HR leaders in Indonesia on what they believe can take HR to the next level for success

Let's see what leaders from Paxel, Kapal Api, Morula IVF Indonesia, and more have to say!

Among the many things HR teams should be lauded for, is their unwavering commitment to employee growth and engagement, and dedication to nurturing a workplace where their employees can thrive.

With that in mind, HRO was proud to showcase HR teams in Indonesia who are walking the talk in their efforts, through the recent HR Excellence Awards 2024.

And of course, we could not forget our jury members who made this platform possible! As a thank-you for their time invested in sieving through countless entries, but also for their unending passion towards the progression of HR, Priya Sunil speaks to a few of them to find out: If you could have one thing that can take HR to the next level, what would that be?

Let's see what they have to say - and stay tuned to this page as we add more insights!

Laura Magdalena, Head of People Experience, Paxel

What I really need is a strong system with the best infrastructure that allows us to customise the end-to-end process of HR, so that these processes are automated, allowing us to improve manpower costs. It would be very efficient, and we would be able to do things better.

Of course, we would still need the human touch, but at least I would be able to get some analytical steps done on the system.

Such a system would be cool and helpful!

Dias Murtadho, Head of Talent Management & Organisation Development, Kapal Api Group

First things first, HR needs to be business centric. At the end of the day, we are all working for a company that is focused on how to create an impact. So HR must start from there. As Stephen Covey said, we need to begin from the end. 

So I believe that is a very important thing that can take HR to the next level — which is to fully understand the business so we can create more impact. 

Secondly, I would recommend that HR does more data-driven decision making, as every aspect of HR - whether it's in talent acquisition, talent management, development, retention, or just everything, we have to be able to translate what the data says into actions. That way, we can have a more objective, fair, and authentic response to what is going on in the talent market.

The third and most important thing is we have to look at the culture and purpose of the company, because these are the driving forces of the company. By focusing on that, we can move our people towards the vision and mission of the company faster than other companies who are not focusing on those aspects.

In fact, looking at the younger generation these days, they are also becoming more and more focused on such aspects in a company when looking for a job.

To conclude, I believe these three points above will be the key differentiators for HR.

Adi Sumarno, Vice President Human Capital, Morula IVF Indonesia

In these uncertain times, with businesses striving to recover, HR should collaborate closely with business leaders to enhance organistional effectiveness, build people capability, and develop a strong culture and values.

HR should transition from being a support function to becoming a true business partner, or even a business driver, to navigate and mitigate challenges effectively. In this case, data plays a critical to make an effective intervention action so HR should also aware not only data analytics but also predictive analytics.

Gherry Akbar, VP-HR Business Partner, PT Indosat

If I could do one thing to take HR to the next level, it would be to implement a comprehensive data-driven approach to HR talent management. By leveraging AI and data analytics, we as HR could transform into a proactive and strategic partner in the organisation. Data can provide insights into employee performance, engagement, and potential, allowing HR to make comprehensive decisions on recruitment, development, and retention. That would enable the identification of high-potential employees earlier, help in our development programmes, allow for a more robust succession plan, and of course, driver faster recruitment & selection.

Furthermore, predictive analytics could help anticipate turnover risks, enabling action to retain our top talent. By using a data-driven strategy, we can move beyond administrative tasks and contribute more to achieving business goals, fostering a culture of continuous improvement, and enhancing the employee experience in a way that supports long-term organisational success.

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Photos: Provided