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Assistant Manager HRGS

The document outlines the job description and responsibilities of an Assistant Manager in the Human Resource Development and General Affairs department. The Assistant Manager is responsible for implementing HR strategies and policies, recruitment and selection, compensation and benefits, personnel administration, internal and external relations, job design, performance management, career planning, and training programs. The key objectives are to support the company's vision and operations through developing HR programs and ensuring employees have the necessary competencies.

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0% found this document useful (0 votes)
46 views6 pages

Assistant Manager HRGS

The document outlines the job description and responsibilities of an Assistant Manager in the Human Resource Development and General Affairs department. The Assistant Manager is responsible for implementing HR strategies and policies, recruitment and selection, compensation and benefits, personnel administration, internal and external relations, job design, performance management, career planning, and training programs. The key objectives are to support the company's vision and operations through developing HR programs and ensuring employees have the necessary competencies.

Uploaded by

Yudha
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
You are on page 1/ 6

D JOB

DESCRIPTION
Job Title: : ASSISTANT MANAGER

Department/Division : HRD & GA

Job Holder : NURYENAH

Reports to : MANAGER

Main Functions & Authorities

Implement human resource development activities in a professional manner to support the


achievement of the Company's Vision and Mission by controlling, manage the company's
strategy and creating and implementing HR policies to support the smooth operation of all
departments.

ORGANIZATION CHART

RESPONSIBILITY & AUTHORITY SUCCESS INDICATORS


1. Selection, Recruitment & Employment
a. The established policies and
a. Implement policies and procedures that procedures can be implemented
regulate HR needs, selection and consistently.
recruitment processes.
b. The HR needs of each Department
b. Control the implementation of HR can be met according to planning.
planning according to the needs of each
Department. c. The selection process runs
effectively and efficiently, the
c. Carry out the selection & recruitment recruitment process is able to meet

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RESPONSIBILITY & AUTHORITY SUCCESS INDICATORS
process according to planned needs. the planned needs.

d. Provide human resources that match the d. The fulfillment of HR needs of each
qualifications set by company policy. department according to time,
quality and quantity.
e. Carry out the recruitment process in
accordance with the needs of the company e. The process of accepting new
based on the ratio that has been set by the employees goes through established
management. procedures and the administrative
process runs in an orderly manner.

2. Compensation & Benefits


a. Recommend to the Board of Directors a. Payroll standards are fairly
about an appropriate and implemented (internal) and competitive
compensation system & benefits / facilities. (internal), and applied consistently.

b. Performs the function of control over the b. The Policy on Benefits and
development of the company's personality. Facilities is arranged and in
accordance with the capabilities and
developments of the company's
conditions over time.

3. Personnel Administration
a. Responsible for the continuation of all a. Ensuring personal administration,
personnel activities that are able to support starting from Selection,
the company's operations. Recruitment, Promotion, Mutation,
Demotion, Attendance, Leave,
b. Performs the function of control over the Overtime etc. is carried out in an
development of the company's personality. orderly manner.

b. The latest personal data report is


available according to the schedule
set.

4. Internal & External Affairs


a. Ensuring the creation of harmonious a. Ensuring that the working
communication relationships with atmosphere is created in harmony
management and employees. and work discipline is controlled.

b. Ensure that there issocialization per b. Company Rules and Policies as

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RESPONSIBILITY & AUTHORITY SUCCESS INDICATORS
turanand policies as well as HRD well as HRD procedures can be
procedures that are right on target. understood and implemented by all
employees.
c. Ensuring operational activities related to
employee work discipline, employment, c. The formation of good employee
and monitoring of the condition of the work discipline, labor problems and
situation can be carried out properly. labor conditions can be monitored
and resolved properly.

5. HR Policies & Procedures

a. Plan andreport HR policies to the Manager. a. The existence of HR policies that


can support the achievement of the
b. Detailing it into applicable systems and company's Vision and Mission.
procedures.
b. The creation of HR systems and
c. Performs the function of control and procedures and policies that can be
direction over its implementation. implemented consistently.

d. Conduct regular reviews in accordance c. Ensure that the implementation of


with the latest developments. HR policies and procedures runs
well.

d. There are regular reviews to ensure


HR policies are in accordance with
the latest developments.

6. Job Design

a. Create and propose the organizational a. The creation of an efficient


structure of the company in accordance organizational structure and
with the needs of the company. placement of human resources in
accordance with the needs and
b. Make analysis and evaluation of the work. competencies of position holders.

b. Each position in the organizational


structure is supported by a Job
Description that is clear and
understandable to every position
holder.

7. Performance Management & Career

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RESPONSIBILITY & AUTHORITY SUCCESS INDICATORS
Planning
a. The existence of an objective and
a. Together with the Manager and each Head transparent assessment method
Dept. to compile success indicators (KPIs) (Matrix Skill).
for each department according to the
company's targets to be achieved. b. Performance evaluations are carried
out every 6 months in all
b. Monitoring and evaluating performance departments according to the agreed
across departments. schedule.

c. Drawing Up Career Planning. c. The existence of Career Planning in


accordance with the company's
d. Formulating a Career Development long-term plan and the regeneration
Program. of each management position is
carried out properly.

d. The existence of Career


Development that goes hand in
hand with the development of the
organization.

8. Training

a. Identify needs and structure training a. Ensuring the competence of each


programs. employee according to the demands
of the job
b. The implementation of a training
b. Controls the implementation of training. program that is able to answer the
needs of increasing the competence
c. Ensuring the training program at a later of employees of all departments.
stage will help the employee to develop his c. The implementation of an
career. integrated training program with
employee career development
plans.
9. Reporting

Report regularly to the Manager regarding the Reporting is received by the Manager
planning and activities of the HRD and can be clearly understood
Department.

10. Additional Tasks

Perform additional duties of the Board of Additional duties of the Board of


Directors or Managers that are still within the Directors and Managers can be
relevant competency limits. completed properly.

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RESPONSIBILITY & AUTHORITY SUCCESS INDICATORS

AUTHORITY

 Together with the Manager , they determine the company's strategy and policies.
 Propose to the Manager and formulate the HRD system, procedures and policies in general.
 Performs the functions of planning, organizing, implementing and controlling all activities of the
HRD department.
 As a representative of management in matters related to HRD both internally and externally
(government agencies / law enforcement officials).
 Recommend selected candidates who will be accepted as employees.
 Establishing the employee's salary scale, recommending the employee's salary both when the
initial entry and in the annual salary increase.
 Propose to the Manager the annual budget of the HRD division.
 Perform the functions of coaching, consulting, and providing sanctions if deemed necessary
against hr dept hrd in particular and all employees in general.
 Assessing the performance of all employees of the HRD department.
 Provide input on employee performance in general.

Created By, Approved By,

Dept Head CEO

( Wachid Maulana, SH ) ( Mr. Cyril Lee )

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