HUMAN CAPITAL MANAGEMENT

2. Training Program, a non-academic competency development program through certification, training or courses, which can be delivered through methods including but not limited to conventional and experimental methods, face-to-face classes, seminars/webinars, E-learning, Coaching, Mentoring, On-JobTraining (Job Assignment and/or Job Rotation), Self-Learning, and Blended Learning, delivered through face-to-face (offline), electronic (online) or both; and
3. Internship Program, a program to improve skills and expertise directly related to the industry within a certain time.

CAREER DEVELOPMENT POLICY AND IMPLEMENTATION

The management and career development of the Company’s employees in 2021 prior to the merger was carried out based on the PT Pelabuhan Indonesia II (Persero) Board of Directors Regulation related to the Transfer of Employee duties through rotation, promotion, or demotion either at the Head Office, Port Branches, Subsidiaries, and Affiliated Companies. This transfer of Employee duties was carried out at all levels of positions in the Company including the Directors and Commissioners of Subsidiaries based on a classification of the Company’s talent sourced from the competence and performance of the Company’s employees.

After the merger, the Company still followed the policies of each company prior to the merger as stipulated in the PT Pelabuhan Indonesia (Persero) Board of Directors Regulation No. HK.01/1/10/1/ HUKU/UTMA/PLND-21 dated October 01, 2021 concerning the Temporary Enforcement of the PT Pelabuhan Indonesia I (Persero), PT Pelabuhan Indonesia III (Persero), and PT Pelabuhan Indonesia IV (Persero) Board of Directors Regulations at PT Pelabuhan Indonesia (Persero). This was also applied to the Company’s employees career management, including the development of the Company’s employees career management policies until they were completed. Before the employee career management policy were completed, the transfer of employee duties would continue to be carried out to fill vacant positions, structure HC in handover operations, and replacement of changes in the organizational structure of Subholding, Regional, or other units under the Holding.

PERFORMANCE ASSESSMENT

To evaluate all employees’ performance, the Company annually To evaluate all employees’ performance, the Company annually measures the success of individual performances using an assessment method based on the Board of Directors regulation No. HK.01/1/11/1/KPIU/ UTMA/PLND-21 concerning Guidelines for Managing Individual Performance during the Transition Period within PT Pelabuhan Indonesia (Persero). Based on this Board of Directors Regulation, each work unit will still use a performance appraisal mechanism in accordance with the respective unit of origin by converting the categorization of the assessment results in each work unit.