Talent Development and Inclusion
We recognise that a dynamic and engaged workforce is essential to the continued success of our Bank. By sharpening the knowledge and expertise of our people through technical, personal development and professional conversion programmes, we ensure that they are equipped with the skillsets and mindsets to remain relevant, competitive and fulfilled.
Our Policy and Commitments
As a valuable asset, UOBI maintains and pays attention to the needs of all occupational aspects and continues to drive employee capabilities beyond individual limits through our training and development programmes.
Below are UOBI’s various policies to nurture and develop our talents which will ultimately lead to long-term sustainable organisational and individual growth. We strive to provide the best benefits to improve the quality of life, pay attention to occupational health and safety, and create a conducive yet harmonious work environment.
Equal Opportunity
Remuneration and Benefits for Colleagues
Remuneration is a key element of maintaining human resources as well as increasing UOBI's competitiveness amidst the dynamic business needs and competition. UOBI provides attractive, effective and competitive remuneration, which is expected to motivate employees and support our long-term goals.
The remuneration given has taken into account UOBI's condition and similar industries as well as applicable labor regulations and regulations. UOBI’s employees all over the country receive remuneration above the Provincial Minimum Wage (UMP) Standard which is used as a reference for the minimum number of decent living needs in each region of Indonesia in accordance with the Ministry of Manpower and Transmigration regulation Number 7 of 2013 concerning the Minimum Wage.
We do not differentiate remuneration based on gender. The assessment of the remuneration amount is solely determined by the capacity and performance of each employee.
Employee Benefits
In addition to basic salary, UOBI also provides other benefits to support work- life balance and employee welfare. We provide health insurance and life insurance, BPJS Ketenagakerjaan, BPJS Kesehatan, and if eligible, an employee can be enrolled in the DPLK pension programme which is managed independently by the government.
Other additional benefits are set forth in the Collective Labour Agreement (PKB) and policies regarding employee welfare, including employee welfare facilities (KPR, KMG, KKB), annual leave, maternity leave, and parental leave.
UOBI also provides opportunities through various development programs such as international and domestic assignments, scholarships, and leadership training activities.
Pension Policy
UOBI provides a defined contribution plan as well as procedures to record estimated liability benefits for severance pay, years of service gratuity, and compensation for employees to cover possible shortages and deficiencies. The approach is in alignment with the Law No. 13 of 2003 regarding Manpower, Job Creation Law and our labour agreements.
The composition calculation of pension plan dues depends on a set of assumptions used by independent actuaries and by our management, including discount rates, annual salary increase rates, annual employee turnover rates, disability rates, retirement age and mortality rates.
As of December 31, 2023, estimated employee benefits and liabilities was recorded based on the actuarial valuations conducted by an independent actuary Kantor Konsultan Aktuaria Steven & Mourits.
In addition, UOBI also participates in a pension plan organised by Badan Penyelenggara Jaminan Sosial (BPJS) - Pension Security Programme
in accordance with regulations.
Freedom of Association and Collective Bargaining
Collective Labour Agreement
UOBI acknowledges that our employees are valuable assets that needs to be cared for. In order to maintain a harmonious relationship, we allow employees the freedom to gather, form associations, and express opinions. UOBI and employees have a Collective Labour Agreement (CLA) as a means to maintain harmonious industrial relations.
The CLA regulates every rights and obligation of each employee and employer which has been adapted to the applicable laws. All UOBI’s employees have understood and signed the CLA.
Labour Complaint Mechanism
In principle, we try to solve work problems amicably. Based on the existing CLA, every employee is allowed to submit grievants about the unpleasant treatment he/she has received. The grievances are submitted in written and addressed to the direct supervisor concerned. In addition, they can also seek union advocacy to help resolve issues internally.
Training and Development
Employee Improvement Programme
One of the pillars for achieving sustainability and crucial to our success is having employees with excellent future skills. We are committed to increasing employee readiness within the digital and disruption era by equipping employees with both soft skills and technical skills in terms of growth mindset, problem solving, digital awareness, human-centered design, and data storytelling through the Better-U program. Better-U is a Future- Oriented Competency Improvement Program. This program aligns with international training standards and focuses on developing five core competencies. With this fundamental skill set, employees can be better prepared for the challenges of the digital economy while remaining relevant and employable.
As a continuation of the program, employees are given two important skills, namely Data Analysis and Project Management. The aim of this program is to prepare employees to face dynamics in a work system full of innovation. This program is carried out online, and it is interactive as well as it is aimed at encouraging employees to work together during the training. In 2023, the total number of Project Management participants reached 89 employees, while Data Analytics reached 138 employees
Employee Trainings in 2023
Throughout 2023, we have invested in and delivered training opportunities to our colleagues.
Employee Engagement Survey (EES)
In 2023, we have conducted performance assessments for all employees.
We regularly survey our people to improve their sense of belonging to UOBI. As an outcome of previous surveys, various engagement programmes have been implemented. In continuance of our positive trend, we achieved better engagement score in 2023 compared to the previous year.
Review of Policy and Performance Effectiveness
We consider that the policy to attract, develop and maintain talent has been running well. The remuneration, benefits, training and development we provide have delivered a positive impact on employees and UOBI’s development. This is reflected in the employee engagement survey results.
We continuously evaluate and adapt to future developments and challenges to ensure our business growth in the long-term.
Equal Opportunity
Remuneration and Benefits for Colleagues
Remuneration is a key element of maintaining human resources as well as increasing UOBI’s competitiveness amidst the dynamic business needs and competition. UOBI provides attractive, effective and competitive remuneration, which is expected to motivate employees and support our long-term goals.
The remuneration given has taken into account UOBI’s condition and similar industries as well as applicable labor regulations and regulations. UOBI’s employees all over the country receive remuneration above the Provincial Minimum Wage (UMP) Standard which is used as a reference for the minimum number of decent living needs in each region of Indonesia in accordance with the Ministry of Manpower and Transmigration regulation Number 7 of 2013 concerning the Minimum Wage.
We do not differentiate remuneration based on gender. The assessment of the remuneration amount is solely determined by the capacity and performance of each employee.
Employee Benefits
In addition to basic salary, UOBI also provides other benefits to support work- life balance and employee welfare. We provide health insurance and life insurance, BPJS Ketenagakerjaan, BPJS Kesehatan, and if eligible, an employee can be enrolled in the DPLK pension programme which is managed independently by the government.
Other additional benefits are set forth in the Collective Labour Agreement (PKB) and policies regarding employee welfare, including employee welfare facilities (KPR, KMG, KKB), annual leave, maternity leave, and parental leave.
UOBI also provides opportunities through various development programs such as international and domestic assignments, scholarships, and leadership training activities.
Pension Policy
UOBI provides a defined contribution plan as well as procedures to record estimated liability benefits for severance pay, years of service gratuity, and compensation for employees to cover possible shortages and deficiencies. The approach is in alignment with the Law No. 13 of 2003 regarding Manpower, Job Creation Law and our labour agreements.
The composition calculation of pension plan dues depends on a set of assumptions used by independent actuaries and by our management, including discount rates, annual salary increase rates, annual employee turnover rates, disability rates, retirement age and mortality rates.
As of December 31, 2023, estimated employee benefits and liabilities was recorded based on the actuarial valuations conducted by an independent actuary Kantor Konsultan Aktuaria Steven & Mourits.
In addition, UOBI also participates in a pension plan organised by Badan Penyelenggara Jaminan Sosial (BPJS) - Pension Security Programme
in accordance with regulations.