Jakarta, CNBC Indonesia – The face of Pertamina as a large company is now getting fresh with the presence of nine young people who occupy a number of top positions in the Pertamina Group. Their achievements show that age is not a barrier to pursuing an aggressive career path through a number of “special programs” for talent development at Pertamina.
SVP of Corporate Communication & Investor Relations of Pertamina Agus Suprijanto explained that the age of these young people is around 40 years on average. They are not half-hearted, they occupy strategic positions on the board of directors in the sub-holding and subsidiary of Pertamina.
“Even though their age is still relatively young, their achievements and skills have been tested so far. Plus, they have also taken high-level programs from companies that aim to maximize their potential through Talent Management System Development. Of course, with several criteria and a series of development programs designed to answer current and future challenges, “he said.
The nine people are:
1. Iin Febrian (42 years) President Director of PT Pertamina Retail
2. Yoki Firnandi (40 years old) Director of Product Optimization at PT Pertamina International Refinery
3. Mars Ega Legowo Putra (42 years) Director of Planning and Business Development of PT Pertamina Patra Niaga
4. Isabella Hutahaean (44 years) Director of Human Resources & Business Support of PT Pertamina Patra Niaga
5. Fitri Azwar (43 years) Director of Finance, PT Pertamina Training & Consulting
6. Wisnu Medan Santoso (41 years) Director of Business Planning at PT Pertamina International Shipping
7. Arief Kurnia Risdianto (41 years) Director of Operations at PT Pertamina International Shipping
8. I Putu Puja Astawa (43 years old) Fleet Director of PT Pertamina International Shipping
9. Indah Kurnianingsih (42 years) Director of Operations & Marketing, PT Pertamina Training & Consulting.
According to Agus, the development of young talent is a special concern for Pertamina. This refers to the company’s demographics where around 66% or around 21,000 employees are Gen Y and Gen Z. The commitment of Pertamina’s Board of Directors to give trust to these young leaders in managing the Company’s million dollar business portfolio is a form of awareness to prepare the next generation. the leadership relay in the proud Indonesian Energy company.
“With the dominant percentage level, we realize that the future of the company is in their hands. Including the matter of company restructuring which is currently underway. These young workers play a very important role in the success of the restructuring transition process,” he added.
Likewise with regard to career paths or the system of promotion at Pertamina, which does not only rely on working time periods but also prioritizes the capabilities of its workers. This is in line with the program encouraged by the President Commissioner of Pertamina Basuki Tjahaja Purnama to open equal opportunities for all workers to occupy a position, as long as they meet the required competencies.
“In the spirit of building a culture that prioritizes meritocracy over priority, optimizing the opportunity to find the best talent from the Pertamina Group, and also increasing stakeholder confidence in the transparency of the official selection process, Pertamina also uses Internal Job Posting (IJP) as an alternative to getting the best candidates,” he added. .
In developing these young talents, Pertamina implements the value of collaboration and competence as AKHLAK’s core values in the form of providing wider career opportunities to all Pertamina employees who have superior passion and competence. The value standard is a direction from shareholders for all BUMN.
In accordance with the direction of the Minister of State-Owned Enterprises (BUMN) Erick Thohir when inaugurating Pertamina’s management in June 2020, so that the entire Board of Directors of Pertamina is more focused on working on the core business, consistently runs the restructuring and consolidation program and in the end is expected to achieve Key Performance Indicators (KPI) the good one.
With the development of a talent management system, according to Agus, Pertamina can produce workers who are ready to carry out their duties according to their competence and are able to increase their capacity. So that Pertamina can take a leading role in international projects and strategic functions.
“Currently, the opportunity is wide open for young officers to lead in state-owned companies and contribute to national energy management,” he said.
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