Strategi Transformasi SDM PT Pos Indonesia, Kendala dan Solusinya

Summary

Pos Indonesia is undergoing a major transformation under the leadership of Faisal, focusing on revitalizing its workforce and business strategies. This isn't Pos Indonesia's first attempt at transformation, but previous efforts left little impact. The video explores Faisal's approach to shift the company mindset from an administrator-driven model to an entrepreneurial one, addressing challenges such as outdated technology, employee mindsets, and organizational culture. The seven key transformation areas include business, products, processes, technology, human resources, organization, and company culture, with a strong focus on profitability and adaptability in the digital age.

Takeaways

• 🔄 Pos Indonesia is undergoing a massive transformation, though it’s not the first one in the company’s history.
• 📚 The company previously attempted transformations in the 1990s, as documented by Hermawan Kartajaya in his book *Bringing the Network Company* (1959) and its sequel *Marketing for Turnaround* (2012).
• ⚠️ Despite previous efforts, the company remained stagnant or 'asleep'—largely attributed to human factors and employee mindset issues.
• 🧑‍💼 The current transformation under Faisal emphasizes the role of human resources (HR), aiming to change employee mentality from administrators to entrepreneurs.
• 🏆 Faisal’s vision focuses on seven transformation pillars: business, products, processes, technology, human resources, organization, and culture.
• 💼 The main challenge lies in transforming employees’ mindsets, especially since 70% of the workforce has only a high school education or less.
• 📈 The key to success, according to Faisal, is creating an entrepreneurial mindset, with proactive, opportunity-driven behavior being central to this new approach.
• 💡 Effective communication and transparency about the company's financial struggles and long-term survival are crucial in gaining employee trust and cooperation.
• 🤝 Building trust within the organization and engaging employees in the transformation process is vital, especially through open discussions about the company’s profits and losses.
• 🚀 Resistance to change exists, with 50% of employees abstaining or resisting transformation, but through consistent communication, inspiring leadership, and training, Faisal aims to turn more employees into supporters.

Q & A

What is the main focus of Pos Indonesia's current transformation?

The main focus of Pos Indonesia's current transformation is on transforming its human resources (SDM), which are considered the engine of the company. The transformation emphasizes shifting the mindset of employees from administrators to entrepreneurs.

What is the key difference between the current transformation and previous efforts at Pos Indonesia?

The key difference lies in the focus on changing the mindset of employees. The current transformation stresses shifting the mindset from being passive and administrative to proactive and entrepreneurial, a strategy not emphasized in past transformations.

Why does the transformation of human resources (SDM) take priority in this current effort?

The transformation of human resources takes priority because the company's leadership believes that the success of the company depends on its people. The mindset and capabilities of the employees need to align with the company's new direction towards digitalization and entrepreneurship.

What are the seven areas of transformation that Pos Indonesia is targeting?

Pos Indonesia's transformation targets seven areas: 1) Business transformation, 2) Product and channel transformation, 3) Process transformation, 4) Technology transformation, 5) Human resources transformation, 6) Organizational transformation, and 7) Cultural transformation.

What mindset shift is being encouraged among Pos Indonesia employees?

Employees are encouraged to shift their mindset from being administrators to becoming entrepreneurs. This involves being proactive, aggressive, and opportunity-focused, and seeing challenges as opportunities.

What are some challenges Pos Indonesia faces in transforming its workforce?

The main challenges include employee resistance to change, especially among those who are used to the old ways of working. Many employees, especially the 70% classified as 'blue-collar', may struggle to adopt new technologies and mindsets. Additionally, there is skepticism among some employees based on past failed transformation efforts.

How is the transformation being communicated to employees at Pos Indonesia?

The transformation is communicated through frequent meetings, transparent sharing of the company’s financial status, and regular reminders of the urgency for change. Senior leaders are responsible for breaking down long-term plans and inspiring their teams.

What is the long-term plan for Pos Indonesia as part of this transformation?

Pos Indonesia has a long-term plan for 2021-2026 that outlines clear goals and strategies for transformation. This plan serves as a guide for all programs and initiatives, ensuring they align with the overall transformation strategy.

What strategies are being used to address employee resistance to the transformation?

Strategies include clear communication, inspiring leadership, and transparency in decision-making. Leaders are also trained to deal with resistant employees through consistent communication and personalized discussions to build trust.

How does Pos Indonesia's transformation align with its financial performance goals?

The transformation aligns with the goal of making Pos Indonesia more profitable. Business performance is considered the ultimate measure of success, and all transformation efforts are aimed at improving revenue, reducing costs, and achieving profitability.