MAP Group Asia’s Post

Thank you for having me #ETFutureForwardSEA as moderator for the Mega Panel "The Great Connect: Building Employee-Employer Trust in Disrupted Work Environment". Here are some of the key points noted from the panel discussion, shared by our speakers. The key success of effectively adopting remote working and hybrid working model: 1. Desain a remote & hybrid model is not one size fit all, select the suitable job and task level. 2. Enable the need to work remotely or hybrid with the technology & infrastructure to support the connecrion and productivity 3. Train the employee to adapt the way of work and the way to connect with employees to build trust. 4. Foster the trust culture with open communication, emphaty and building connection Leaders can build trust with their team by fostering a sense of psyicological safety and open communication, giving clarity of expectation and keeping the commitment when the expectation is agreed. Choose the right platform & tools to effectively connect & collaborate with employees working remotely or in hybrid model, consider what works best and create an experience to foster open communication with employees. Trust isn’t just “nice to have” at work— it is a crucial component of an organizations’ health and performance. Thank you Pak Gemini Aryanto, MSi, GPHR Ibu Rizki Amelia Pak Andika Rajasa dan Pak Sri Adhityo! See you again in future events.

I was trusted to explain Silueta Indonesia HR pillar & implementation in front of the key MAS Holdings manager during their visit to Indonesia Plants. Presentation skills & confident are things that we must have. #hrlife #industrialpsychologist #psikologindustri #pio

Hi Linkedin people... “Every step in my HR journey has taught me the value of understanding people, even when the path wasn’t always easy. Grateful for the lessons learned and the growth that came with every challenge. Thanks my tutor PT MSDM Indonesia Bisa 🌱 #HRJourney #ContinuousLearning #GrowthMindset”

BAT GBS Romania Hub launches the 4th episode of #BoomerangEmployees series   *Boomerang Employees are individuals who leave a company and later return to work for the same employer, bringing fresh perspectives. When asked how being a boomerang employee has contributed to their growth, people typically respond by highlighting themes such as: renewed perspective, skill development, and personal growth, which often make returning employees feel more valuable and engaged in their roles. Having you back with us is something we truly value. Timea Șerban, Georgiana Ciobanu, Madalina Deaconu, Andreea Cotescu, Bogza Marina   P.S. #BoomerangEmployees has been powered by one of our Growth Academy teams. Join us in congratulating Andreea Anton, Luminita Timar, Ilinca Burlacu, Ștefan-Dorian Enache, and @Madalina Dobre for bringing this initiative to life!   🔎 Want to discover more about our career journey? Explore the opportunities we offer: https://lnkd.in/d9jjkneQ

HR series - #diversity The past few weeks have been busy with get-together and ‘makan-makan’ raya. This gathering, for me, is one of the most memorable ones. We’ve been ‘classmates’ for almost 3 years, and last week was the first time we meet face-to-face. We are students of ‘tajwid’ class, and adopted #onlinelearning. Don’t play play, semua ni dah warga emas or approaching warga emas. Tajwid is “technically, giving every letter its right in reciting the Qur'an”. So, it’s a long #learningprocess as we learned the proper pronounciation of every letters, with set of rules on the sentences. Kena practice, ingat dan hafal. Keep our mind sharp. Through our ‘zoom’ classroom, we learn, laugh, share and sometimes also kena marah lah for failing to practice our pronouciation and memorise the rules. we So, naturally it was exciting to finally meet. Why diversity? While we are Malay, we have mixture of roots. Some are half Chinese. Someone #migrated from Jawa. Some have parents, grandparents from Sunda, Mandailing, Sumatera.. etc.. Almost semua ada susur galur from Indonesia 😊 Kira diversity jugalah, kan? We had potluck.. the menu also reflected the background of each person, recipes inherited from their parents, grandparents and great grandparents😋 It never too late to learn. #Improve yourself through #continuouslearning. #Adopting new #technology is possible regardless of your #age. If you have not retired, find ways to #learn something new. If you have #retired, enjoy your retirement and stay #active. Make new #friends. #Respect and #celebrate differences. #zoliwrites #sembangHR #hrmentor #careercoach #certifiedtrainer #hrconsultant

Prakerja Advocates for National Priorities to Boost Workforce Productivity at Indonesia Development Talks At the 18th Indonesia Development Talks (IDT) held by Asian Development Bank (ADB) in collaboration with Universitas Pendidikan Indonesia (UPI) in Bandung on December 6, Prakerja once again emphasized the importance of prioritizing workforce productivity as a national agenda. During a panel session titled “Augmenting Labor Productivity and Employability in 21st Century Labor Market through Lifelong Learning,” Denni Puspa Purbasari, Executive Director of Prakerja, highlighted how Prakerja plays a pivotal role in helping Indonesia’s workforce acquire skills that are essential in today’s rapidly evolving technological landscape. “Lifelong learning is the key for workers to stay relevant in an ever-changing market. Through Prakerja, we ensure that every participant has access to high-quality training that meets market demands,” Denni stated. She also addressed the significant challenge of low participation in workforce training in Indonesia, where training is not a priority for either employers or workers. According to a 2018 World Bank study, only 44% of employers in Indonesia provide training, with training provision ranking 7th in priority. On the worker side, training is ranked 10th, resulting in only 10% participation in training programs. Given these statistics, over 120 million workers in Indonesia have never received any form of training, underscoring the need for solutions in skilling, reskilling, and upskilling. “The biggest issue is the low investment in training, both from employers and workers,” Denni noted. Discover the key insights shared at this important event and how Prakerja's initiatives align with the nation’s development goals. 👉 Read the full article here: https://lnkd.in/g22dD5rJ #Prakerja #IndonesiaDevelopmentTalks #WorkforceProductivity #SkillsDevelopment #NationalPriorities

Just finished the course “Memperluas Jangkauan Transformasi (Digital) & Empowering Employees : Navigating HR Trends, Tech, and Digital Performance” By PT.ASDP INDONESIA FERRY PERSERO #Asdpindonesiaferry #BUMN

Sharing Time for you My connections, This week We Melky P. Simanjuntak Patricia Setyadjie attended the HR Conference invitation at The Tribrata Hotel Darmawangsa - Jakarta, which was organized by DataOn Humanica's. The essence of today's HR Conference that I got, Very good and useful what was conveyed by the speaker The discussion was about the importance of having a facilitative mindset, namely making things easier, being sensitive, and having the courage to initiate changes that are beneficial to the group. which helps better understand people's intentions in conversations and practice listening skills. Collaboration uses simple sketches and makes people think creatively and flex our mental muscles Remember these three things: "Three pillars of facilitation learning - Mindset, People, Process" Cool and Nice event. #talentvis

To accelerate Malaysia into a high productivity, high income nation, supporting infrastructure needs to be in place. #KESUMA taking a step in the right direction. Are employers and employees rising to the challenge? Both hands must clap. Work mentality needs to take a quantum leap into performance and outcomes. #2centshr #backtobasicshr

Just recently led a national, industry-wide HR research on Diversity, Equity and Inclusion (DEI) practices in Indonesian companies. In collaboration with my brilliant colleagues from PMSM Indonesia (Meyliana -, Kristal Prima Prameswari, Kusuma Halim and Stievan K.), it provides an overview of how DEI practices are implemented in various industrial sectors in Indonesia. We analyze trends, challenges, and opportunities in implementing DEI, as well as their impact on company performance. The research itself covered the voices of more than 180 key, strategic HR decision-makers from various companies, business lines and company sizes; starting from revenues below 1 billion IDR to above 10 trillion IDR, starting from the number of employees below 10 people to above 50,000 people. Our respondents were located in more than 22 different cities in Indonesia and 48% of respondents came from Business Partner functions (Head of HR Department/Division/Directorate). We formally distributed the report (in Bahasa Indonesia) on the 2nd of May 2024 through this limited event (now available on YouTube: https://lnkd.in/gi7NWEqG). Should you have any interest in the complete result of the research, please don't hesitate to personally contact me. Thank you. Selected national media coverage: 1. https://lnkd.in/g_mx7Rgt 2. https://lnkd.in/g8_7wQ8c 3. https://lnkd.in/gEFHy95y #diversity #equity #inclusion #dei #hr #sdm #humanresources #sumberdayamanusia #indonesia