HONDA Syndicate 3

Syndicate 3
Novaldi Halomoan 29117363

Andina Setiadiana 29117366
Nazzala ZakkaWali 29117367
Company Profile
PT Astra Honda Motor (AHM)
Honda Motor Company Limited (Japan)
PT. Astra International, Tbk (Indonesia)
.
Automotive
(Manufacturing, assembly, and distribution)
.
Agen Tunggal Pemegang Merek (ATPM)

History
has 4 assembly plants. Sunter,

Kelapa Gading, Cikarang Barat,
Kawarang
Merged with other subsidiaries into 50th Million Production

PT. Honda Astra Motor 2014 2015
.
.
PT. Federal Motor was born on 1971 2001

June 11th
Organizational Structure (Top-Level)
Board of comissioner Board of Director
Audit Comittee
Production,
Finance and Accounting
Engineering and HR,GA and IT Director Marketing Director
Director
Procurement Director
Organizational Structure
Board of comissioner Board of Director
Audit Comittee
Production, Engineering and Finance and Accounting

HR,GA and IT Director Marketing Director
Procurement Director Director
Plant Treasury Human Resources Sales
PPC Accounting and tax General Affair Technical Service
Engineering Business control IT Parts
Manufacturing Financial Planning and Analysis System Integration Marketing Planning and Analysis
Cost Planning Logistic and Distribution
Quality technology
Industrial System Development

ONE HEART
Visi Misi
AHM ingin menjadi pemimpin

pasar sepeda motor di Indonesia Menciptakan solusi mobilitas bagi
dan menjadi pemain kelas dunia, masyarakat dengan produk dan
dengan mewujudkan impian pelayanan terbaik.
konsumen, menciptakan
kegembiraan bagi konsumen
dan berkontribusi kepada
masyarakat Indonesia.
Products
CUB .
MATIC
.
SPORT
BIG BIKE
CUB
 Revo X
 Supra X 125 FI
 Blade 125 FI
 Supra GTR 150  Supra X Helm In

Matic
 Spacy FI  BeAT POP eSP
 BeAT eSP
 BeAT Street eSP

 Vario eSP
 Scoopy
 Vario 150 eSP
 Vario 125 eSP
 PCX 150  SH150i

Sport
 CBR150R
 CRF150L
 CB150R  Sonic 150R

 CB150 Verza  MegaPro FI
 CBR250RR  CRF250RALLY
 CMX 500 Rebel  CRF1000L Africa Twin  CBR1000RR
 CB650F  CB500X  CBR500R
 CB500F Honda
BigBike
Competitors
Market Share Comparison
HONDA YAMAHA KAWASAKI SUZUKI TVS
74,51% 22,9% 1,34% 1,23% 0,02%
4.385.888 1.348.211 78.637 72.191 1.176

unit unit unit. unit unit
Competitor Analysis
Competitor Strength Weakness
Yamaha Design, performance Economic usage
Suzuki Low Price Design and comfortableness
Kawasaki Performance Economic Usage

Comparison product in cub segment through
another competitor
Yamaha Vega Force Honda Revo X

Cub-110 CC Cub-110 CC
55.6 km /liter 62.2 km/liter
Competitive Advantage
 Economical usage
In Indonesia Honda considered as the most-economical
motorcycle, as they implemement PGM-FI techmology. this
proven as table below:
Name CC 1 Liter usage

Honda Vario ESP 150 52.9/km
Honda Beat ESP 108,.2 73.5/km
Honda Revo X 110 62.2/km
Honda Blade 125 57.2.km
Competitive Advantage
• Technology advancement
Honda separates its research and development department
in order to provide much freedom to develop their own
technology as they invest highly on its R&D.
 Eco-friendly
Honda implement green-environment as they want to
reduce (by using eco-technology) the waste and pollution
from the vehicle that they sell.
Market Structure
Oligopoly
 Oligopolies are made up of a small number of firms in an

industry
 In any decision a firm makes, it must take into account
the expected reaction of other firms
 Oligopolies can be collusive or noncollusive
 Firms may engage in strategic decision making where
each firm takes explicit account of a rival’s expected
response to a decision it is making
Ansoff Matrix
1. Expand dealer to new province or city 1. Make new segment of motorcycle to reach new
2. Outbound marketing to people that use competitor market
product 2. Produce tractor or contractor equipment
New
3. Make test ride event to taste honda bike 3. Produce segway

Market
1. Joining automotive event like IIMS, GIIAS, etc 1. New technology in motorcycle in each segment,
2. Make gathering event for current users now Honda has PGM FI, it could be upgrade to be
3. Make community of honda bikers a new product
Current
2. Make a new sport bike for example Honda can

make sport 275cc double cylinder
3. Make new matic bike for different value
Current New
Product
HCM of Honda
Honda Creates a formulation of “Corporate Human Capital
Development” by 3 main pilars. Education, enrichment,
empowerment. From this CHCD formulation Honda expect
its employee to improve their competencies and character. In
addition they assess the performance of the employees by
Key performance Index and
Plan-do-check-Action (PDCA).
Honda Conduct “experiental learning” to improve employee’s
mindset and integrity toward Honda’s corporate culture. This
would develop employees to become more collaborated with
another department and build a synergic team.
Conduct training expertise such as “training for trainer” to
develop creativity of Honda marketer. The goal of training
expertise is to develop innovation in marketing field. Thereby,
the dealer and marketed could reach the market penetration in
the new market.
Competences
.
Corporate Value of AHM
Corporate Value Definition Keywords Core Competence
Dreams To dream is to be alive. Dreams Make something Conceptual thinking (CT)

define who we are, forming a new/Innovative
positive driving force that
motivates us to make something
new.
Joy Joy is a state of being and a Grateful Heart Customer Service Orientation
conscious choice to live and (CSO), Interpersonal &
work with a grateful heart for a Understanding (IU)
cause greater than oneself.
Challenging Spirit Whether from the marketplace, Challenge Achievement Orientation
the race track, or the pursuit of (ACH), Organizational
a new technology or business, Commitment (OC)
Honda associates have always
viewed challenges as
opportunities.
Corporate Value of AHM
Corporate Value Definition Keywords Core Competence
Passion Passion is living and working Competitive Spirit Achievement Orientation

beyond one’s limits. It is (ACH), Initiative (INT)
compelling and contagious. It is
born of our love for society, and
it drives our competitive spirit.
Respect Respect is a belief in the highest Respect Interpersonal & Understanding
potential of each and every (IU)
human being. Respect is
demonstrated by abundant
opportunities to think, reason
and create in and beyond your
role.
10 job positions
Competences
.
Finance and Accounting Director
Job Summary:
• Plan for organization's budgetary projection and

controlling the monetary 'wellbeing' and lead in
Job Position: Finance And Accounting Director
choosing about the money related choice.
Job Class: Top Management
• Driving the financial planning of AHM by analyzing
Unit: Finance Management
its performance and risks
• Retaining constant awareness of the company’s

financial position and acting to prevent problems
Task and Responsibility
task responsibility Performance indicator
Perform analysis of general accounting Financial report. Increasing growth
and reporting
Perform revenue and cost analyis Profit margin Maximize the net profit
Monitor treasure operation such as Obligated for liabilities and equities Maximize return on investment
debt and investment policy
Making a decision in capital budgeting Planning and forecasting Maximize the NPV or IRR
strategy
Process payroll and manage the Payroll process Fulfill the process and distribute
payment time employee payroll inquiries
Develop tax strategy and analysis taxes Fulfill tax payment to the government
Directing its subordinate to follow Financial department Make sure the financial of the company
strategy and policy is “healthy”
Core Competence
No Item Symbol Level Description
1 Organizational Commitment OC 6 Sacrificing own units for the good of the company.This sacrifice is short-term and very good for long-term company continuity.
Like voluntary salary deductions, take on more work.
2 Interpersonal & Understanding IU 5 Understand the complex things that underlie a problem. Being able to understand the complex causes of a person's behavior,
patterns, or problems
3 Customer Service Orientation CSO 5 Take action to make things better.
4 Initiative INT 9 Take action for more than 10 years into the future
5 Achievement Orientation ACH 8 Consistent in developing new ventures (entrepreneurial consistently)
6 Conceptual Thinking CT 7 Creating a new model. Complete a complex problem using a new model or theory
Functional Competence
1 Expertise EXP 7 Professional with master's degree of specialization. The main outcome of a worker or technical
leader's expertise is deemed authorized in the technical field within an organization
2 Concern for Quality and CO 7 Develop a complex system. Develop a new, detailed, and complex system in place to
Order improve regularity and improve data quality
3 Self Control SCT 4 Addressing Stress effectively. Using stress management techniques to avoid excessive
response effectively.
4 Analytical Thinking AT 4 Make complex analysis. Systematically breaking complex issues into components.
5 Self Confidence SCF 6 Putting yourself in a very challenging situation. Take on a very challenging task, and
fight the positive meaning of the client
Managerial Competence
1 Impact and influence IMP 8 Strategies affect the complex.
2 Developing others DEV 9 Awarded for successful development. Promote or plan

promotions for competent subordinates in return for
the development they undertake
3 Directiveness DIR 9 If you need to fire low-performing people
4 Team Leader TL 7 Communicating the vision. Have the charisma to

communicate a vision that evokes a sense of
excitement, passion, and commitment to the group's
mission
Technical Competence
No Item Level Description
1 Experience 6 Experience in this job minimal 10 until 12 years
2 Education 6 Education in S2 or S3 to get this position
3 Certification 3 Certification of this job are needed

Education Leveling
Level 1 2 3 4 5 6
Def SMA D1 D2 D3 D4/S1 S2/S3
Experience Leveling
Level 0 1 2 3 4 5 6 7 8 9 10
Def <1 1-3 4-6 7-9 10-12 13-15 16-18 19-21 22-24 25-27 >28
Certificate Leveling
0 Tidak memiliki sertifikasi tertentu yang dipersyaratkan

1 Memiliki serfikasi terntentu yang dipersyaratkan dengan penilaian cukup baik
2 Memilki sertifikasi tertentu yang dipersyararkan dengan penilaian baik
3 Memiliki serfikasi terntentu yang dipersyaratkan dengan penilaian sangat baik
Work condition dictionary
Explanation Comfort Level Accident Risk Hazard Exposure Working Hour
High (3) Work in office and High probability to hit Vulnerable to gain Spend much time in
complimented by by accident damaged and injury workplace (over 10
enjoyable things hours)
Medium (2) Work in office Sometime, they work Some event/incident Work-hour is 7-10
however, they are not are in danger place would cause an injury hours
be given much
enjoyable things
Low (1) Work outside work in Low-probability to get The work place and Work-hour is 7 hour
uncomfortable place accident situation are or below
invulnerable to caused
an injury
Working Condition
Item Level Description
Accidental Risk Low Low-probability to get accident
Hazard Exposure Low The work place and situation are
invulnerable to caused an injury
Comfort Level High Work in office and complimented by
enjoyable things
Working Hour high Work-hour is 7-10 hours
Manager Manufacturing
Job Summary:
• Ensure that manufacturing processes

Job Position: : Manager Manufacturing
run reliably and efficiently Job Class: Middle Management
Unit: Production, Engineering and
• Coordinating and control of Procurement Department
manufacturing processes
Manage and evaluate machine resources Production productivity Reach production target
to ensure productivity and minimal
downtime
Provide motivation, support and Employee Motivation Spirit of work in employee
guidance to all employees
Ensure all employees follow industry Safety Working Environment Little accident in production station
standard health and safety guidelines
Establish workflow policies that Standard Operational Procedure SOP of workflow
enhance speed and efficiency without
compromising product safety or
integrity
Planning and organizing production Production Schedule Production schedule for daily, weekly,
schedules monthly, yearly
Selecting, ordering and purchasing Material Resource Planning Schedule MRP for each materials that needed
materials
Core Competence
1 Organizational Commitment OC 5 Making unpopular decisions for the benefit of the company is controversial
2 Interpersonal & Understanding IU 5 Understand the complex things that underlie a problem. Being able to understand the complex causes of a
person's behavior, patterns, or problems
3 Customer Service Orientation CSO 3 Take personal risks. Fixed issues related to customer service in earnest
4 Initiative INT 7 Take action for the next 2-5 years. Anticipate the situation 2-5 years ahead and act to create opportunities and
avoid problems
5 Achievement Orientation ACH 5 Trying to set challenging goals
6 Conceptual Thinking CT 4 Simplify the complexity. Integrating iodes, issues, and observations into a single concept or clear
outcome
1 Expertise EXP 5 Professional base. Provide professional and management services such as design and
implementation of formal programs to create leadership and expert advice to other
professionals
2 Concern for Quality and CO 5 Monitor data or project. Monitor the progress of a project against a time limit.
Order
1 Impact and influence IMP 5 Takes into account dramatic action.
2 Developing others DEV 5 Reassure and encourage
3 Directiveness DIR 6 Rebuke people. Scold openly about performance

issues.
4 Team Leader TL 6 Positioning yourself as a leader.

Education Leveling
Level 1 2 3 4 5 6
Experience Leveling
Level 0 1 2 3 4 5 6 7 8 9 10
Def <1 1-3 4-6 7-9 10-12 13-15 16-18 19-21 22-24 25-27 >28

be given much
enjoyable things
an injury
Working Condition
Comfort Level
Accidental Risk High
Low Works in office and
Low-probability to get
meeting
accident
room
AccidentExposure
Hazard Risk Low The work
Finance director
place and
works
situation
indoorare
Environmental Hazard Low invulnerable
Office-based to caused an injury
environment
Comfort Level
Working Hour High
High Work in office and
work overtime as hecomplimented by
conducte d much
enjoyable things in Long-term
financial analysis
Working Hour high Work-hour is 7-10 hours
Manager Human Resource
Job Summary:
• Develops policy and directs and coordinates

human resources activities, such as Job Position: : Manager Manufacturing
employment, compensation, labor Job Class: Middle Management
relations, benefits, training, and employee Unit: Human Resource Management
services
Maintains the work structure by Job requirements, job description, and Good performance of employee
updating job requirements and job work structure
descriptions for all positions
Maintains human resource staff by Recruiting procedure and preparing Good performance of new employee
recruiting, selecting, orienting, and new employee
training employees
Maintains management guidelines by Management guideline Faster in service and work

preparing, updating, and
recommending human resource
policies and procedures.
Creates and updates compensation Planning Compensation Increasing satisfaction of employee

strategy through market analysis and
pay surveys
Develops training and performance Training Program Increasing in productivity

management program
Core Competence
1 Organizational Commitment OC 5 Making unpopular decisions for the benefit of the company is controversial.
2 Interpersonal & Understanding IU 5 Understand the complex things that underlie a problem. Being able to understand the complex causes of a
person's behavior, patterns, or problems
3 Customer Service Orientation CSO 3 Take personal risks. Fixed issues related to customer service in earnest..
4 Initiative INT 7 Take action for the next 2-5 years. Anticipate the situation 2-5 years ahead and act to create opportunities and
avoid problems.
5 Achievement Orientation ACH 5 Trying to set challenging goals
6 Conceptual Thinking CT 5 Creating a new concept. Identify issues and circumstances that are not clear to others and do not
use lessons from the past
professionals
2 Concern for Quality and CO 5 Monitor data or project. Monitor the progress of a project against a time limit
Order
1 Impact and influence IMP 5 Takes into account dramatic action.
2 Developing others DEV 7 Develop new training or training
3 Directiveness DIR 5 Monitor performance with certainty. Blatantly

checking performance based on clear standards
4 Team Leader TL 6 Positioning yourself as a leader

Education Leveling
Level 1 2 3 4 5 6
Experience Leveling
Level 0 1 2 3 4 5 6 7 8 9 10
Def <1 1-3 4-6 7-9 10-12 13-15 16-18 19-21 22-24 25-27 >28

be given much
enjoyable things
an injury
Working Condition
Comfort Level High Works in office and meeting room
Accident Risk Low Managers works indoor
Environmental Hazard Low Office-based environment
Working Hour High Manager often work overtime when
there are frequent meetings.
Manager Finance
Job Summary:
• Analyze every day financial
activities and subsequently Job Position: : Manager Finance
provide advice and guidance to Job Class: Middle Management
upper management on future Unit: Finance and Accounting Department
financial plans for short run or
long run
Monitoring and interpreting cash flows Cash Flow Report Health condition of finance
and predicting future trends performance
Researching and reporting on factors Report of research in business Increasing business performance
influencing business performance performance
Formulating strategic and long-term Finance plan for long term Plan for 2-5 years
finance plans
Conducting reviews and evaluations for Evaluation Report for cost reduction Increasing profit
cost-reduction opportunities plan
Producing financial reports Financial report per day, week, month, Reach target profit
year
Core Competence
1 Organizational Commitment OC 6 Sacrificing own units for the good of the company.This sacrifice is short-term and very good for long-term company continuity.
Like voluntary salary deductions, take on more work.
2 Interpersonal & Understanding IU 5 Understand the complex things that underlie a problem. Being able to understand the complex causes of a person's behavior,
patterns, or problems.
4 Initiative INT 7 Take action for the next 2-5 years. Anticipate the situation 2-5 years ahead and act to create opportunities and avoid problems
5 Achievement Orientation ACH 6 Accustomed to analyze all actions and decisions based on Cost Benefit (Cost Benefit Analysis). Determine decisions, prioritize, or
select objectives on an input and output basis: make scientific and explicit considerations of profit potential, Return on
Investment, or Cost-Benefit analysis
6 Conceptual Thinking CT 5 Creating a new concept. Identify issues and circumstances that are not clear to others and do not
use lessons from the past.
professionals
2 Concern for Quality and CO 5 Monitor data or project. Monitor progress of a project against a time limit
Order

1 Impact and influence IMP 5 Takes into account dramatic action
2 Developing others DEV 5 Reassure and encourage
3 Directiveness DIR 5 Monitor performance with certainty. Blatantly check

performance based on clear standards
4 Team Leader TL 6 Positioning yourself as a leader


Education Leveling
Level 1 2 3 4 5 6
Experience Leveling
Level 0 1 2 3 4 5 6 7 8 9 10
Def <1 1-3 4-6 7-9 10-12 13-15 16-18 19-21 22-24 25-27 >28

be given much
enjoyable things
an injury
Working Condition
Accident Risk Low Managers works indoor
Working Hour High Manager often work overtime when
there are frequent meetings.
Supervisor Engineer
Job Summary:
• Control its subordinate and conduct daily

meeting and direction regarding Job Position: : Superisor engineering
engineering process Job Class: Low Management
Unit: Production, Engineering and
• Be a liaison or communicator of daily work Procurement Department
from its subordinate to the manager.
Oversee/watching/supervise in detail Engineering situation and condition Reach optimum process otflow
of engineering process
Directing,monitoring and Task communication All employee understand their work

communicating the daily process flow
to the employee
Inspect and give recommendation Process performance and progress The performance of the process would
about quality of the process schedule operate smoothly
Conduct end-report of the engineering Process report Deliver the report on time
process flow
Communicate the process to its Liaison The middle-level and top level gain
manager information about the progress
Core Competence
1 Organizational Commitment OC 3 Feelings of worth, and commitment. Understand and support the mission and goals of the
organization.
2 Interpersonal & Understanding IU 2 Understand both emotion and content. Understand both current emotions and explicit content.
3 Customer Service Orientation CSO 2 Keeping clear communication with consumers in order to gain profit on both sides
4 Initiative INT 3 Determining in a crisis? Act quickly and decisively in a crisis
5 Achievement Orientation ACH 3 Able to set the measure of achievement / job satisfaction itself, there is no need for performance
guidance from superiors / management.
6 Conceptual Thinking CT 3 Implement a complex concept. (Such as root cause analysis)

1 Expertise EXP 4 Meet the advanced requirements. Working on complex and vigilant tasks, requiring
careful planning to get good results, usually requires stalled training and work
experience for two to four years as a technician.
2 Concern for Quality and CO 4 Monitoring someone else's work. Monitoring the quality of the work of others,
Order checking to make sure that the applicable procedures have been implemented. Or keep
a detailed and clear record of the activity of yourself or others
3 Self Control SCF 2 Controlling emotions, feeling very angry, frustrated, and stressful, but not doing
destructive actions.
1 Impact and influence IMP 2 Take one step to persuade.
2 Developing others DEV 1 Expressing positive expectations about others
3 Directiveness DIR 1 Describes regular and basic commands
4 Team Leader TL 2 Tell others. Get the people involved know what's going
on
1 Experience 1 Minimum of 2 years experience in this field
2 Education 1 Minimum of high school or profession skchool graduation is needed
3 Certificationn 1 specific certification is needed such as microsoft office certification.

Education Leveling
Level 1 2 3 4 5 6
Experience Leveling
Level 0 1 2 3 4 5 6 7 8 9 10
Def <1 1-3 4-6 7-9 10-12 13-15 16-18 19-21 22-24 25-27 >28

be given much
enjoyable things
an injury
Working Condition
Comfort Level Med Works in office and sometime is given
compliment things
Accident Risk med Manufacturer-based environment,
could cause any explosion.
Hazard Exposure Low Engineering SPV works indoor

Working Hour Medium Works 8 hours daily
Supervisor Marketing, Planning, and
Analysis
In charge of executing and regulating all
planning and business analysis exercises
to help all activities and strategies cross- Job Position: Supervisor MP&A
practically over all marketing channels Job Class: Low-Level Management
and assure that applicable metrics are Unit: Marketing Director
right for the Marketing Department to
take the right actions with more
informed decisions.
Prepare marketing strategy Strategic Analysis and Effective Plan
and write action plans to Planning
attain specific objectives.
Recruit market intelligence Marketing Segmentation and Marketing Segmentation and
to leverage in Marketing Effectiveness Effectiveness
campaigns & campaign
planning
Core Competence
1 Organizational Commitment OC 2 Model "Organizational citizenship behavior". Showing loyalty, awareness to help colleagues in
completing their duties honor the wishes of those in power
2 Interpersonal & Understanding IU 2 Understand both emotion and content. Understand both current emotions and explicit content.
4 Initiative INT 2 Focus on the occasions or problems faced in the present moment.
5 Achievement Orientation ACH 2 Always strive to match the standards of others / achievement on average. Must be able to work to
achieve a defined performance standard
6 Conceptual Thinking CT 2 Be aware of patterns. Observe data trends and relationships or see the importance of the difference
between the present situation and the previous situation.
1 Expertise EXP 3 Meet the requirements. Has a variety of tasks that require planning and arrangement
2 Concern for Quality and CO 3 Checking the work yourself. Checks twice the accuracy of the information or the work
Order itself
3 Self Control SCT 2 Controlling emotions, feeling very angry, frustrated, and stressful, but not doing
destructive actions.

1 Impact and influence IMP 2 Take one step to persuade
3 Directiveness DIR 1 Describes regular and basic commands

4 Team Leader TL 2 Tell others. Get the people involved know what's
going on.
Technical Competence Supervisor
Marketing, Planning, and Analysis

Education Leveling
Level 1 2 3 4 5 6
Experience Leveling
Level 0 1 2 3 4 5 6 7 8 9 10
Def <1 1-3 4-6 7-9 10-12 13-15 16-18 19-21 22-24 25-27 >28

Working Condition Supervisor Marketing, Planning, and Analysis

Accident Risk Medium Supervisor of Marketing mostly

works indoor
Working hour med 7-10 hours
Supervisor Sales!
Job Summary:
• Responsible for managing a retail staff within a

business.Be a liaison or communicator of daily work
Job Position: : Superisor Sales
from its subordinate to the manager.
Job Class: Low Management
• Coordinates the shipping of goods, sets up displays,
Unit: Marketing Department
and assists customers and staff during business hours.
Managing Sales Staff Manage all task for sales staff Daily staff jobdesc
Coordinating Sales Activities Task communication Effective teamwork
Compiling Sales Reports Make Sales Report per week, month, Sales Report
and year
Resolving Customer Complaints Giving win win solution for any High percentage of satisfy customer
complaint
Formulate pricing policies Determine optimal price Optimal profit

Core Competence
1 Organizational Commitment OC 3 Feelings of worth, and commitment. Understand and support the mission and goals of the
organization.
2 Interpersonal & Understanding IU 3 Understand in an understanding. Understand the unspoken thoughts, cares and feelings. And able to
make others to act in accordance with the wishes of the speaker
3 Customer Service Orientation CSO 5 Take action to make things better
4 Initiative INT 3 Determining in a crisis? Act quickly and decisively in a crisis
5 Achievement Orientation ACH 3 Able to set the measure of achievement / job satisfaction itself, there is no need for performance
guidance from superiors / management.
6 Conceptual Thinking CT 3 Implement a complex concept. (Such as root cause analysis)

1 Expertise EXP 4 Meet the advanced requirements. Working on complex and vigilant tasks, requiring
careful planning to get good results, usually requires stalled training and work
experience for two to four years as a technician.
2 Concern for Quality and CO 4 Monitoring someone else's work. Monitoring the quality of the work of others,
Order checking to make sure that the applicable procedures have been implemented. Or keep
a detailed and clear record of the activity of yourself or others
3 Self Control SCF 2 Controlling emotions, feeling very angry, frustrated, and stressful, but not doing
destructive actions
1 Impact and influence IMP 2 Take one step to persuade.
3 Directiveness DIR 1 Describes regular and basic commands.
4 Team Leader TL 2 Tell others. Get the people involved know what's
going on.
1 Experience 1 Minimum of 2 years experience in this field
3 Certificationn 1 specific certification is needed such as microsoft office certification.

Education Leveling
Level 1 2 3 4 5 6
Experience Leveling
Level 0 1 2 3 4 5 6 7 8 9 10
Def <1 1-3 4-6 7-9 10-12 13-15 16-18 19-21 22-24 25-27 >28

be given much
enjoyable things
an injury
Working Condition
Comfort Level High Works in office and sometime is given
compliment things
Accident Risk Low Low-probability to get accident
Hazard Exposure Low Engineering SPV works indoor

Staff of Engineering
Job Summary:
• Design develop and inspect a range of

equipment product and structure Job Position: : Engineering staff
Job Class: Staff-level Management
• Conduct mechanical engineering in certain
Unit: Engineering department
field under the leader instruction
Conduct proper design and test of Production design and test Meet the determined design and could
engineering frame such as production implement it optimally in the process
machine, computerization and proper
system.
Repair defect production and re-setting Production maintenance Make sure the production process and
the process outflow into right outcome the outcome in the right way
Control and direct the production Process control and standard Meet the determined SOP
process toward the SOP
Keep, Improve and maintenance the Production quality Achieve the better and optimum
quality in engineering frame quality in effective and efficient way
Core Competence
No Item Symbol Leve Description
l
completing their duties honor the wishes of those in power.
2 Interpersonal & Understanding IU 1 Understand only emotions or content.
3 Customer Service Orientation CSO 1 Follow up. Follow up on needs, requests, client complaints. Keeping clients up-to-date with the
latest developments from the project (but not trying to figure out the root causes of consumers)
4 Initiative INT 1 Showing consistency.
5 Achievement Orientation ACH 1 Motivation to do the job better.
6 Conceptual Thinking CT 1 Using simple rules.

Order itself
1 Impact and influence IMP 1 Express the attention, but do not take any action.
2 Developing others DEV 0 It can not be applied, or does not make a specific
effort to develop others.
3 Directiveness DIR 0 Do not give clear orders. Or do not provide directives

as required.
4 Team Leader TL 0 Not applicable. For jobs that do not require
leadership.
1 Experience 0 No experience is needed for this position
3 Certificationn 0 No specific certification is allowable for this position.

Education Leveling
Level 1 2 3 4 5 6
Experience Leveling
Level 0 1 2 3 4 5 6 7 8 9 10
Def <1 1-3 4-6 7-9 10-12 13-15 16-18 19-21 22-24 25-27 >28

be given much
enjoyable things
an injury
Working Condition
Comfort Level low Works inside manufacture building,
often to stand much.
Accident Risk Medium Manufacturer-based environment,
could cause any explosion.
Hazard Exposure low Engineering staff works indoor

Staff of Finance
Job Summary:
• Conduct accurate book keeping and

Job Position: : Finance Staff, Accountant
financial responsibility
• Analyzing reports and helping Unit: Finance department
management make decision regarding

financial aspect
Input the payment and expenditure Daily financial and transaction report The daily financial report should be
record of daily financial transaction in balanced in term of debit and credit.
journal and T-account.
Check and Record the account account Payable and Receivable status The payment (whether payable or
payable and receivable, and also notes receivable) is in the right order and
payable and receivable. right time
Input the tax that will be spent and also Reconciliation The determined tax is paid in the right
the tax return itself. number
Check the balance of inventory and Stock Opname No minus in the report
cash spent
Ensure the cash that spent is balance Daily cash-flow report Ensure the remaining cash is positive
with the item that purchased (remaining cash always available)
Core Competence
No Item Symbol Leve Description
l
completing their duties honor the wishes of those in power
2 Interpersonal & IU 1 Understand only emotions or content.

Understanding
3 Customer Service Orientation CSO 1 Follow up. Following up on needs, requests, client complaints.)
5 Achievement Orientation ACH 1 Motivation to do the job better.
6 Conceptual Thinking CT 1 Using simple rules. Using common sense, past experience to identify problem situations. See the
similarities between current and past problems.
Order itself
1 Impact and influence IMP 0 Not applicable. Or do not show influence or
inducement against others
3 Directiveness DIR 0 Do not give clear orders. Or do not provide direction

as required (or not) for this position
4 Team Leader TL 0 Not applicable. For jobs that do not require

leadership
1 Experience 0 No experience is needed for this position
3 Certificationn 0 No specific certification is allowable for this position.

Education Leveling
Level 1 2 3 4 5 6
Experience Leveling
Level 0 1 2 3 4 5 6 7 8 9 10
Def <1 1-3 4-6 7-9 10-12 13-15 16-18 19-21 22-24 25-27 >28

be given much
enjoyable things
an injury
Working Condition
Comfort Level Medium Works in office and sometime is given
compliment things
Accident Risk Low Office-based environment
Hazard Exposure Low Finance staff works indoor

Working Hour Medium Work 8 hours daily and 9-10 hours in
the early/latter of the month
Marketing Staff
Responsible to support the marketing

Job Position: Marketing Staff
manager in developing and implementing
the marketing and advertising campaigns.
Unit: Marketing Unit
The goal of marketing is to promote sales
and increase revenue.
Marketing Staff
Task Responsibility Performance indicator
Prepare for market survey and products Consumers’ testimonies The consumers’ testimonies whether the
products are a success or not
Create communication strategy planning Objective, messages, audience, timescales, Feed the communications strategy into the
and resources organizational strategy to ensure maximum
alignment and efficiency
Make market analysis Use big data to prepare for the market trends Selling the products based on market trends
to boost people’s attention
Prepare a well informed data report for The company’s historical sales and also the The accurate data for forecasting that has been
forecasting competitors’ done for the next action
Core Competence Marketing Staff
1 Organizational OC 1 Willing to exert teamwork and personal work in a commitment to improve the company's
Commitment marketing
2 Interpersonal & IU 1 Understand only emotions or content.

Understanding
3 Customer Service CSO 1 Follow-up needs of needs, requests, client complaints

Orientation
5 Achievement ACH 1 Motivation to do the job better

Orientation
6 Conceptual Thinking CT 1 Using simple rules. Using common sense, past experience to identify problem situations. See the similarities
between current and past problems.
Managerial Competence Marketing Staff

1 Impact and influence IMP 1 Express the attention, but do not take any action.
2 Developing others DEV 0 Helps team members who are still in the
marketing field
3 Directiveness DIR 0 Provide instructions that are not too

long-winded and easy to implement by
team members
4 Team Leader TL 0 Understand in leading a team of several

people with different characters
Functional Competence Marketing Staff
1 Expertise EXP 1 Professional with master's degree of specialization.The main outcome of a

worker or technical leader's expertise is deemed authorized in the
technical field within an organization.
2 Concern for Quality CO 1 Develop a system. Develop and use systems to organize and maintain the
and Order ability to track any information.
Technical Competence Marketing Staff
3 Certification 0 Certification of this job are not necessarily needed

Education Leveling
Level 1 2 3 4 5 6
Experience Leveling
Level 0 1 2 3 4 5 6 7 8 9 10
Def <1 1-3 4-6 7-9 10-12 13-15 16-18 19-21 22-24 25-27 >28

Working Condition Marketing Staff

Comfort Level Medium Marketing staff conducts lots of
meetings with clients and
medias indoor
Accident Risk Medium Marketing staff mobiles a lot
because they need to conduct
activities outside more

Working Hour High Marketing staffs tend to spend
working hour past its regular 8
to 5
Job Valuation
.
OC (28,0%)
Core Competence IU (23,5%)
(32,6%)
CSO (17,9%)
INT (12,7%)
ACH (10,9%)
Managerial
Competence CT (7,0%)
IMP (28,3%)
(31,7%)
DEV (10,6%)
DIR (16,4%)
TL (44,8%)
Functional
EXP
Compensable Factor Competence
(12,0%)
CO
EXP (44,3%)
EDU (38,7%)
Technical Competence Comfort Level
(19,2%) CERT (16,9%)
Accident Risk
Environmental Hazard
Working Condition Healthy Level

(4,5%)
Ergonomics Hazard
Compensable Factor
Core Competence
Working Condition
Core Competence Calculation
Core Item Sub Factor Weight (Wij) Sij
OC 28% 9,12800% 9128
IU 23,50% 7,66100% 7661
Core CSO 17,90% 5,83540% 5835,4
32,60%
INT 12,70% 4,14020% 4140,2 M=100000
ACH 10,90% 3,55340% 3553,4
CT 7% 2,28200% 2282
Level
Core Item i
0 1 2 3 4 5 6 7 8 9 10 11 12 13
OC 912,8 1939,7 2966,6 3993,5 5020,4 6047,3 7074,2 9128 1026,9
IU 766,1 1751,0857 2736,0714 3721,057143 4706,0429 5691,029 7661 984,9857
CSO 583,54 1060,9818 1538,4236 2015,865455 2493,3073 2970,749 3448,1909 3925,633 4403,075 4880,516 5835,4 477,4418
INT 414,02 752,76364 1091,5073 1430,250909 1768,9945 2107,738 2446,4818 2785,225 3123,969 3462,713 4140,2 338,7436
ACH 355,34 710,68 1066,02 1421,36 1776,7 2132,04 2487,38 2842,72 3553,4 355,34
CT 228,2 484,925 741,65 998,375 1255,1 1511,825 1768,55 2282 256,725

Functional Competence Calculation
Functional Item Sub Factor Weight Sij
EXP 25,2% 3,02400% 3024 M=100000

CO 21,5% 2,58000% 2580
OA 7,6% 0,91200% 912
RB 7,6% 0,91200% 912

Functional
12% AT 7,6% 0,91200% 912
INFO 7,6% 0,91200% 912
SCF 7,6% 0,91200% 912
SCT 7,6% 0,91200% 912
FLX 7,6% 0,91200% 912

Functional comp....
M=100000
Functional Level
Item
1 2 3 4 5 6 7 8 8 9 i
EXP 302,4 642,6 982,8 1323 1663,2 2003,4 2343,6 3024 340,2
CO 258 589,7142857 921,42857 1253,143 1584,857 1916,571 2580 331,7143
OA 91,2 228 364,8 501,6 638,4 912 136,8
RB 91,2 193,8 296,4 399 501,6 604,2 706,8 912 102,6
AT 91,2 193,8 296,4 399 501,6 604,2 706,8 912 102,6
INFO 91,2 208,4571429 325,71429 442,9714 560,2286 677,4857 912 117,2571
SCF 91,2 228 364,8 501,6 638,4 912 136,8
SCT 91,2 228 364,8 501,6 638,4 912 136,8
FLX 91,2 228 364,8 501,6 638,4 912 136,8

Managerial Competence Calculation
Managerial Item Sub Factor Weight Sij
IMP 28,30% 8,971100% 8971,1
Managerial M=100000
DEV 10,60% 3,360200% 3360,2
31,70%
DIR 16,40% 5,198800% 5198,8
TL 44,80% 14,201600% 14201,6
Managerial Level
i
Item
0 1 2 3 4 5 6 7 8 9 10 11 12 13
IMP 897,11 1704,509 2511,908 3319,307 4126,706 4934,105 5741,504 6548,903 7356,302 8971,1 807,399
DEV 336,02 610,9454545 885,870909 1160,79636 1435,721818 1710,647 1985,573 2260,498 2535,424 2810,349 3360,2 274,9255
DIR 519,88 945,2363636 1370,59273 1795,94909 2221,305455 2646,662 3072,018 3497,375 3922,731 4348,087 5198,8 425,3564
TL 1420,16 2840,32 4260,48 5680,64 7100,8 8520,96 9941,12 11361,28 14201,6 1420,16
Technical Competence Calculation
Technical Items Sub Factor Weight Sij
EXPRC 44,30% 8,505600% 8505,6 M=100000

Technical
19,20%
EDU 38,70% 7,430400% 7430,4
CERT 16,90% 3,244800% 3244,8
Technical Level
i
Item
0 1 2 3 4 5 6 7 8 9 10
EXPRC 850,56 1616,064 2381,568 3147,072 3912,576 4678,08 5443,584 6209,088 6974,592 7740,096 8505,6 765,504
EDU 743,04 1508,544 2623,104 3737,664 4852,224 5966,784 7430,4 1114,56
CERT 324,48 1089,984 2063,424 3244,8 973,44

Working Condition Calculation
Item Sub Factor Weight Sij
Accidental Risk 40,40% 1,81800% 1818
M=100000
Working Condition Hazard Exposure 34% 1,53000% 1530
4,50%
Comfort Level 13,90% 0,62550% 625,5
Working Hour 11,70% 0,52650% 526,5
Level
Working Condition i
1 2 3
Accidental Risk 181,8 999,9 1818 818,1
Hazard Exposure 153 841,5 1530 688,5
Comfort Level 62,55 344,025 625,5 281,475
Working Hour 52,65 289,575 526,5 236,925
CFO (Top level) Job Worth
Competences CFO Score
Core competence 25.034,09
Functional competence 4.923,6
Managerial competence 27.490,82
Tech competence 15.353,28
Working Condition 1.486,8
JOB WORTH 74.926,99
Middle level Job Worth
Competence Manager Manufacturer Manager HR Manager Finance
Core 19.926,58 20.538,64 21.565,52
Functional 3.248,057 3.248,057 3.248,057
Managerial 19.657,89 19.782,39 19.232,53
Technical 11.875,39 11.875,39 11.109,89
Working Condition 1.486,8 1.486,8 1.486,8
JOBWORTH 56.833,12 57.569,67 57.281,2
Low-Level Job Worth
Competences SPV Sales SPV engineer SPV Marketing
Core comp 13.580,4 11.132,99 9632,69
Functional comp 2.576,143 2.916,34 2542,62
Managerial comp 8.328,56 8.328,56 8328,56
Technical comp 1.918,08 4.214,59 7141,8
Working Condition 1.249,875 968,4 2304,9
JOB WORTH 28.291,46 28.199,29 29950,58
Staff-Level job Worth
Competences Finance Staff Engineer Staff Maketing Staff
Core Comp 7.727,034 7.727,035 6.700,134
Functional Comp 1.904,22 1.904,22 1.198,8
Managerial Comp 3.448,095 3.980,57 3.980,57
Tech Comp 6.376,32 2.683,58 6.376,32
Working Condition 968,4 1.495,125 2.304,9
JOB WORTH 21.062,47 18.428,94 20.560,723
Salary
Job Job Value Job Worth Salary No. Job Job Salary
Chief Finance Officer 82193,64 1.277,47 105.000.000 1 Chief Finance Officer 110.000.000,00
Manager Manufacturing 56883,12 404,34 23.000.000 2 Manager Manufacturing 26.812.361,47
Manager Human Resource 57569,67 469,00 27.000.000 3 Manager Human Resource 27.135.972,88
Manager Finance 57281,2 471,36 27.000.000 4 Manager Finance 27.000.000,00
Supervisor Engineer 28199,3 354,62 10.000.000 5 Supervisor Engineer 13.291.988,87
Supervisor Sales 28291,46 424,16 12.000.000 6 Supervisor Sales 13.335.429,77
Supervisor Marketing 29950,58 400,66 12.000.000 7 Supervisor Marketing 14.117.471,12
Staff of Engineering 18428,94 217,05 4.000.000 8 Staff of Engineering 8.686.643,79
Staff of Finance 21062,47 284,87 6.000.000 9 Staff of Finance 9.927.981,43
Staff Marketing 20560,72 291,82 6.000.000 10 Staff Marketing 9.691.478,55
Max 471,36
Sumber: Qerja.com
sumber: kelly

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Syndicate 3

Novaldi Halomoan 29117363

Agen Tunggal Pemegang Merek (ATPM)

has 4 assembly plants. Sunter,

Merged with other subsidiaries into 50th Million Production

PT. Federal Motor was born on 1971 2001

Production, Engineering and Finance and Accounting

Plant Treasury Human Resources Sales

PPC Accounting and tax General Affair Technical Service

Engineering Business control IT Parts

Cost Planning Logistic and Distribution

Industrial System Development

AHM ingin menjadi pemimpin

 Supra GTR 150  Supra X Helm In

 Spacy FI  BeAT POP eSP

 BeAT Street eSP

 Vario 125 eSP

 PCX 150  SH150i

 CB150R  Sonic 150R

 CB650F  CB500X  CBR500R

74,51% 22,9% 1,34% 1,23% 0,02%

4.385.888 1.348.211 78.637 72.191 1.176

Yamaha Design, performance Economic usage

Suzuki Low Price Design and comfortableness

Kawasaki Performance Economic Usage

Yamaha Vega Force Honda Revo X

Name CC 1 Liter usage

 Oligopolies are made up of a small number of firms in an

3. Make test ride event to taste honda bike 3. Produce segway

2. Make a new sport bike for example Honda can

Dreams To dream is to be alive. Dreams Make something Conceptual thinking (CT)

Passion Passion is living and working Competitive Spirit Achievement Orientation

• Plan for organization's budgetary projection and

• Retaining constant awareness of the company’s

3 Customer Service Orientation CSO 5 Take action to make things better.

5 Achievement Orientation ACH 8 Consistent in developing new ventures (entrepreneurial consistently)

2 Developing others DEV 9 Awarded for successful development. Promote or plan

3 Directiveness DIR 9 If you need to fire low-performing people

4 Team Leader TL 7 Communicating the vision. Have the charisma to

No Item Level Description

1 Experience 6 Experience in this job minimal 10 until 12 years

2 Education 6 Education in S2 or S3 to get this position

3 Certification 3 Certification of this job are needed

Def SMA D1 D2 D3 D4/S1 S2/S3

0 Tidak memiliki sertifikasi tertentu yang dipersyaratkan

• Ensure that manufacturing processes

2 Developing others DEV 5 Reassure and encourage

3 Directiveness DIR 6 Rebuke people. Scold openly about performance

No Item Level Description

1 Experience 2 Experience in this job minimal 4 until 6 years

2 Education 6 Education in S2 or S3 to get this position

3 Certification 2 Certification of this job are needed

0 Tidak memiliki sertifikasi tertentu yang dipersyaratkan

• Develops policy and directs and coordinates

Maintains management guidelines by Management guideline Faster in service and work

Creates and updates compensation Planning Compensation Increasing satisfaction of employee

Develops training and performance Training Program Increasing in productivity

2 Developing others DEV 7 Develop new training or training

3 Directiveness DIR 5 Monitor performance with certainty. Blatantly

No Item Level Description

1 Experience 2 Experience in this job minimal 4 until 6 years

2 Education 6 Education in S2 or S3 to get this position

3 Certification 2 Certification of this job are needed

Def SMA D1 D2 D3 D4/S1 S2/S3