for higher appointments and
responsibilities. The Group’s average turnover was 6% in 2014.
Detail turn over per region and gender is tabulated below
Turnover
Male
Female
By Region (Provinces)
Sumatra
4%
5%
Kalimantan
12% 12%
Others
4%
7%
Note: Data for all IndoAgri units
At IndoAgri, we aim to implement inclusive recruitment
practices based on age and gender, and the best use of available
labour where we operate. We are reviewing the turnover data
and will report the key issues. To date, our engagement with
employees indicates no levels of dissatisfaction or uncertainty
in the workplace. The new hire data shown in the table below
are indicative of the recruitment pattern, in terms of gender
balance, for our business.
Male
Female
New Hires
4.192
647
Note: Data for all IndoAgri units.
A leadership training for managers in collaboration with the Indonesian Army.
