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Human Capital Strategic Plan

1. Determining the needed make-up of PT.Morintel Damara Teknik `s workforce by examining continually required work functions, staffing levels, competencies, workloads, and workforce surpluses/gaps
2. Formulating strategies to develop/sustain PT.Morintel Damara Teknik workforce capacity, improve recruitment processes and outcomes, and promote employee retention
3. Identifying processes and tools to support workforce planning and workforce planning assessment.

Workforce Plan Purpose

• The strategic human capital plan sets human capital progress milestones and identifies those responsible for meeting them.
• PT.Morintel Damara Teknik `s annual performance review tracks and measures human capital activities and investments.
• PT.Morintel Damara Teknik defines successful achievement of the mission in terms of quantified long- and short-term human capital performance goals.
• PT.Morintel Damara Teknik has a documented change management/implementation process that identifies necessary human capital practices to facilitate change.
• Where appropriate, individual performance plans and evaluations address accountability for successful implementation of human capital strategies.
• Human capital partnering is considered in Project and officer senior leaders’ , Project and officer Coordinator’ and managers’ annual performance reviews.
• In accordance with the Executive Performance and Accountability Asean Quality Index (1.4 (Acceptable) QI<0.9=On-Target; QI=1.0~1.8=Acceptable; QI>1.8=Warning), Project employee performance ratings appropriately and clearly link to PT.Morintel Damara Teknik `s mission, Project strategic goals, or other program objectives