Flexible Working Hour

The regulation will make it possible for women to work more flexible hours

and thus increase their participation in the labor market.

Flexible working hours will also help businesses keep up with rapid industrial changes. (Help – without to)

Speaking at a national coordinating meeting on manpower recently, he said …

 The rigid regulations stipulated in Law No. 13/2013 had led to the relatively low participation of women in the labor market. (menyebabkan).

The law states that ….

Workers who work for five days a week should complete at least eight hours a day and 40 hours a week.

The participation rate of women in the labor force as of August 2018 was 51.88 percent, far lower than 82.69 percent for men.

“The rigid regulation is not beneficial for women as ..

they have double pressures related to their tasks in nurturing their families and developing their careers,”

If women, especially mothers, work for such a long period of time during the week, they would have to choose one of two options — caring for their families or pursuing their careers —

which hampers their participation in the labor market. (with s).

Therefore, the minister expressed hope that..

this year the ministry could introduce a regulation on more flexible working hours.

“Under the current regulation, who would hire people who could only work limited hours per week?”

“This is why I believe everything has to start from the revision of the regulation.”

A new regulation with more flexible working hours is also needed to accommodate technological developments so that

Indonesia could keep up with the vast changes of the industrial world. (mengejar)

In retail, for example, employees could work on weekends or without having to go to their office,.

In relation to Law No. 13/2013,  …

the Association called it outdated,

saying it had yet to regulate employer obligations,

including on wages and protections for workers

They are employed under partnership contracts or on a freelance basis.

Ministry should promote to the public the importance of social security for workers through their participation in the Workers Social Security Agency insurance scheme.

Better awareness on the insurance and flexible working hours would help improve the quality of the country’s workforce.

He revealed that …

the ministry, under its 2019 program, would focus on the development of human resources.

The government has allocated Rp 5.7 trillion (US$403 million) for the programs this year, which was higher than last year’s Rp 3.9 trillion.

Wages

The city will raise its minimum wage by 8.3 percent, as ..(because)
It has been mandated by a government regulation.
He is a member of Jakarta wage council. (dewan pengupahan).
The wage will increase from Rp. X at present to above Rp. X next year.
The increase is in accordance with Government Regulation No. x on wages. (sesuai)
 Based on the calculation, Jakarta’s minimum wage will be Rp.
The minimum wage amount would be enough to fulfill an inexperienced worker’s need .
The annual raise is aimed at ensuring the well-being of newcomers in the world of work.
He suggested worker unions not demand too much on the minimum wage raise.
Please do not demand a raise beyond employers’ capabilities.
The regulation has fairly regulated the raise.
The raise is positive for both employers and employee.
The x percent increase was decided on based on statistic indonesia’s data.
The data states this year inflation stands at 2.88 percent and economic development at 5.15%.
If those figures are combined, it results in an 8.03 percent (raise in the minimum wage).

==






A labor union in Depok has demanded an increase of 25% to the current minimum wage of …

In 2019 we demand an increase to around Rp. …

The increased wage will be sufficient for to provide an appropriate standard of living for workers in the city.

Talks with the Wage Council have collapsed with the issuance of Government Regulation on labor wages.

The talks have resulted in a recommendation.

Its implementation had ended once (begitu) the 2015 regulation was issued.
The regulation has prevented the right of labor unions to negotiate (on behalf of workers) from being fulfilled, because

The wage is set by the central government.

Depok Mayor and Manpower Agency head have yet to respond to the unions’ demand.

Minister stated earlier that the government had determined the rate of next year’s regional minimum wage increase at 8.3%.

Referring to data from BPS.

BPS data calculates national inflation at 2.88% and economic growth at 5.15% to  to total a wage increase of 8.03%.

He has disseminated the information to regional heads that were obliged to announce next year's wage increase on Nov. 1.

A labor union in Depok, West Java, has demanded an increase of 25 percent to the current minimum wage of Rp 3.58 million (US$241).

"In 2019, we demand an increase to around Rp 4.48 million," Wido Pratikno, chairman of the Indonesian Metal Workers Federation, said on Sunday as quoted by tempo.co.

He said that the increased wage would be sufficient for to provide an appropriate standard of living for workers in the city. 

Wido also said that talks with the Depok Wage Council had collapsed with the issuance of Government Regulation No. 78/2015 on labor wages.

Wido said the talks had resulted in a recommendation that the Depok mayor had signed, but that its implementation had ended once the 2015 regulation was issued.

"The 2015 regulation has prevented the right of labor unions to negotiate [on behalf of workers] from being fulfilled, because the wage is set by the central government," he said. 

Depok Mayor Mohammad Idris and Depok Social and Manpower Agency head Diah Sadiah have yet to respond to the union's demand.

Manpower Minister Hanif Dhakiri stated earlier that the government had determined the rate of next year's regional minimum wage increase at 8.3 percent, referring to data from Statistics Indonesia (BPS).

The BPS data calculates national inflation at 2.88 percent and economic growth at 5.15 percent to total a wage increase of 8.03 percent.

Hanif said he had disseminated the information to regional heads that were obliged to announce next year's wage increase on Nov. 1. (sau)

Civil Servant

Recent applicants to Indonesia’s civil service entered a much improved process with online mechanisms from registration, selection test to announcements, leaving minimal possibility of cheating and nepotism which had been a fundamental, rampant problem in the past. Yet it seems many people still think the quality of public service in Indonesia is substandard.

Statistics Indonesia (BPS) reveals that Indonesian civil servants in 2017 exceeded 4.3 million, among which nearly 80 percent were assigned to local governments, while the rest are allotted to ministries and other departments under the central government.

In the past, these civil servants’ performances were evaluated through an annual review known as DP3 (employees’ performance assessment)   which arguably uses vague and subjective criteria focusing only on assessing civil servants’ behavior. Also, it does not link performance to the organization’s performance and strategic objectives. This factor is believed to contribute to the assessment’s minimal impact on civil servants’ performance. 

  Along with the spirit of bureaucratic reform, a new individual performance review was introduced in 2011 through a 2011 government regulation. A more clear mechanism allowed for more clear assessment of civil servants’ actual performance and behavior; hence the contributions of a civil servant towards the institution’s objectives could be better linked with the rewards and punishment system.

In reality, after more than five years since its introduction, this new performance review mechanism still faces many challenges. Based on my study in 2017 which surveys nearly 200 civil servants from the central and local government, three main issues contribute to that weak performance review.

Firstly, performance review dialogue which includes feedback giving process from the supervisor to the civil servants is perceived ineffective in improving employees’ performance because the feedback was often either bias or vague. Often the dialogue never happened.

Secondly, the performance review system has a weak link with the rewards and punishment system, let alone to the human resource development system. Worse, the practice of favoritism and nepotism are still considerably strong especially in awarding of promotion and rewards in many institutions.

Lastly, most respondents believed the performance review aligns the organization’s strategic goals with civil servants’ performance goals, performance review dialogue and reporting, is administratively burdening. Hence, an online reporting submission may ease the situations.

These three main issues may prove that the problems of the performance review system lies mainly at the implementation level and should be dealt with immediately. 

There is no easy cure for such problems, other than a strong leadership, as proven by a few institutions which have been successfully implementing this performance review system. Strong leadership will also drive the importance of linking the organization’s strategic goals with individual performance and also connect it to the human resource management system, including the internal stick and carrots mechanism.

In Indonesia, civil servants are known for stable income and security in terms of tenure, in addition to a considerably respectable social status, as reflected in high interest each recruitment time. 

Unfortunately, the issue of permanent tenure may be the precise obstacle to the performance review system; it will become a toothless tiger, because regardless of its effectiveness, the system will hardly affect the security of this profession. That situation is different from more advanced countries such as Australia and United Kingdom, where the performance review process is well-implemented amid no permanent tenure policy for the civil servants; therefore, the turnover of the civil servants has been high, as this profession has become competitive.

Combination between a careful process of civil servants’ recruitment which aims to select the best graduates to be civil servants and a solid implementation of individual performance review system may instill pride towards the civil servants' profession. Hence, one day more people would apply as civil servants not only because of stability and security but more on the passion for performing and contributing to the betterment of Indonesia’s public service.

UMR

The city will raise its minimum wage by 8.3 percent, as ..(because)

It has been mandated by a government regulation.

He is a member of Jakarta wage council. (dewan pengupahan).

The wage will increase from Rp. X at present to above Rp. X next year.

The increase is in accordance with Government Regulation No. x on wages. (sesuai)

 Based on the calculation, Jakarta’s minimum wage will be Rp.

The minimum wage amount would be enough to fulfill an inexperienced worker’s need .

The annual raise is aimed at ensuring the well-being of newcomers in the world of work.

He suggested worker unions not demand too much on the minimum wage raise. 

Please do not demand a raise beyond employers’ capabilities.

The regulation has fairly regulated the raise.

The raise is positive for both employers and employee.

The x percent increase was decided on based on statistic indonesia’s data.

The data states this year inflation stands at 2.88 percent and economic development at 5.15%. 

If those figures are combined, it results in an 8.03 percent (raise in the minimum wage).