EMP recognizes that employees are the key to sustainable growth and competitive advantage. With this belief, EMP is committed to creating a work environment that reflects support and sophistication. This ethos is designed to facilitate the holistic development of professional competencies across a diverse employee base. By prioritizing such an environment, EMP reaffirms its belief that the intrinsic value of its workforce is the foundation of innovation and company excellence.
EMP expects its employees to embody the company values, which are derived from the company’s founders’ philosophy and reflect a comprehensive understanding of facing globalization challenges in the energy business, both now and in the future. These company values are reflected in BAKRIE TRIMATRA, which EMP defines as follows:
- Indonesian-ness: Refers to the perspective, motives, and actions of each EMP employee in strengthening the spirit of unity in diversity, based on faith and devotion to God Almighty.
- Expediency: Refers to the perspective, motives, and actions of each EMP employee that prioritize the effectiveness and efficiency of resources to improve the quality of life.
- Togetherness: Refers to the perspective, motives, and actions of each EMP employee that emphasize synergy in diversity to advance and grow together.
EMP Talent Development Programs
EMP has an Integrated Talent Development Program designed to create a comprehensive support system for our employees, starting from workforce planning to enhancing employee engagement and ensuring retention. This holistic approach guides the creation of our programs and initiatives, aimed at driving development, empowerment, and talent retention.
1. Workforce Planning
EMP conducts detailed workforce planning every three years and adjusts it according to new operational needs, ensuring the placement of skilled labor at the right time and place to achieve strategic objectives. This planning involves collaboration with internal units and consultations with SKK Migas regulators to align with sector trends and talent needs, including talent development from local communities. This approach supports Indonesia’s vision for a dynamic and productive oil and gas industry.
2. Talent Acquisition
Every year, EMP develops a recruitment plan to fill positions identified during workforce planning. EMP ensures that the recruitment process for all employees at all levels is transparent, fair, and based on the qualifications required by the company.
To ensure EMP recruits the right talent, we have several programs, including participating in campus recruitment events, local community recruitment activities, and creating a career page for individuals interested in joining EMP.
EMP introduced the ‘Management Trainee by EMP’ program to attract new graduates from technical backgrounds from leading universities in Indonesia. In 2023, nearly 8,000 applications were processed, with 29 employees hired. We look forward to continuing to recruit and develop the best talent from this program in the future.
3. Performance Management
EMP conducts an annual performance review to help employees identify strengths and areas for improvement, which form the basis for individual development plans. These plans include targeted training programs, career planning, and potential leadership opportunities. In addition, EMP has a Pay for Performance system that rewards contributions fairly and conducts annual assessments across all levels, in line with non-discriminatory principles.
EMP has a permanent target to ensure that 100% of our employees undergo an annual performance review. In 2023, we achieved this target, as 100% of our employees successfully completed their annual performance reviews.
The principle of equal opportunity in employment is always the foundation of EMP’s progress and promotions. We do not discriminate based on gender, race, ethnicity, or religion in the evaluation of employee performance.
4. Learning & Development
Guided by the workforce needs identified by our internal technical development committee and employee interests expressed during the annual reviews, EMP tailors training plans to strengthen competencies. These training programs are conducted both internally and through partnerships with external training providers.encana pelatihan untuk memperkuat kompetensi. Program pelatihan ini dilaksanakan baik secara internal maupun melalui kemitraan dengan penyedia pelatihan eksternal.
| Gender | Training Hours | Number of Employees | Average Training Hours |
|---|---|---|---|
| Male | 12,016 | 491 | 24.47 |
| Female | 4,048 | 135 | 29.98 |
| Total | 16,064 | 626 | 25.66 |
In 2023, EMP held 62 training sessions attended by 439 participants, divided into 15 internal and 47 external training programs.
For more information about the training programs conducted by each group, please refer to our sustainability report.
5. Succession Management
EMP actively prepares high-potential employees for leadership roles through strategic development initiatives. EMP’s ‘temporary placement’ plan facilitates internal transfers between departments, both operational and non-operational, to develop a more diverse skill set essential for leadership. Additionally, ‘challenging assignments’ are used to increase responsibility, challenge these employees to perform at higher levels, and accelerate their readiness for senior roles, ensuring a comprehensive development path to leadership. EMP also has a series of training programs specifically designed to develop these future leaders. These programs include:
| Training Name | Number of Participants |
|---|---|
| INDONESIA LEADERSHIP & HUMAN CAPITAL CONFERENCE | 2 |
| LEADING DIFFERENT GENERATIONS | 44 |
| 7 HABITS OF HIGHLY EFFECTIVE PEOPLE | 25 |
| BASIC MENTALITY TRAINING, LEADERSHIP, TEAMWORK AND NATIONAL INSIGHT | 28 |
| LEAD TO WIN | 7 |
6 Employee Engagement & Retention
EMP is committed to strong employee engagement and retention through various initiatives. These include promoting a culture of trust with an ‘open-door’ policy for feedback, encouraging employees to communicate openly with leaders. In 2024, EMP launched a comprehensive employee survey to identify dissatisfaction and develop strategies for improvement. The result was communicated to employees during EMP town halls. Additionally, EMP values long-serving employees with recognition and rewards at 5- and 10-year milestones, acknowledging their dedication and contributions to the company.
As evidence of our ability to retain employees, EMP has an exceptionally low employee turnover rate across all our operations. In 2023, the employee turnover rate was recorded at 3.66%.