209 PT Wijaya Karya (Persero) Tbk Tinjauan Pendukung Bisnis Business Support Overview Tata Kelola Perusahaan Good Corporate Governance Laporan Keuangan Financial Report Tanggung Jawab Sosial dan Lingkungan Corporate Social Responsibility Engagement Outcomes Talent Retention Absenteeism Wellness Operational Productivity Safety Customer Satisfaction Retention Financial Revenue/Sales Growth Op. Income/Margin Total Shareholders Return Kincentric Engagement Model Best Employers Differentiators Foundation Engagement Drivers Business Outcomes THE WORK EXPERIENCE THE BASICS THE WORK FOCUS LEADERSHIP AGILITY SAY STAY STRIVE Overall Engagement 81% DENGAN PENINGKATAN SEBESAR 5% POIN, WIKA MASUK TOP QUARTILE OF APAC BENCHMARK 5% WITH 5% POINTS IMPROVEMENT, WIKA ENTERS THE TOP QUARTILE OF APAC BENCHMARK 5% Asia Pacific Ranges: Bottom 0%-53% Moderate 0%-53% Top 0%-53% 5% 18% 6% 51% 30% 14% 52% 24% Perbandingan Comparison Rencana Plan Realisasi Realization Grup WIKA 2017 WIKA Group 2017 76% 5 Pengusaha Terbaik Indonesia Best Employers Indonesia 90% (9) Indonesia Norm 67% 14 vs Best Employers Indonesia 2% 8% 38% 52% vs Indonesia Norm 10% 22% 48% 20% Actively Disengaged Passive Moderately Engaged Highly Engaged Rencana Pengembangan SDM ke Depan Perseroan memerlukan perencanaan strategi yang berkesinambungan dalam pengembangan SDM guna menghadapi tantangan dan perubahan di industrI yang terus berkembang. Sesuai dengan RJP Human Capital, di tahun 2024 WIKA terus mengakselerasi program pengembangan pegawai untuk mengantisipasi perubahan dinamis dalam lingkungan bisnis. Program ini tidak hanya berfokus pada peningkatan kompetensi teknis, tetapi juga pada pengembangan soft skills yang penting seperti kepemimpinan, kolaborasi tim, dan adaptabilitas. Melalui serangkaian pelatihan intensif, kursus interaktif, dan pengalaman praktis, pegawai WIKA diberi kesempatan untuk memperluas wawasan mereka dan mengasah keterampilan yang relevan dengan tuntutan pasar dan teknologi terkini. Future Human Capital Development Plan The Company requires continuous strategic planning in human capital development in order to face ever-changing challenges and changes in the industry. In accordance with RJP Human Capital, in 2024 WIKA will continue to accelerate employee development programs to anticipate dynamic changes in the business environment. This program will not only focus on improving technical competency, but also on developing important soft skills such as leadership, team collaboration, and adaptability. Through a series of intensive training, interactive courses and practical experience, WIKA employees are given the opportunity to broaden their horizons and hone the skills relevant to market demands and the latest technology.
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