BAB III COMPANY OVERVIEW 1.1 Organizational History
Kimia Farma Indonesia established by the Dutch Indies Government in 1817. The name of this company was originally NV Chemicalien Handle Rathkamp & Co. Based on the policy of nationalization of ex Dutch companies at the beginning of the independence period; the Government of the Republic of Indonesia merged in 1958 a number of pharmaceutical companies into PNF Bhinneka Kimia Farma. Then, on 16 August 1971, the form of PNF as legal entity was changed to Limited Liability Company and the company’s name was changed to PT Kimia Farma (Persero). On 4 July 2001, PT Kimia Farma (Persero) changed again status to public company, PT Kimia Farma (Persero) Tbk, hereinafter referred to as Company. Simultaneously with this change, the Company was listed at Jakarta Stock Exchange and Surabaya Stock Exchange (currently both stock exchanges had been merged and now named Indonesia Stock Exchange). With tens of years of experience, the Company has developed into a company with integrated health service in Indonesia. It has been increasingly engaged in the development and building of the nation, particularly the building of health of the Indonesian community.

CORPORATE CULTURE

Corporate culture PRIMA which includes aspects of self value and work value and has set since 2004, still remains relevant to the vision of the Company at this time. The corporate culture are :

Professionalism

Is awareness in speaking and acting to execute the tasks and functions vigorously, and armed with requisite knowledge and skills in the any situation and condition.

Cooperation

is working in togetherness in a move and minds of the team that is reflected in cooperation closely and solid among employee to get the best result for the Company.

Integrity

is positive mental attitude that underlying passion and enthusiasm in working professionally.
Armed with the corpotare culture, the Company has managed to find the core of corporate culture that is the core values of the Company ( corporates value ) namely I CARE as guidelines for the Company in running the business, to improve the quality of life and the life of large community. Following are the core values ( corporates values ) of the Company :
Innovative

Think out of the boxes, smart, and creative to build leading products

Customer First

Put priority on customers as a working partner

Accountability

With everlastingly responsible for the mandate entrusted by the company with hold professionalism, integrity and cooperation

Responsibility

Having personal responsibility to work on time, on target and reliable, and continually seeks to stand firm and wise in facing any problem.

Eco - Friendly

Create products or services and provide good services environmentally friendly.

1.2 Vision and Mission of The Organization 3.2.1 Vision
To become an integrated corporation in health sector and capable to generate the sustainable value growth through synergic business configuration and coordination.
3.2.2 Mission
1. To generate corporate value growth through activities in the following sectors:
2. Chemical and pharmaceutical industries based on research and development of innovative products.
3. Trade and distribution network.
4. Medical services based on pharmaceutical retail network and other medical service network.
5. Management of assets associated with the Company business development. 1.3 PT KIMIA FARMA APOTEK

PT Kimia Farma Apotek (KFA) is a subsidiary of the Company incorporated by virtue of a deed of incorporation No. 6 dated 4 January 2003 drawn up before Notary Ms. Imas Fatimah, S.H. in Jakarta and already amended by a deed No. 42 dated 22 April 2003 drawn up before notary Nila Noordjasmani Soeyasa Besar, S.H. This deed has been approved by the Minister of Justice and Human Rights of the Republic of Indonesia in a
Letter of Decision No: C-09648 HT.01.01. TH.2003 dated 1 May 2003.

Since 2011, KFA has done a transformation program and change the vision of the company's from retail network pharmacy to the leading health service network and able to provide solutions to public health in Indonesia. In 2012 KFA has done several things to implement the vision by developing clinic services and improve pharmacy, clinic, clinic laboratory and optics.services.

Business Activities

In accordance with the articles of association, the purpose and objective of KFA is managing pharmacy, clinic, clinic laboratory, optics and other health services. At the end of 2012, the number of KFA outlet is 412 pharmacies, 64 health clinics and 33 clinic laboratories. Retail pharmacy is the biggest source of revenue.

KFA provides integrated health services including pharmacy services, health clinics, clinics laboratory and optic, with the concept of One Stop Health Care Solution (OSHcS) to facilitate public get high quality health services. Pharmaceutical services using standard Good Pharmacy Practice (GPP) which is an international standard published by The International Pharmaceutical Federation as well as the standards set forth by the Ministry of Health Republic of Indonesia concerning pharmaceutical standard service at the pharmacy.

While, the clinic service uses the standard from the Ministry of Health of the Republic of Indonesia regarding the Clinic and the Clinic Laboratory services have to useg standard Good Laboratory Practice (GLP) and the principles of accreditation of Health Laboratory Accreditation Committee of the Ministry of Health Republic of Indonesia

1.4 Organizational Structure BAB IV ANALYSIS AND DISCUSSION 4.1 Recruitment and Selection
Kimia Farma sometimes may requires or shortage of employees. Below are the recruitment and selection steps of the Pt Kimia Farma Apotek: * Job analysis, workforce planning and forecasting personnel needs
First, the manager of each department will commission human resources to fill a new or vacant position if there are shortages of employees. Then the managers decide what positions that have to fill, job specification, the job description, and how many people are required. * Advertising or job posting
After the manager establishes the job requirements, the human resources department posts the job vacancy via internet and newspaper. But in the newspaper is rarely, mostly by word of mouth. Via internet, they recruit through their own website and http://www.jobscdc.com. * Applicants apply for the job vacancy
Applicants send their cover letters and curriculum vitae. There are 2 methods that can be used in sending resumes, which are sending email to the company’s email or apply through their website and sending the resumes direct to the company. * Selection of the applicants’ resumes This process will be conduct by Human Resources Department and will take about 2 until 3 days. Human resources will choose applicants and give their resumes to the manager concerned then he/she will compare the applicants based on the experiences, skill and kwonledge about pharmaceutical. After selecting, the manager tells to the human resources supervisor.

* Inform the candidates Then human resources supervisor will choose the time and inform it to the candidates through phone. They will ask them when they can come to interview. * Interview the candidates The candidates will be interviewed by human resources supervisorand sometimes by manager. Usually, the candidates will be asked about their working experiences, reason they choose this company, about themselves and knowledge about medicine . * Test the candidates In this session, the candidates will be tested with the cognitive tests (Intelligence Tests), test sikap (memberi salam) and situation test when provide services to the costumers by the human resources supervisor and manager and they will give the score. * Selection of the candidates The manager and supervisor will choose the candidates and inform to the human resource officer. It takes about two until three days to know the result. * Inform those candidates who have passed the selection If you are passed, you will be informed through phone by human resources officer and they will decide where you will be placed.Generally, you will start your work the next day after you receive the telephone. * Training New employees who had entered will be taught and they will tell them what their duties. The company and other staff will see their performance in 3 month . it’s time to give them training and after that depending on the company after 3 months you will be hired as an employee or not. * New employees start working New employees who had hired will be sign a contract. There is 1 year. If the employee had contracted they have to abide by the rules and accept what already exists in the contract. * Training and Development 4.2.1 Training The training mostly conducted on newcomers or those who are just start working in the company and not familiar with company’s works. There is rarely has a training for the current employees unless there is something new such as new regulations, new engines, new systems and etc. The training for the newcomers is when they were informed by the officer that they have passed the selection. The training is about how to provide best services to consumers and how to influence consumers to buy the product. The first , decide siapa yang harus melakukan training dan bagaimana cara menyampaikanya . seletah itu design dan kembangkan cara yang akan dilakukan yang biasanya memakai power point dan tutor sebagai penjelas. Dari bebrapa apotek harus mengirimkan minimal 2 perwakilanya untuk mengikuti training ini dan biasanya diutamakan pegawai baru . training biasa dilakukan di kantor pusat Kimia Farma Apotek Bussiness Management Batam di daerah Batam Centre tepatnya Apotek Kimia Farma No.269
Jl. Jend. Sudirman Batam Centre Alamat Jl. Jend. Sudirman Batam Centre Telp : 0778 461 482. Pelatihan ini diselenggaran rutin minimal 2 kali dalam 1 tahun . Pelatihan contemporary yang lain adalah seperti pelatihan cara ber make up bagi pegawai wanita dan diselenggarakan ditempat yang sama , biasanya bekerja sama dengan pihak kosmetik seperti wardah dan lainya . pelatihan lain juga biasa diselenggarakan di luar company seperti pelatihan penggunaan alat kesehatan dari Omron di Harris Hotel atau di Planet Hotel .

* Compensations & Benefits 4.3.1 Compensations Compensation in Kimia Farma usually in the form of salary, over time fee, payment etc. The salary usually depends on employee’s position, working experience, and the education. There are also bonuses on the special event such as Christmas, Idul Fitri, New Year, etc. Contracted employees have 12 days leave in one year. Usually they give in health (free treatment at their clinic Rp. 100.000,-) and BPJS card (health insurance/ manpower social security) to the new employees and their family (if already married as husband / wife, children and excluding parents), transportation, grading , eselon for peagawai tetap , UJP , tunjangan kehadiran and the other bonuses if acheive the target in a year. Employees will get their overtime fee when they work over their working hours and they will receive a large sum of money when they injured at work. * Benefits There are some benefits for employees in Kimia Farma. They provide: 1. Meal cost. Employees will get any meal cost in fasting days about Rp. 12.000, - . 2. Tunjangan pendidikan untuk meningkatkan edukasi dari setiap pegawai tetap. 3. Over-time fee. The fee is per hour. So if the extra times is 2 hours they get extra fee about 2 hours. 4. There are also have free treatment at the clinic and health insurance. Dan di company ini ada jenjang jabatan dari THL –PTT –PT-supervisor. Dari THL ke PTT syaratnya harus lulus uji psikotes , PTT ke PT harus lulus uji psikotes ,wawancara dan tes kesehatan, PT ke supervisor syaratnya min 5 tahun jadi PT dan minimal punya gelar Asisten Apoteker. Seorang THL max perpanjangan kontrak selama 2 x selanjutnya diberhentikan atau diangkat menjadi PTT.

BAB V CONCLUSIONS AND RECOMMENDATIONS * Conclusions
From the analysis and discussion that has been described above, the author concludes that: 1. The methods used to recruit are via internet (on the website and job broads) and word of mouth. The objective is looking for candidates from external sources. 2. They use cognitive, , situational judgment tests to test the applicants before they are selected 3. The training methods that they use to train the newcomers are training with a programmed learning and audio visual-based training. 4. The compensantion in this company complete enough. * Recommendations
Recommendation that author can provide and convey in this paper for Kimia Farma to clearer and more detailed in the division of labor, more open in the development of human resources and the promotion . Improve the recruitment media such as television, newspaper and poster , advertisment in internet is good but it is not clearly because some people not see the advertisment and word of mouth is not efferctive .

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