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Having thousands of people distributed across Indonesia, dynamic working processes, lack of talent, and evolving customer needs, modern Retail Human Resources management requires a set of strategies that addresses this complex combination of needs and characteristics. Additionally, it is essential that these strategies are easily understood and vitalize employees in order to drive company culture.
“Employee experience could not be implemented without a strong system that enables MAP to provide convenience at the fingertips of all MAP people”
In the past, Human Resources have focused on satisfaction, engagement, retention, and organizational culture. Thanks to the COVID-19 pandemic the game has changed and with retail’s specific challenges traditional strategies do not work. Thus, it is imperative to escalate to a new level of strategic modern retail Human Resources.
Building a robust HR Management System in 2021 to adapt to the current work environment will enable PT. Mitra Adiperkasa, Tbk (MAP) to continue as Indonesia’s leading lifestyle retailer. Since the early days, MAP people has always been the center of the business and it is our commitment to provide the ultimate journey within the company. With that goal in mind strategic human resources will be impactful for the people. We believe having providing valuable employee experience will lead to a magical journey for our customers. Employee Experience takes a holistic approach to the entire journey of the company employee. Human Resources exists to deal with people but it definitely still runs on data and technological systems which increase data accuracy, speed up HR operations, and provide a smooth employee experience.
Employee experience could not be implemented without a strong system that enables MAP to provide convenience at the fingertips of all MAP people. Starting from recruitment and onboarding, employee self-service, learning management, performance appraisals, and completing the employee life cycle in just one click away
First and foremost, set the foundation by choosing the right partner to collaborate with in order to design a system to ensure a great employee experience while encompassing the highest level of Human Resource Management activities. It must capture multiple human resource policies that are internally consistent in relation to the objectives of the company at the same time automating and facilitating all human activities. To begin the journey, we start with the end in mind, what features will ease MAP people in alignment with business requirements and thinking one step ahead from the latest trend. Hours of reviewing the current journey and identifying new flows, the system is then built according to the new defined journey. It also needs to include a vigorous and comprehensive learning curriculum with artificial intelligence that ramps up the motivation of the learners through many exciting features like gamification, geo-tagging, which provides flexibility in marking attendance via mobile phone and inter-company social media communications. Lastly, through the learning system, all MAP people will be shaped to become more agile and escalate their digital competencies simultaneously.
We recognize that this is not an easy journey, especially for those who have been accustomed to the previous semi-automated processes. Nevertheless, open and continuous communication throughout the change management and involvement of the management team and key opinion leaders are very important during the shifting. They benefit from the efficiencies created by an end-to-end automated HR process resulting in a better improvement in the business. As a majority of our workforce are Millennials and Generation Z the utilization of current technologies and automation is an attractive point for them to choose MAP over other companies.
It is undeniable that there will be a learning curve that is inherent in rolling out any new process. But our top leadership team that emphasizes courage by listening, daring to take risks, and empowering every layer of leadership to utilize and immerse in the new system as part of the employee experiences cycle sets us apart from other companies.
Isn’t it a big investment required by the company? A good question considering the current world condition. It’s an investment, but it’s one that will ultimately pay off. This is our strategy gearing up for 2022 and being ready for any future challenges. We are now in the piloting phase and with full support from the top Management, we are expecting the system to be fully implemented within Q4 2021.
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