Study Cases

Background:

PT Petrosea Tbk recorded a 26.21% increase in its workforce in 2024, in line with project expansion in Central Kalimantan. Workforce planning has become crucial to support this growth and ensure that every business line has adequate capacity. 

Problem:

The demand for manpower has increased; however, it has not been fully supported by an adequate competency framework, readiness for digitalization, and long-term retention strategies. The high employee turnover rate (23.21%) also serves as an important indicator of existing gaps in human resource planning. 

Solution:

A human resource planning simulation was carried out using the following approaches: Strategic Scenario-Based Forecasting, Competency and Technology Gap Analysis, Development of Retention Programs & Talent Pool, and the implementation of digital-based training (I-CON LMS & PetA).

Background:

Amartha is a fintech startup with a mission to empower women-led microbusinesses through accessible financial services. With strong values of empathy, integrity, and innovation, the company has built a reputation as a purpose-driven organization that drives inclusive growth across Indonesia.

Problem:

Despite its achievements, Amartha faces challenges in employer branding such as maintaining work-life balance, managing high performance pressure, and ensuring consistent employee engagement. These issues can create gaps between the company’s strong external reputation and the internal employee experience.

Solution:

To strengthen employer branding, Amartha should enhance employee experience by providing flexible work policies, realistic performance targets, and wellness programs. Storytelling campaigns, recognition platforms, and talent development initiatives can further align the company’s values with the daily lives of employees.

Background:

Each year, the HR team is invited to deliver job preparation training for third-year students at SMK N 1 TR. The program focuses on essential recruitment skills such as CV writing, interview preparation, and psychological test practice. Observations and interviews revealed gaps in students’ readiness to transition into the workforce.

Problem:

Many students face challenges such as a lack of discipline, unclear career goals, and limited self-direction. These issues are compounded by weak communication skills and difficulties in adapting to new environments, resulting in a significant gap between industry expectations and their current competencies.

Solution:

We conducted experiential training sessions to enhance soft skills and job readiness, using an interactive approach that included CV building, interview simulations, and psychological test practice. Participants also received direct feedback and evaluations from mentors, which accelerated their learning process and skill improvement.

Background:

The HR Department’s KPI shows that overall performance reached 92%, indicating strong results across most areas. However, training hours significantly fell short of the target, highlighting a gap in employee development efforts that directly impacts long-term competency building.

Problem:

The specific issue lies in the training KPI, where only 120 hours were achieved out of the 200-hour target per month. The gap is caused by limited training requests, lack of competency mapping, underutilized LMS, and insufficient integration with individual development plans.

Solution:

A Performance Improvement Plan (PIP) was designed to close the training gap through structured actions over 12 weeks. Key initiatives include optimizing the LMS, rescheduling internal trainers, activating Individual Development Plans (IDPs), strengthening communication, and aligning training modules with actual skill gaps.

Background:

PT Keluarga Ayah Abadi aims to strengthen a humanistic and collaborative work culture by organizing an annual event themed ‘Grow, Connect, and Celebrate.’ This event serves as both an appreciation for employees and a platform for positive interaction with their families outside the workplace.

Problem:

The company requires a comprehensive event design, including logistics planning, budgeting, safety protocols, and supporting technology to ensure the event runs smoothly and delivers a positive impact.

Solution:

The event proposal is comprehensively designed using the SMART approach, covering the event objectives, budget, and a three-day, two-night rundown at TWGC Lembang. The planning includes safety SOPs, health protocols, and technology integration such as QR check-in and Google Forms. All logistics, vendors, catering, and entertainment are managed in a structured manner to ensure the event runs smoothly and delivers a positive impact.

Background:

Employment contracts are essential to establish clear agreements between companies and employees. They define rights, obligations, and working conditions, ensuring compliance with Indonesian labor laws. A well-structured contract also protects both parties from potential disputes.

Problem:

Many organizations face issues when employment agreements are incomplete or not aligned with regulations. This can create legal risks, misunderstandings, and employee dissatisfaction, especially regarding wages, benefits, and termination procedures.

Solution:

The proposed contract ensures compliance with Indonesian labor laws and integrates key clauses such as employee rights, company obligations, confidentiality, and dispute resolution. It provides a transparent framework that balances organizational needs with employee protections.