Navigating the Tech’s

Evolutionary Leap into the

Future Human Resources
TechConnect for 10th Indonesia HR Director Summit
February 21st, 2024 at The Westin Jakarta
The Only Thing Constant in Life is Change
HR also need to learn from the age of world civilization for an exponential rate of technological progress

Industry Rev olution 1.0 Industry Rev olution 2.0 Industry Rev olution 3.0 Industry Rev olution 4.0
18 th Century 19 th Century 20 th Century Present
Steam Mechanization Electric ity Mass production Computing Electronics and Intellige nce Cyber-physical
driven by water and assembly IT adoption to system fueled by
and steam power lines powered by automate data and machine
electricity processes learning
Innovation is at the Heart of Transformation
Technology and innovation bring up the speed of change in all aspects in our daily life

Blockbuster
1990s
ENTERTAINMENT Netflix

Rotary Phone COMMUNICATION

1990s Zoom

Card Imprinter PAYMENT E-wallets

1980s

Mailbox Email &

1990s
EXCHANGE DOCS WhatsApp
Build to Last: Shaping the organizational excellence through workers and digital
transformation for a higher purpose in serving the exponential business growth
and sustainability.

Business Vision HR Objective Outcome

To become world’s respected technology-based
group companies focusing in energy resources
and financial services.
HR role shift from Business Partner to Game Changer
for supporting TechConnect business vision.
• Create 300 CxO in 2026 with 3 characters: Winning Spirit,
Bounce Back, Adversity Quotient
• Transforming organization entering industry 5.0
• Talent & Leadership to attract- build - retain global talents
• The People Productivity Improvement

Transforming organizational
1. excellence to ‘Holacracy-
metaverse’ organization

3.3 bio USD Revenue 6 bio USD 20 bio USD From Implementing the Life
Challenges Experience and Technology
to 2.
Enablement for Supporting
40 Companies opportunities
250 Exponential Business Growth

40,000 Employees 80,000

Current Innovative Approach
Mining, Energy Mining, Energy to support Future Ready
Resources, Logistic, Resources, Technology, 3.
media/lifestyle,
Business Pillars
financial services, digital
Leaders for Organization
consumer goods, investment, banking, Excellence & Agility
live stock, etc. crypto, global stock, etc.
 A Decade of our Change Management journey: from HR Traditional Model
to Holacracy-Metaverse, and now, Innovation-Friendly Organization

Current Condition and Next Move

2015 2019 2020 - 2026 2027 - beyond

2014

Global Functional Model Agile HR Teams Holacracy-metaverse organization Innovation-Friendly Organization

CHRO CHRO CHRO

HR BP HR
GFT GFT GFT HR BP CoC
HR BP CoC HR SSC HR SSC Services M ETAVERSE
1 2 3 ORG ANIZATION

HR impact teams
Driving bus ines s
trans formation

• Limited BU with similar • Create HR SMM • Deploy agile team/squad

business industry
• Stringent • BP with clear strategic role,
implementation of Dave
Ulrich model
holding/corporate from holding to serve
multiple BU with more
diversified industry
• Deploy agile team/squad from holding to serve multiple BU • Build a sustainable innovation
across two holdings (SMM & SMMA) w ith certain
organization
uniqueness in each industry
• High utilization of technology (AI, RPA, Big Data, etc.) • Perform job redesign using AI
• Rotation and promotion to other Business Units • Perform resource allocation using AI
• Global Talent Mobility to businesses in Australia,
Singapore, Africa, China, Korea, etc.
• Secondment through squad
• Talent-sourcing knowledge: hackathon, scrum,
incubators, research & development
• Business turn-around with assignment for soon-to-be
CxO level

Note: HR BP = HR Business Partner, CoC = Center of Competence, HR SSC = HR Shared Service Center,
GFT = Global Functional teams; EJ = Employee Journey, BU = Business Unit
Implementing Models of Round Robin & Holacracy for innovative,
democratic organization and encourage entrepreneurial mindset

THE HOLACRACY-METAVERSE MODEL THE IMPLEMENTATION

To speed up talent fulfillment for critical

roles in a new BU

Dispatcher
Multiple Roles Round Robin

The Concept like a Mother Bird feeding her children For talent fulfillment to speed up business
establishment
• Jobs for multiple BU’s
• Temporary/ permanent, depend on the nature of job Parallel : conduct in the same stage
• Pool of Talent as Shared Service Pl a n Bui ld Del iver Run

TECH POOL
Talent example :
New BU New BU

SQE BU 1 SQE BU 2
Series : conduct in the sequential stages
Pl a n Bui ld Del iver Run

CTO tech Dev. CTO ITBP Head. CTO

IN

Out

Product Manager HR to ensure :

1. Job Segregation (%) 4. KPI / OKR
2. Work Optimization (#FTE) 5. Reward and Recognition
3. SLA (Position, Pay, Performance)
 Tech-centricity roles in the future: beyond the HR’s evolution

THE CURRENT STATE 21 HR JOBS OF THE FUTURE How nearly 100 CHROs, CLOs, and VPs of talent and workforce
transformation envision HR’s evolution over the next 10 years
Mid-to high-tech within 5 years Mid-to high-tech within 10 years

HOLACRACY-METAVERSE Low-to mid-tech within 5 years Low-to mid-tech within 10 years

High
ORGANIZATION Strategic HR Business
Continuity-Director

Genetic-
Finance Chatbot and Diversity
Human Facilitator Officer
HR
VR Immersion
HR Data counselor
Business
Detective
Algortihm Human-
Bias Auditor Network
Workplace Analyst
Human
WFH Bias-Officer Environment

Level of tech-centricity
Facilitator Architech
Future-of-work leader
ENGINEER Climate Change
Quantum Response Leader
Engine
Gig Economy
 Business is the center. Manager
Second-
Act Coach
 HR is closest to Business and can change rapidly Distraction
(agile) according to business/project needs, Human- Prevention
Machine Coach
business life cycle, and global condition University 4life Teaming Chief
Coordinator* Manager Purpose
 Pool of talents (HR, SQE, Engineer, Finance, Planner
Legal, M&A) think beyond (‘meta’) their box or
solid reporting line while celebrating a Head of Director
Business Of Well-
workplace less defined by physical location and Behaviour Being Employee
hierarchy to minimize waste of working Enablement
Coach
 Organization enabled by technology & data
analytic to boost productivity (RPA, AI, Business
Low
Intelligence)
2020 2025 2030
Year
The Emergence of Life Experience and Technology
Enablement for Supporting Exponential Business Growth
People and machine working together for ultimate value creation.

Learn Perform Grow Next Career Transition

EXPERIENCE

Join Deploy Recognize Enable

LIFE

Create “Google-like” Deliver personalized Deliver faster, Drive high Encourage Deliver Enable simplified Deliver clean and
experience for learning experience right-skilled, performance culture desired individual personalized career and high quality clear employee exit
candidates & new for employees & right-cost role and collective path and employee process
recruits leaders assignments behaviours development well-being

• Talent • Learning Platform • Gamification • Career • ESS for Compensation

PROGRAMS

• Mission Board • Coaching

Acquisition Implementation (Coach-In, Management Benefits
Feature Program
Platform • Learning Centre Safety, Mission Platform • Chat-Bot, Move Super
Implementation • KPI Automation Board) App
Implementation and Programs Implementation

Recruitment Learning Job & Role Performance Reward & Career Employee Self Employee Off-
Platform Platform Management Management Gamification Management Service Boarding
TECHNOLOGY

EPMS SIMAS POIN

CAREERS
Rewards Marketplace
Dashboard/ Insights TOMORROW
Mission Board Integration

TALENT
Coach-In Gamification Features
DASHBOARD HR Service Ticketing Off-Boarding

Core Human Resource Information System (HRIS)

 Social impact

Our Technology Advancement to Maximize Creation of Future Leaders

Increase Capability analysis to uncover

90%
Benchstrength additional hidden talent
Fit Score Match
1 : 0.75 • Comprehensive talent data in a single AI-platform allows
to the next
for better decision making.
position
1 : 1.5 • AI-matched profiles to recommend the potential
successors, using career path analysis
• Calibration and insights inform changes in role over time

Enhance the talent visibility to

develop workforce plans
85% • Visibility for analyzing both capability and
learnability and help to expand the pool of
Fit Score Match potential successors
Individual Aspiration vs Next Position Fit for • Assisting with career planning, DE&I support,
the development
•
and retention.
Supports effective manager/employee
conversations, and helps remove the mystery
of traditional succession planning
AI
Drive Talent Engagement and Inclusion

Employee Manager Business Leaders

Ability to choose the career and choose the Visibility to Talent across with skill & Implement Data Driven, Agile Talent
development to the closes next position capability to be matched to the organization Strategies to execute at scale
 Social impact

Current Innovative Approach to support Future Ready Leaders for

Organization Excellence & Agility

Next-Gen of Talent Management with AI as Enabler

AI are being used in the case of Talent Attrition, Succession Planning, and suggesting career path to talent
1 Crawling for the best
candidates

• Role-based succession
planning
• AI generated insight and
recommendations

2 Multiverse Career Path

• Explore and discover

potential career paths
• Action-oriented, explainable
insight
• AI generated career paths
options

3 Personalized
Development Program

• Skill-based development
plans based on goals
• Collaborative plan with all
stake-holder
Global Talent Mobility for our leaders’ next-level development journey

Initiatives to drive talent to support business growth

Some of our best talents have been assigned

for the global mobility…

Talent assigned as a
Strategic Partnership

Talent assigned as:

1. Corporate Secretary
2. Director

Talents across business

Talent assigned as CTO within TechConnect
business group

Talent assigned as
Technical Operations

Talent assigned as:

1. Technical Mine Planning
2. Strategic mine plan and
operations
 Social impact

Harvesting Another Result from a Holistic Talent Management Strategy

Organization Excellence & Agility

Double the productivity rate.

Focus in creating job opportunities for

others. Opportunities to innovate in varied
businesses & turnaround the business.
THANK YOU.
Quantum Leap is meant to help us drive breakthroughs
towards aspiration that come out from the organization

How will we know we are successful

We are a high performance organization when

benchmarked against competitors

We are data driven with transparency on our

Being a #1 initiatives and against our north star metrics of net
profit and number of customers
Financial Services & Energy Resources
Conglomerate in We are customer centric, focusing on and
Indonesia by 2026 measuring our customer impact

We have shared success where we all have a

stake in our performance and celebrate our
progress
Quantum Engine & Techconnect as the Engine for
Business & Digital Innovation

We build

a state-of-the-art
Digital Factory
Overcoming Global Business Challenge with a Robust HR Digital Transformation

From traditional HR to a holacracy-metaverse organization, we continue to

transform and give the best service for our entire organization.

Business Transformation HR Digital Transformation

Base HR System
EX PONENTIAL Enterprise HCM
• ESS/MSS Implementation
Foundation
BUSINESS GROWTH • SAP Fiori Implementation
2017-2018
• HCM Roll Out to GEMS Group
• e-Recruitment
HR Process • Learning Management Solution
Automation & • Learning Experience Platform
Digitalization
• Organization Visualization
2019-2020
• Robotic Process Automation
3.3 bio USD Revenue 6 bio USD 20 bio USD
• Workflow Automation
Resource
Optimization • Talent Management Suite
40 Companies 250 2021-2022 • Promotion Process
• Total Reward system
• Emerging of the Life Experience (LifeX),
40,000 Employees 80,000 HR as a Value Customer Experience (CX), Employee
Creator Experience( (EX)
Mining, Energy Mining, Energy 2023-2026
Resources, Logistic, Resources, Technology, • People Analytics to Cognitive Analytics
Business Pillars
media/lifestyle, financial services, digital • Executive Information System
consumer goods, investment, banking,
live stock, etc. crypto, global stock, etc. • Innovation-friendly organization through the
usage of AI, RPA, ML Big Data, and more