People

People

people of OKI

We guided by the belief that our people and communities are key to delivering and receiving the impact of our sustainability goals. Our world-class approach towards community engagement ensures we continue to engage and empower our stakeholders, driving us towards our SRV 2030 and beyond. We are committed to investing in our people on a continuous basis. The most effective way to run a robust and sustainable organization is to foster collaboration with our people and communities, as part of our SRV 2030 targets. We are committed to investing in our people on a continuous basis. The most effective way to run a robust and sustainable organization is to foster collaboration with our people and communities, as part of our SRV 2030 targets. 

Our commitment to employee health and safety is reflected in our Employee Welfare Policy, which exceeds International Labour Organization (ILO) requirements, including employee safety, well-being, human rights, labor rights, skills, and data. Our policy is centered around are people, and not only do we strive to meet each employee’s basic needs, but also to exceed their expectations, thereby establishing the Company as an industry-leading employer.  We are committed to developing young talent and is constantly assessing its attractiveness to prospective employees. 

Human Resource is the most vital asset for the Company. The Company believes that the development of human resource has a direct correlation to the development of the Company. This is conducted through the execution of an integrated human resources system, that includes the recruitment of personnel, providing internal and external training. Currently, the Company has 2.185 employees with career programmed planning: 

1. Executive Management Development Program 

2. Strategic Management Development Program 

3. Management Development Program 

4. Advance Supervisory Program 

5. Basic Supervisory 

Besides employee’s development program, for human resource regeneration and continuity of leadership qualities in the middle management level, the Company is also implementing the Management Trainee Program, Talent Management, and Scholarship Program.  We committed to support the development of community education surround operations as part of our mission to empower communities. In addition, we utilize employee talent retention programs to ensure the supply of the next generation of talent. Scholarships are available for employees’ children who have passed administrative, academic, psychological, and interview tests. 

Leadership Model At OKI

Leadership Model At OKI

1

Self-development

Treat APP people as “family” and shows genuine care and concern

Solicits feedback to increase self-awareness and improve oneself as leader

Demonstates resilience and “fighting spirit” and maintians morale in the face of change and uncertainty

2

Acting as owner

Takes strategic, long-term and “whole APP business” view when making decisions

Balances impact on society, customers, employess and shareholders

Takes personal accountability and entrepreneurship in decisions, actions and outcomes

People - Bottom Section

Human Resource Development

Human resources are the most important asset for the Company. The Company realizes that the development of human resources has a direct correlation to the development of the Company. The Company implements an integrated human resource system, starting from recruitment to providing education and training programs, both internally and externally. Currently, the Company employs employees with programmed career planning. The development programs carried out include, among others, through:

1. Executive Management Development Program;

2. Strategic Management Development Program;

3. Management Development Programs;

4. Advance Supervisory Program;

5. Basic Supervisor.

In addition to employee development programs for the regeneration of human resources and continuity of leadership at the middle management level, the Company runs a Management Trainee Program, Talent Management, and Scholarship Program. This Scholarship Program includes: Scholarship Program given to potential employees and the wider community to continue their studies in the field of pulp & paper technology; Scholarship Program with work placements given to students who excel academically but are less well off financially. To ensure the availability of a qualified workforce, the Company together with State and Private Universities cooperate in:

1. Career Day / Job Fair;

2. Scholarships for special skills / technical skills;

3. Tjipta Undergraduate Build a Village Scholarship;

4. Employee Service Tjipta Scholarship;

5. Field Work Practice / Internship;

6. Public lecture.

To motivate employees and build a spirit and culture of healthy competition within the company, the Company also holds activities within the Company, which include:

1. Family Gatherings;

2. Best Employee Selection;

3. Bipartite Competition;

4. Socialization of Good Corporate Governance;

5. Health services;

6. Sports Competition.

The Company implements a competitive remuneration system in order to attract and retain a skilled and potential workforce. The following are the remuneration and facilities provided by the Company:

1. Wages for all employees have met the 2021 UMK standard;

2. BPJS program.

The Company provides welfare facilities for the Company's employees. The following are welfare facilities provided by the Company:

1. Employees are included in the Health Insurance program at BPJS Health as well as additional Eka Hospital Health Insurance (BPJS Top-Up);

2. Employees are included in the Employment Insurance program including:

3. Work Accident Insurance (JKK);

4. Death Insurance (JKM);

5. Old Age Security (JHT);

6. Pension Guarantee (JP).

1

Scholarship programs are given to employees and communities who have the potential to continue their studies in the field of pulp and paper technology.

2

The scholarship program with job replacement is awarded to students who excel academically but are less fortunate financially.