Article

Supply chain management has become the backbone of company operations. However, in this era of disruption, supply chain management faces various challenges that push companies to adapt, one of which is by conducting supply chain management training.

The Wall Street Journal reports that geopolitical tensions, labor disruptions, and natural disasters continue to put pressure on global supply chains, pushing companies to adopt risk management strategies and new technologies to gain a competitive advantage.

Supply chain management training can be a solution for companies to remain adaptive and resilient in managing risks that occur in global supply chains.

A study conducted by consulting firm Oliver Wyman found that businesses that invest in supply chain resilience experienced an average revenue growth of 23% from 2018 to 2023, compared to a 15% growth experienced by other companies.

Therefore, this discussion will examine how supply chain management training can positively impact a company's revenue growth and operational efficiency.

The Need for Supply Chain Management Competencies in the Digital Age

In a business context, the supply chain can be considered the lifeblood of a business. A supply chain is a series of processes or activities that occur from raw materials to finished products, reaching consumers.

Supply chain management, on the other hand, is the method or process of organizing and managing all stages of the supply chain so that it runs smoothly, efficiently, and reduces costs.

The goal of the supply chain management process is to ensure products reach consumers on time, maintain quality, and save costs.

In the digital era and the Industrial Revolution 4.0, the need for competencies in the supply chain is undergoing a significant transformation. Digitalization is a crucial solution for addressing various operational challenges across various industries.

Required competencies now include the ability to utilize advanced technologies such as in-depth analytics, automation, and machine learning to increase productivity, flexibility, and speed in supply chain operations.

Companies that have successfully adopted digital technologies have proven to produce tangible results, such as up to a 30% reduction in inventory and cost of goods sold, a 50% reduction in quality costs, and up to a 30% increase in productivity and cash flow. Furthermore, digitalization also contributes to the ecological efficiency of the supply chain.

To address these challenges, competence in modernizing supply chain information technology systems is crucial, including the ability to redesign processes, select the right technology vendor, and create a digital implementation roadmap.

The ability to implement integrated business planning (IBP) is also crucial. Organizations that are proficient in IBP are able to significantly increase operating profit (EBIT) and reduce shipping costs and the risk of delivery failures.

The Impact of Supply Chain Management Training on Company Efficiency and Competitiveness

To create a resilient and adaptive supply chain management in this digital era, companies must continuously learn. The most common learning process is supply chain management training.

By participating in supply chain management training, companies expect their supply chain processes to become faster, more economical, and more efficient, and thus improve their competitiveness.

Appropriate and tailored supply chain management training will have a positive impact on the company's supply chain management process.

The Council of Supply Chain Management Professionals (CSCMP) highlights the benefits of properly managed supply chain management.

Improving Customer Service through Effective Supply Chain Management

Excellent customer service relies heavily on a company's ability to meet basic consumer expectations regarding products and services.

Customers expect the products they order to be available in the right variety and quantity, and to be available at the right location when needed.

For example, an auto repair shop must have the necessary parts in stock to repair a customer's vehicle on time. Otherwise, customers will have to wait longer, which will decrease their satisfaction.

Furthermore, timely product delivery is also crucial. Delayed product arrivals, such as a pizza arriving two hours after ordering or a Christmas gift not received until December 25th, can disappoint customers and undermine their trust in the company.

Equally important, fast and responsive after-sales support, especially in emergency situations, is highly expected by customers.

Delays in this service can lead to significant dissatisfaction.

By managing the supply chain effectively and ensuring these aspects are met, companies can increase customer satisfaction and build long-term loyalty.

Reducing Operational Costs

Supply chain management training helps companies reduce various critical operational costs.

In terms of purchasing, an efficient supply chain allows retailers to receive expensive products quickly, reducing the need to hold expensive inventory for long periods.

On the production side, a reliable supply chain ensures that raw materials arrive on time, avoiding production disruptions that can lead to significant losses.

Furthermore, effective supply chain network management helps reduce total supply chain costs, allowing companies to meet customer needs at the lowest cost and remain competitive in the market, such as Dell's approach of building computers to order to avoid large inventory costs and the risk of obsolete technology.

Improving a Company's Financial Condition

Effective supply chain management can significantly improve a company's financial position. By controlling and reducing supply chain costs, companies can dramatically increase profits.

Furthermore, efficient supply chain management reduces the need for large fixed assets such as factories, warehouses, and vehicles, thus saving significant capital investment.

Furthermore, accelerating the flow of products from production to customers also improves a company's cash flow, as invoices can be issued more quickly and revenues can be received more quickly, ultimately strengthening the company's financial health.

Improve Your Company's Supply Chain Management Process with the Right Training

An efficient supply chain management process will provide benefits for the company, consumers, and external parties.

For the company, the company can produce products that consumers need at optimal costs and with a fast process, thus avoiding competition.

Meanwhile, consumers can obtain products that meet their needs at prices that are relevant to them.

For external parties, especially the public, there are numerous benefits, such as improving human sustainability, improving human health, and protecting people from the dangers of extreme climate change.

Is your company's supply chain management process having a positive impact on all parties? Is the entire process faster, more efficient, and providing superior value to the company?

If the answer is still no, now is the right time for your company to invest in the right supply chain management training.

For example, Prasmul-Eli's supply chain management training provides operational and non-operational managers with a basic understanding of Supply Chain Management relevant to current business practices, enabling them to expand their business knowledge by understanding the interconnectedness of their functions within the overall business network and ecosystem.

The challenges companies face in the era of disruption encourage them to continuously prepare learning processes for their employees. One way to do this is by designing learning processes using a training needs analysis (TNA).

Businesses now face multidimensional challenges such as the challenge of human resources across generations with varying characteristics, constantly changing regulations, volatile market conditions, technological disruption, and other challenges.

The shift to a digital and knowledge-based economy makes a dynamic workforce more important than ever.

Research conducted by Ocean Tomo in the Intangible Asset Market Value Study shows that a significant percentage of the market capitalization of public companies is based on intangible assets: skilled employees, exceptional leaders, and the company's knowledge.

The study's findings emphasize the crucial role of human resource management and development in creating long-term value for organizations in this digital age.

Therefore, designing human resource development programs that align with business objectives is a top priority.

To ensure that human resource development programs align with these objectives, businesses need to conduct a training needs analysis, which will be discussed in this section.

What is a Training Needs Analysis?

Training Needs Analysis (TNA) is a systematic process used by organizations to identify gaps between the skills, knowledge, and competencies currently possessed by employees and those required to achieve future organizational goals.

This process is crucial to ensure that designed training programs are relevant, effective, and efficient in improving individual and organizational performance.

McKinsey emphasizes that learning strategies must align with the organization's business objectives.

Through an in-depth needs assessment, the learning & development division can ensure that training programs support the company's strategic priorities, such as digital transformation or leadership development, thus positively impacting business performance.

Why Do Companies Need a Training Needs Analysis (TNA)?

When designing job training or human resource development programs, the desired outcome is a return on investment (ROI).

ROI, in this case, refers to whether the investment the company makes in a training institution has a positive impact on the company, not only on revenue but also on other factors such as improved work ethic and the like.

However, in practice, companies face several challenges in achieving ROI from their job training investments. These challenges include:

Performance and Skills Gap.

Many businesses face a gap between the skills possessed by employees and the skills needed to achieve organizational goals. This can lead to decreased performance, operational errors, or an inability to adapt to market or technological changes.

Budget Limitations for Effective Training

Many organizations have limited training budgets. Without a clear analysis, training can be unfocused, ineffective, and even wasteful.

Difficulty in Aligning Training with Business Goals

Many companies struggle to ensure that their training programs truly support strategic business goals, such as increasing innovation, efficiency, or digital transformation.

To address these challenges, training needs analysis is the solution. By using training needs analysis, companies can identify specific areas requiring skills improvement.

Furthermore, companies can prioritize the most relevant and urgent training based on the organization's specific needs.

The next most important aspect is that training needs analysis helps align learning with business goals by identifying training needs directly related to the organization's strategic initiatives.

What are the Training Needs Analysis Methods?

There are several ways to conduct a training needs analysis within a company that can be applied to determine what training is suitable to support business goals.

1. Surveys and Questionnaires

Surveys and questionnaires are among the most common methods used to collect data regarding training needs within an organization.

Through surveys, organizations can efficiently reach a large number of employees and identify areas where they feel they lack skills or need further development.

These surveys can include a variety of questions focused on skills that need improvement, skills needed, challenges faced in daily work, and the types of training that are most beneficial.

While this method offers the advantage of efficiency and data collection from a large number of respondents, the results can be influenced by respondent subjectivity, which may not always provide an accurate picture of actual training needs.

2. Interviews

Interviews are a more in-depth method where the assessor speaks directly with the employee or manager to gain insight into training needs.

Through interviews, organizations can explore more complex issues and gain a more personalized perspective on skills that need improvement or development.

Interviews can be conducted individually or in groups, depending on the organization's needs. This method allows for more contextual and in-depth information about the challenges employees face in their work.

While interviews provide richer insights, they are more time-consuming and expensive, and may produce data that is not always generalizable to the entire organization. Due to time constraints, only a small sample size can be collected.

3. Observation

Observation is a method used to directly observe employees performing their daily tasks.

By observing how employees perform their jobs, assessors can identify skills gaps or areas where employees may be experiencing difficulty.

Observation provides direct insight into employees' work practices and provides insight into the effectiveness of their skills in a real-world work context.

The main advantage of this method is its ability to provide objective and practical assessments. However, observations are time-consuming and must be conducted carefully to avoid observer bias that could influence the analysis results.

4. Performance Data Analysis

Performance data analysis involves examining existing data, such as performance evaluations, customer feedback, or other performance reports, to identify skills gaps or issues.

This data can provide a clearer picture of where employees may be underperforming or need further training.

Using performance data as the basis for a training needs analysis allows organizations to focus on areas that truly require attention, which in turn can optimize training resources.

While this data is objective and results-based, its weakness is that it doesn't always capture all aspects of skills that may need improvement, especially those not directly visible in performance results.

5. Focus Group Discussion (FGD)

A Focus Group Discussion (FGD) is a method that involves a group discussion among employees or managers to discuss skills that need to be developed and challenges they face in their work.

Through focus group discussions (FGDs), organizations can gain a more holistic perspective on training issues that may not be readily available through other methods.

These group discussions provide an opportunity for participants to share their views and experiences regarding the training they feel is needed.

The advantage of this method is that it allows for a deeper and more open understanding of the issues at hand.

However, FGDs can also be affected by group dynamics, where participants may not always feel comfortable speaking honestly or sharing views that differ from the majority.

6. Job Analysis

Job analysis is a method used to analyze the roles and responsibilities of a specific job and identify the skills and competencies required to perform that job effectively.

This method allows organizations to map training needs based on specific roles within the company, ensuring that the training provided is relevant to the job's duties and responsibilities.

Job analysis provides a very clear guide to the skills required for each position within the organization. While very useful, this process can be time-consuming and requires a high level of analytical skills to ensure that the results are accurate and applicable.

7. Benchmarking

Benchmarking involves comparing an organization's performance and skills against industry standards or competitors.

By comparing performance and skills data with other companies with similar success, organizations can identify areas where they need to improve their skills to remain competitive.

Benchmarking provides insight into best practices implemented by competitors and can provide an overview of industry standards that need to be achieved.

While this method is very useful for assessing an organization's position compared to its competitors, the results are highly dependent on the relevance and appropriateness of the industry standards used for comparison.

When Should Companies Use Training Needs Analysis?

You already know how important training needs analysis is in aligning human resource development processes with business goals.

The next question is when is the best time for a company to conduct a training needs analysis?

The best time to conduct a training needs analysis is after the year-end performance appraisal. Annual performance appraisals provide a clear picture of each employee's strengths and weaknesses.

However, the best time isn't limited to the year-end performance appraisal. Other times include strategic changes within the organization, at the beginning of the year or Q1, when new product development is underway, or when performance is underperforming.

You can conduct a training needs analysis with an internal team or use a corporate program from Prasmul-Eli, trusted by many multinational companies.

Let's start designing employee learning that aligns with business goals. So not only employees reap the benefits, but the company also experiences a positive impact in terms of operations.

Self-assessment is no longer foreign to companies, self-assessment is an assessment method to measure a person's ability based on certain indicators.

Based on research from McKinsey in the McKinsey Center for CEO Excellence, the CEO's influence contributes 45% in terms of improving company performance. Seeing how important the role of the CEO is in the company, the CEO should also conduct a self-assessment and improve his/her skills.

Why does the CEO need to conduct a self-assessment, what is the urgency, and how to implement it will be discussed in this discussion.

What is Self-Assessment for a CEO?

Referring to the meaning of the word assessment according to the Oxford dictionary, assessment means an assessment or estimation of a person's nature, quality, or ability.

So what is self-assessment? Self-assessment is an assessment of our abilities or qualities based on certain indicators.

By conducting a self-assessment, you can find out the gap or gap between the abilities you currently have and the abilities needed in your current job position.

For a CEO, self-assessment is also important. Because the CEO has a big influence on the success of a business or company, the CEO needs to continue to improve his/her abilities.

The CEO will also be seen by his/her employees as a role model from whom they can learn a lot of practical knowledge.

If the CEO does not improve his/her abilities, then how will the employees be able to follow in his/her footsteps?

Indirectly, when the CEO continues to improve his/her abilities and knowledge, it will form new leaders who are inspired by him/her.

Why Do CEOs Need to Conduct Self-Assessments?

Referring to the results of McKinsey's research in the McKinsey Center for CEO Excellence CEAT Database, the biggest challenge for a CEO is interacting with the board of directors, connecting with policy makers, and allocating resources.

In the research, CEOs have the advantage in managing their personal effectiveness, but when it comes to dealing with the board of directors and policy makers, they still find it difficult.

Many CEOs feel less confident in establishing and prioritizing relationships with key stakeholders.

Through self-assessment, CEOs can remap who the key external actors are and develop a more proactive and impactful engagement strategy for the company.

Self-assessment is an important tool for a CEO to honestly evaluate the effectiveness of his/her leadership in carrying out the four main functions of executive leadership, namely determining direction, aligning the organization, building relationships with stakeholders, and managing oneself.

Thus, the main purpose of self-assessment for a CEO is not just to assess past performance, but to identify areas of improvement that may have been overlooked due to internal bias, job pressure, or old habits.

How do CEOs assess their own performance?

There are various ways for CEOs to assess their own performance. The CEO performance assessment will focus on the strategic level.

The factors assessed in the CEO performance assessment are not only about the CEO's vision and mission, but also about the capacity to make cross-functional decisions that have a major impact on the company's future.

Therefore, the aspects that need to be evaluated at the strategic level concern competencies in the following aspects:

Finance

The financial assessment will assess and evaluate the CEO or leader's ability to the company's financial structure, cash flow management, financial risk, investment decision making, and value creation for shareholders.

A CEO is responsible for the growth of the company's value and long-term financial health. A deep understanding of financial aspects allows the CEO to make sound data-driven decisions, such as capital allocation, cost control, profitability analysis, investment and financing planning.

If the CEO does not have the right assessment from a financial perspective, then the CEO is at risk of making misguided decisions, such as unmeasured expansion or investments that do not generate adequate returns on investment.

Commercial

A competency assessment in the commercial area will measure the CEO's ability to understand market dynamics, manage product portfolios, form pricing strategies, and maintain the company's commercial competitiveness.

With rapid market disruption and development, the CEO needs to provide direction or adaptation that allows the company to remain relevant to market dynamics.

When the CEO continues to sharpen his strategic skills in the commercial area, he will make decisions not only based on intuition, but also on strategies based on strong market analysis to drive revenue growth.

Human Capital

Leadership skills are the main skills that a CEO must have. Assessment in this human capital area will examine the CEO's leadership in managing talent, building organizational culture, increasing employee productivity, and developing a competitive performance management system.

Assessment in this area is important for the CEO, because human resources are the main element in a company. Quality human resource management will produce quality company products.

By conducting a self-assessment in the human capital area, the CEO will be able to evaluate the management of human resources, not only operationally, but also about how to build a work culture that encourages these human resources to become the best version of their performance.

Operation (Operational)

The assessment in the operational aspect will assess the CEO's effectiveness in managing business processes, supply chain efficiency, quality control, and operational scalability in supporting company growth.

This assessment is important because no matter how great a strategy is, it will fail if it is not supported by a solid, efficient, and scalable operational process.

With this aspect assessment, the CEO will be able to see the gaps that occur in the operational area. So that they can determine a strategy to eliminate these gaps.

Technology (Technology)

Since the COVID-19 pandemic hit, the implementation of technology in a company has become a necessity. For this reason, the technology area competency assessment will assess the CEO's understanding of digital technology and the digital transformation needed to support innovation, efficiency, and data and system security.

This technology area assessment is important because many business failures today are not due to a wrong vision, but because they are slow to adapt digitally or fail to execute a comprehensive technology transformation.

What is the urgency of assessing CEO competencies in these five areas? Here is the urgency:

Cross-Functional Competency Reflection

Self-assessment in the five essential areas provides an objective picture of strengths and areas for development across strategic business functions.

Encourage More Data-Based Decision Making

This assessment will help align decisions for the CEO with strong data and insights from various organizational perspectives.

Improve Development Priority Mapping

The results of this assessment become the basis for the CEO to follow an executive development program or mentoring that is truly relevant to the identified gaps.

Increase Board & Investor Trust

Recommendations from this assessment will help increase the credibility of the CEO as a leader who is not only intuitive, adaptive but also systematic and measurable in making decisions.

Improve Company Performance with Personalized Self-Assessment for Your Company Leaders' Needs

From the explanation above, self-assessment is not only important for company employees, but even more important for CEOs or managerial leaders in the company.

Strategic assessments in five essential business areas in Prasmul-Eli are called the Strategic Qualification Assessment Program.

The Strategic Qualification Assessment Program is designed for company managerial leaders to improve technical capabilities at the management or strategic level.

With a data-based approach and standardized evaluation methods, the Strategic Qualification Assessment Program (SQAP) helps leaders understand where their current strengths lie, and which aspects still need to be improved to face increasingly complex business challenges.

In today's era of uncertainty and digital acceleration, a leader's ability to balance technical skills and strategic leadership is the key to a company's competitive advantage to continue to improve its performance.

ESG (Environmental Social, and Governance) has become quite popular in corporate operations since 2005, surpassing the popularity of the term CSR (corporate social responsibility).

Many businesses and companies implement ESG in the implementation of their business practices and as part of the company's goals.

This is evident from the Sustainability reporting in focus from the G&A Institute in 2021 which stated that more than 90% of companies listed on the S&P 500 (Standard & Poor's 500) stock exchange in the United States have published ESG reports in various formats.

Post COVID-19, an observation conducted by the Center for Corporate Reputation Oxford University, found that when the stock market collapsed, companies on the Nasdaq that had a strong ESG implementation track record could outperform companies with a low ESG track record.

Implementing ESG in business is no longer just following trends, but as a social responsibility, concern for the environment, and conservation of natural resources.

Today's business world cannot only focus on pursuing finances alone. It is necessary to balance environmental and social aspects with the profit goals being pursued.

By understanding ESG, companies not only balance their business processes but are also able to identify and mitigate business risks.

Therefore, this article will discuss what ESG is and how ESG plays a role in mitigating business risks.

What is ESG?

Environmental Social and Governance (ESG) is a business framework used as a parameter in company operations that focuses on environmental and social impacts.

ESG is closely related to sustainability and long-term business. The issue of sustainability is a concern for many parties. Focusing on sustainability values ​​is not just an option but has become essential for business.

In Indonesia itself, the OJK has released a regulatory mandate for private companies, companies registered in Indonesia, and financial companies to submit sustainability reports through OJK Regulation Number 51/POJK.03/2017.

What are the Main Components of ESG?

ESG has three main components that are useful for measuring the sustainability, social impact and governance aspects of a company.

The three main components of ESG are environmental, social, and governance

The right implementation of ESG can drive company performance which leads to increased company profits and risk mitigation.

The following are the three main components of ESG

Environmental

Focuses on how a company's operations impact the environment. This includes issues such as carbon emission management, renewable energy use, natural resource sustainability, waste management, and other impacts on the ecosystem.

Social

This social component measures how a company treats its social stakeholders. This includes human rights, working conditions, community engagement, diversity and inclusion, and the company's relationship with consumers and the community.

Governance.

Focuses on how the company is managed and supervised. This includes transparency in decision-making, leadership structure, risk management, minority shareholder protection, and ethics in conducting business.

As attention to sustainability and responsible investment increases, ESG has become an increasingly important factor in investment decision-making and business strategies around the world.

What are the indicators of ESG?

What are the indicators to measure the success of ESG implementation? The following indicators are provisions for planning a sustainable business.

The following are ESG indicators that companies often apply.

1. Environmental Indicators

Environmental indicators include how operational impacts from upstream to downstream impact the environment. The indicators include the following:

• Management of greenhouse gas emissions.
• Climate change mitigation strategies.
• Efficient use of energy, water, and raw materials and waste reduction.
• The impact of company operations on ecosystems and biodiversity.

2. Social Indicators

The indicators measured in the social aspect are not only human resources within the company, but also external to the company. The following are social indicators that can be parameters:

• Interaction with the community, customers, and the wider community.
• Working conditions, safety, work-life balance, and employee satisfaction.
• Efforts to create an inclusive and diverse work environment.
• Participation in social activities and contribution to community welfare.

3. Governance Indicators

Transparent and effective governance is a parameter for company operations that have a positive impact. Here are some indicators related to organizational governance:

• Transparency in reporting and decision-making.
• Board of directors composition, independence, and diversity.
• Compliance with laws, regulations, and ethical standards.
• Identification, assessment, and mitigation of risks faced by the company.

What are the Benefits of ESG for Companies?

Investing in implementing ESG (Environmental, Social, and Governance) in a company is not only about meeting social and regulatory demands, but also a strategic step that can improve financial performance and long-term competitiveness.

Here are some of the benefits that companies can get by implementing ESG:

1. Improved financial performance and risk reduction.
2. Increased revenue growth.
3. Cost reduction.
4. Increase positive impact on stock performance.
5. Minimization of regulatory and legal intervention.
6. Increased employee productivity.
7. Optimization of investment and capital expenditure.
8. Investor preference for businesses with a positive ESG reputation.

How can ESG mitigate business risks?

ESG can help companies identify and manage risks related to external factors that may not be reflected in traditional financial analysis.

In a McKinsey interview with a former UPS CFO, he stated that adopting frameworks such as the Sustainability Accounting Standards Board (SASB) helps companies measure, manage, and disclose material ESG risks. This allows companies to identify potential risks early and take appropriate mitigation steps.

By engaging ESG principles, companies can mitigate potential risks from:

1. Environmental Risks

Climate change, stricter environmental regulations, and potential ecosystem damage can threaten a company’s operations. Companies that are proactive in reducing carbon emissions and adopting environmentally friendly business practices can be better prepared to face these challenges and mitigate risks related to reputational damage and legal compliance.

2. Social Risks

Social issues such as labor inequity, human rights, and diversity within a company can pose litigation or reputational risks. Integrating social principles into ESG, such as ensuring a fair and diverse work environment, helps mitigate potential social conflicts or customer and employee dissatisfaction.

3. Governance Risks

Poor governance practices, such as a lack of transparency and oversight, can increase the risk of fraud, corruption, or poor decision-making. Companies that implement strong and transparent governance principles are more resilient to legal and reputational risks that can arise from mismanagement.

By actively managing and mitigating ESG risks, companies not only improve their resilience to external issues but also create opportunities for long-term growth.

What are the Benefits of ESG in Risk Management?

Effective risk management through the implementation of ESG offers a variety of direct and indirect benefits to companies, including:

1. Reduced Financial Risk caused by environmental disasters, social litigation, or governance crises.
2. Increased resilience to crises, whether economic, social, or environmental.
3. Reduced market uncertainty so that companies can better respond to changing market dynamics.
4. Increased investor, consumer, and stakeholder confidence.

How to Integrate ESG in the risk management process?

Integrating ESG in risk management involves several strategic steps, such as the following:

1. Identify Your Company's Material ESG Issues

Identify ESG issues that are relevant and material to your company. These material issues are factors that have a significant impact on the company's performance and can influence stakeholder decisions (investors, consumers, regulators, etc.).

Some things to consider in identifying material ESG issues include:

1. Environmental issues such as carbon emissions, waste management, and use of natural resources.
2. Social issues such as human rights, diversity, labor conditions, and community engagement.
3. Governance issues such as transparency of company management, board of directors oversight, and anti-corruption policies.

2. Audit Your Company's ESG Risk

After identifying material issues, the next step is to assess the potential ESG risks that could affect the company. This is a very important step to understand the potential impacts of each identified ESG issue.

Through this risk assessment, companies can understand the impact and probability of risks that may arise from existing ESG issues, as well as how to assess how much they will affect the company's sustainability and reputation.

3. Develop Your Business Risk Mitigation Strategy

After assessing ESG risks, the next step is to develop a strategy to reduce or avoid these risks. This mitigation strategy should include concrete steps that the company can take to reduce the negative impacts of the identified ESG issues.

This strategy should be aligned with the company’s business priorities and may involve changes in operational processes, internal policies, and training for employees and management.

4. Monitor and Report Your Company’s ESG Progress

The final step is to monitor and report on the progress of ESG implementation in risk mitigation. This is important to ensure that the company remains on track in its ESG risk mitigation efforts and to be able to evaluate how effective the strategies implemented are.

This monitoring and reporting process will also help companies make further adjustments to the mitigation strategies that have been implemented if necessary.

List of Companies that Successfully Implement ESG based on LSEG

In 2024, the London Stock Exchange Group (LSEG) released a list of 50 Indonesian companies with the best ESG scores.

The assessment was carried out with a combination of qualitative and quantitative to maintain data accuracy and consistency.

On a scale of 1-100, here are the ESG scores obtained by 10 large Indonesian companies that are included in the list of 50 Indonesian companies with the best ESG scores:

1. PT Bank Rakyat Indonesia Tbk (BBRI), ESG Score: 86
2. PT Indo Tambangraya Megah Tbk (ITMG), ESG Score: 85
3. PT Bumi Resources Tbk (BUMI), ESG Score: 85
4. PT Bank Negara Indonesia Tbk (BBNI), ESG Score: 83
5. PT Bank Mandiri Tbk (BMRI), ESG Score: 83
6. PT Bank Central Asia Tbk (BBCA), ESG Score: 79
7. PT Bukit Asam Tbk (PTBA), ESG Score: 80
8. PT Vale Indonesia Tbk (INCO), ESG Score: 78
9. PT Unilever Indonesia Tbk (UNVR), ESG Score: 80
10. PT Semen Indonesia Tbk (SMGR), ESG Score: 71
11. PT Kalbe Farma Tbk (KLBF), ESG Score: 68
12. PT Surya Citra Media Tbk (SCMA), ESG Score: 66

Mitigating Your Business Risk with ESG Implementation

Risk management is not only based on financial reports. However, now it can be seen from ESG parameters. So that the visible business risk can be even broader.

By being able to identify and mitigate business risks, this prevents deeper losses. It can even identify opportunities that exist from each risk.

Companies that manage ESG risks well can increase their resilience to crises, gain competitive advantages, and attract more investors and customers who care about sustainability.

Has your company started integrating ESG into its business strategy?

The ESG in Action Workshop: From Plan to Impact from Prasmul-Eli can be the main foundation for aligning understanding about the implementation of ESG in business strategy.

Let's mitigate business risks for better opportunities.

Project management skills are now a strategic need for companies that want to improve the effectiveness of project implementation and business competitiveness. Thus, the need for project management training is increasing.

In an era marked by high uncertainty and complexity, businesses that master project management will be able to deliver relevant products to consumers faster.

Due to the urgency of project management skills, companies are competing to include their employees in project management training.

Based on data from the Project Management Institute (PMI), organizations that invest in project management training have a 38% higher chance of completing projects successfully.

This training not only introduces popular methodologies such as Agile and Scrum, but also develops important soft skills such as leadership, time management, and data-based decision making.

Project Management Training Material

In an increasingly complex and competitive business environment, project success depends not only on big ideas, but on structured and measurable execution.

Based on PMI's 2023 Pulse of the Profession report, organizations that implement comprehensive project management practices successfully complete 76% of their projects on time and on budget, a figure far above the global average.

Here are five core materials that are usually found in project management training.

1. Project Planning and Implementation

The planning stage is the main foundation for the success of a project.

In this material, participants will be equipped with the skills to prepare a strong Project Charter as a formal foundation for the project, conduct stakeholder analysis to understand the expectations of various parties, and build a structured project roadmap.

According to the Harvard Business Review, failure in planning contributes to 37% of total global project failures.

This training helps teams formulate a clear scope, set SMART (Specific, Measurable, Achievable, Relevant, Time-Bound) goals, and prepare a work breakdown structure (WBS) as a basis for implementation.

2. Project Scheduling and Time Management

Effective time management is the main differentiator between successful projects and projects that miss schedule.

In this material, participants will learn various proven scheduling techniques such as the use of Gantt Charts, Critical Path Method (CPM) for critical path analysis, to Agile Sprint Planning for iteration-based projects.

McKinsey's findings in 2022 stated that projects that implement system-based time management can shorten the duration by up to 30% more efficiently.

Participants will also learn dependency management to avoid obstacles.

3. Project Budget and Cost Management

Accuracy in cost management is crucial to maintaining the financial health of a project.

In this material, participants will be trained to prepare a budget baseline, calculate cost estimates accurately, and manage project expenses with high discipline.

PMI data shows that 27% of projects experience budget overruns because they do not have adequate cost control mechanisms.

This training includes Earned Value Management (EVM) techniques and cost variance analysis.

4. Project Risk Identification and Management

Risk is an inevitable part of every project, but with the right approach, risk can be managed effectively.

This material equips participants with the skills to identify risks using methods such as SWOT Analysis and PESTEL Framework, conduct risk impact analysis, and develop realistic and applicable mitigation plans.

Gartner research in 2024 noted that organizations with a proactive risk management system are 60% more likely to complete projects on schedule.

5. Resource Management and Project Leadership

A successful project is not only determined by the technical plan, but also by the quality of leadership that drives the team.

In this material, participants will learn to optimize resource allocation efficiently, build effective cross-functional communication, and develop a situational leadership style that is adaptive to team dynamics.

Based on a Gallup report, teams led by project managers with good leadership skills recorded a 21% increase in productivity.

This material is designed to form project leaders who are not only able to coordinate tasks, but also inspire and empower teams to achieve peak performance.

Learning Methods in Project Management Training

In the world of professional training, the effectiveness of learning is largely determined by the methods used.

Project management training is not enough to just convey theory, it must be able to transform knowledge into real skills.

According to the 2023 Training Industry Report, the combination of active learning and hands-on experience can increase participant retention by up to 75%, much higher than traditional lecture methods.

Therefore, project management training programs need to be designed using a practice-based approach and high interactivity.

Here are some learning methods used in project management training.

1. Mini Interactive Lectures

The core material is delivered through short presentation sessions lasting 10-20 minutes, enriched with open questions, digital polls, and quick quizzes.

According to Harvard Business School, the interactive lecture method can increase participant participation by up to 60% higher than passive lectures.

This format ensures that participants are not just passive listeners, but are actively thinking and cognitively involved from the start of the learning session.

2. Exercises and Simulations

Each module is designed so that participants directly apply concepts to real case study-based exercises or industrial project simulations.

A study by the Association for Talent Development (ATD) shows that simulation-based training increases knowledge transfer to the workplace by 63%.

In this session, participants play the role of project managers, managing budgets, schedules, and risks in realistic scenarios that mimic real-world challenges.

3. Group Discussions

Small-group discussion sessions are integrated to deepen participants' understanding and build cross-department collaboration.

According to a 2024 McKinsey study, peer-to-peer discussions in training can increase solution creativity by up to 40%.

These discussions encourage participants to share experiences, exchange perspectives, and develop effective strategies in dealing with project complexity.

4. Gamification

To increase motivation and create positive competitiveness, this training implements gamification elements such as leaderboards, achievement badges, and team challenges.

Deloitte research shows that training programs that integrate gamification can increase participant engagement by up to 83%.

This method has been proven to be effective in encouraging active participation, accelerating the learning process, while creating a fun learning atmosphere that is still oriented towards achieving real results.

Through a combination of various learning methods, the project management training held is not only informative but also transformative.

Each participant is encouraged to learn actively, hone critical thinking skills, and collaborate in real situations that reflect the complexity of projects in the world of work.

Let's Learn Project Management Training from the Best Institution
Project management training is not only a necessity, but also a strategic necessity for organizations that want to excel amidst the complexity of modern business.

With training that is systematically designed and based on global best practices, companies can build project teams that are more adaptive, collaborative, and able to execute strategies effectively and strengthen business execution.

Investment in project management training has been proven to not only increase project success rates, but also have a direct impact on cost efficiency, employee satisfaction, and long-term competitive advantage.

To get project management training results that can strengthen business execution, The Real Project Management training from Prasmul-Eli can accommodate your company's needs.

Now is the time for your organization to take proactive steps to strengthen the foundation of project management to drive business growth.

Learning financial analysis is an absolute necessity in the era of fast-paced and data-driven business.

Based on McKinsey research, companies that actively develop financial analysis capabilities across various organizational lines are able to increase the effectiveness of strategic decision-making by up to 30%.

In Indonesia itself, a number of large companies such as those in the FMCG and technology sectors that have managed to survive and even grow amidst the 2020–2021 global crisis have proven to have a strong financial analysis system as the foundation of their business strategy.

This data confirms that financial analysis skills not only enrich individual expertise but also strengthen the resilience and resilience of the business as a whole.

In this article, you will better understand the urgency of learning to analyze finances, starting from getting to know the duties of a financial analyst and knowing who needs to use it in the company.

Roles of a Financial Analyst

A financial analyst is not just about preparing financial reports or making projections of numbers.

According to Aswath Damodaran, a valuation and finance expert from New York University, "Financial analysis is the bridge between numbers and strategy."

This means that through sharp financial analysis, management can translate financial data into strategic insights that can be relied on in making business decisions.

Therefore, the main tasks of a financial analyst include:

• Processing financial data into actionable information, not just passive and meaningless numbers.
• Analyzing trends in income, expenses, profits, investments, and identifying potential risks and opportunities.
• Supporting financial planning and investment decision-making, both for business expansion, operational efficiency, and risk mitigation.

In a Harvard Business Review article entitled "The New Skills of the Financial Analyst", it is stated that in the modern business era, financial analysts are expected to have not only technical skills in data analysis, but also communication skills to translate analysis results into business narratives that are easily understood by senior management.

This means that they act as strategic partners, not just "number keepers."

In a study conducted by McKinsey entitled "The Evolving Role of the Finance Function", companies with mature financial analysis functions are able to increase the effectiveness of strategic decision-making by 20-30%.

This is due to the shift from a focus on mere reporting to forward-looking analysis that directs future business steps.

In the context of a company, the presence of a strong financial analyst will:

• Provide data-based scenario simulations to support decision-making by the CEO and stakeholders or policy makers.
• Provide objective valuation analysis of new projects and initiatives.
• Help management anticipate potential liquidity pressures or market uncertainty more quickly.
• Provide early warning of financial performance that is not in line with projections.

As a real illustration, several large companies in Indonesia that have successfully weathered the 2020–2021 crisis, such as the FMCG and technology sectors, have shown that the sharpness of future-oriented financial analysis is one of the main differentiating factors between those who survive and those who fall.

Therefore, company management needs to strengthen financial analysis skills in the company.

What is strengthened is not only the number of people who master financial analysis skills, but also in terms of quality, the analysis tools used, and ongoing training.

That way, management can ensure that every decision they make is based on strong data and in-depth analysis, supporting the company's ambition to continue to grow sustainably.

Who Needs Financial Analysis Skills in Their Company?

Financial analysis is no longer a skill exclusive to finance teams.

A Harvard Business Review article titled "Every Manager Should Be a Financial Analyst" states that in the modern business world, every manager needs to have a basic understanding of financial analysis to make more strategic, data-driven decisions.

Based on our experience in Prasmul-Eli and various financial management literature, here are groups of employees who should have financial analysis skills.

1. Finance and Accounting Team

The finance and accounting team is definitely the main group that must master financial analysis skills.

They are the front line in processing financial reports, projecting cash flow, and evaluating the company's financial performance.

These financial analysis skills are important to improve the accuracy of their analysis and strengthen their ability to provide strategic insights, not just historical reports.

As stated by Deloitte in its study "Finance 2025", the future of the finance team is as a proactive strategic advisor, not just a number recorder.

2. Division Managers and Department Heads

Many operational decisions have implications for financial conditions, for example decisions to expand, recruit additional resources, or purchase new assets.

With a proper understanding of financial analysis, managers can:

• Create more realistic budgets,
• Conduct cost-benefit analyses of their projects,
• And read internal financial reports to make more informed decisions.

Due to the importance of understanding financial analysis, division managers and department heads are the second important group to learn proper financial analysis.

In research conducted by McKinsey entitled "Building Financial Acumen Across the Organization" found that companies that train non-financial managers in financial analysis can increase operational efficiency by up to 18%.

3. Business Development and Sales Team

They are the spearhead of business growth. Mastering the financial aspect allows them to:

• Understand the financial impact of business deals.
• Prepare more profitable proposals.
• Design sales strategies that consider profit margins and payment risks.

Knowledge of financial analysis in this division will encourage healthier business growth because it affects the balance between revenue growth and the company's cash flow in the long term.

4. Project Manager and R&D Team

Every project, especially those based on innovation and technology, requires financial analysis to ensure investment feasibility and estimate ROI (Return on Investment).

In its report entitled "The Value of Financially Literate Project Teams", Gartner asserts that projects led by managers with good financial literacy are twice as likely to achieve time and budget targets.

Do You Have the Right Financial Analysis Skills?

Mastering financial analysis is an investment in skills that will have a big impact on your career.

With these skills, you can have a positive impact on the business in the company where you work.

Additional knowledge and skills about financial analysis will help decision making from a financial perspective from each work division.

Thus, strategic decision making also takes into account the impact on the company's financial performance.

You can master financial analysis skills by taking the Financial Analysis Program training from prasmul-eli.

This training even provides comprehensive material, which is specifically designed for managers and professionals to have financial analysis competencies.

Let's make the best contribution to the business by having the right financial analysis skills.

In an era of increasingly tight business competition, investment in employee certification programs is a strategic key to improving the quality of human resources and company competitiveness.

According to the LinkedIn Workplace Learning Report 2024, 76% of large organizations prioritize certified employees for job promotions.

In addition, employees who have professional certification are twice as likely to fill strategic roles in the organization.

The Society for Human Resource Management (SHRM) also emphasizes that certification not only increases individual credibility but also accelerates the development of overall organizational capabilities.

The question is, what is the role of the company in helping to meet the needs of employee certification programs? Let's take a look at the following article!

What is a Certification Program?

A certification program is a professional training program that ends with the awarding of an official certificate to participants who have met certain competency standards.

This certificate is not just a formality, but verified proof that a professional has mastered the skills and knowledge that are in accordance with the needs of modern industry.

According to the Society for Human Resource Management (SHRM), certification programs increase professional credibility in the eyes of companies and accelerate individual career development, because they demonstrate validated expertise that can be directly applied to the company's strategic tasks.

Advantages of ISO Certified Certification Programs for Companies

In choosing a certification program, you should not be careless. Companies should choose a certification program that is ISO certified.

ISO certification is an official recognition that an organization has met international standards set by the International Organization for Standardization (ISO).

ISO is an independent, non-governmental institution headquartered in Geneva, Switzerland, and has published more than 24,000 standards covering various aspects of management systems, security, efficiency, and operational quality.

According to Philip Kotler, professor of marketing and business strategy, standards such as ISO help companies build trust with stakeholders and strengthen operational foundations systematically and measurably.

Meanwhile, the World Economic Forum noted that companies that implement ISO standard-based management systems have a higher level of adaptability and resilience amidst global dynamics, including supply chain disruption, technological change, and economic crises.

In addition, based on data from the ISO Survey 2023, Asian countries show a very significant increase in ISO adoption.

Indonesia is in the top five with annual growth of over 12% in the manufacturing, financial services, and information technology sectors.

By investing in ISO-certified training, your company not only gets formal recognition, but builds a stronger, more resilient management foundation that is ready to face global challenges in the future.

How to Analyze the Needs of Certification Programs for Employees?

In order for the certification program you organize to have a real impact and be in line with the company's goals, a systematic approach based on real needs is needed.

Each step must be designed by considering the strategic direction of the business, current employee capabilities, and the readiness of the organization to support sustainable development.

The following are the stages of analysis and planning that you can do before committing to working with a credible certified training institution.

1. Analysis of the Company's Strategic Needs

The first step is to understand the business needs and strategic direction of the company in the next three to five years. Consider the company’s strategic needs by asking the following questions:

• What competencies are needed to achieve your business growth goals?
• Are there any industry or regulatory changes that make certain certifications mandatory or highly relevant?
• What areas are the organization currently weak in and need strengthening through certification?

For example, if the company is focused on global expansion, international certification in project management or finance may be a higher priority than local certification.

2. Employee Competency Gap Mapping

Once the strategic needs have been identified, conduct employee competency mapping. Look for gaps between competencies and the strategic needs you want to achieve.

Together with the HR and Learning & Development (L&D) teams, companies need to conduct competency assessments to identify gaps between current and expected competency conditions.

Assessment methods used include:

• Division manager interviews.
• Employee self-assessment surveys.
• Annual performance reviews.
• Industry standard benchmarking.

This competency gap is the basis for determining the type of training and certification that is most needed.

3. Identification and Selection of Certified Training Institutions

If the company already knows the competency gap, then the company already has a narrow choice regarding the type of certification program needed.

The next step is that the company needs to commit to only working with training institutions that have the following factors:

• Have a strong track record in organizing certification programs.
• Recognized nationally or internationally.
• Able to provide real practice-based materials (experiential learning).
• Flexible in delivery methods (online, hybrid, or in-house training).
• Added value if the certification program is ISO certified.

Don't forget to evaluate the selected training institutions based on:

• Credibility and accreditation.
• Testimonials from previous client companies.
• Suitability of the curriculum to the company's needs.
• Post-training facilities such as coaching, certification assessments, and alumni support.

4. Integrated Program Planning

After the company decides on a certification program training institution. Next, make sure that the certification program has the following:

• Connected and relevant to internal career levels.
• Be part of the KPI or bonus program to increase motivation.
• Equipped with a post-program evaluation to measure the effectiveness of learning in daily work.

In this context, cooperation with training institutions is not just about holding classes, but really designing personalized training and certification that is relevant to real challenges in the company.

5. Management Commitment and Internal Communication

The success of this program cannot be achieved without full support from all levels of management.

The active involvement of unit and division leaders is crucial, especially in the process of selecting the right participants according to needs and development potential.

In addition, strong and consistent internal communication is needed so that the goals and benefits of this program can be fully understood by all levels of the organization.

The most important thing is to ensure that employees do not view this certification as an additional burden in their work.

Instead, they need to see it as a long-term investment for career advancement and personal competency improvement.

6. Monitoring, Evaluation, and Continuous Improvement

After the program is running, the company needs to establish a monitoring mechanism that includes:

• Evaluation of effectiveness based on participant feedback.
• Assessment of changes in work performance after certification.
• Follow-up discussions with training organizers to improve the next batch.

This is important so that every certification program that is run becomes a continuous learning journey, not a one-time event.

What Certification Program Does Your Company Need?

By analyzing the needs of this certification program, the company can prepare a certification program that will not only improve the capabilities of individual employees, but also accelerate the achievement of the company's vision and mission as a whole.

So that the certification program is not just a means of wasting company money, but is a strategic need.

With the right approach, starting from needs analysis, selection of certified training institutions, to the evaluation and monitoring process.

Your company not only improves individual capabilities, but also accelerates organizational transformation towards competitive advantage.

Which certification program is suitable for your company's strategic needs. You can see a list of business management certification programs from Prasmul-Eli that offer a choice of certification types according to your company's strategic needs.

The plus point is that the certification program at Prasmul-Eli is ISO 9001 certified.

It's time to invest in a structured and results-based employee certification program, to ensure that the company is ready to compete and grow in the national and international markets.

In the era of digitalization and unpredictable changes in consumer behavior, every marketing manager needs to master the important pillars of marketing management as a strategic competency.

The role of marketing managers has evolved, from simply managing promotional campaigns to becoming the main architect of customer-based business strategies.

This is increasingly relevant when the 2023 McKinsey report shows that companies that use a data-driven marketing approach can increase ROI by up to 20%.

According to research by the American Marketing Association (AMA), marketing effectiveness is now judged by consistent customer experience, not just how attractive the campaign is.

Marketing managers who are able to integrate analytics, cross-functional collaboration, and understand the customer journey from start to finish will be the main drivers of business growth.

Therefore, this ability is not only about achieving targets, but also building sustainable competitive advantages for the company.

What is Marketing Management?

Marketing management is the process of planning, implementing, and supervising all marketing activities with the main goal of creating customer value and generating sustainable business profitability.

According to Philip Kotler, known as the “father of modern marketing,” marketing management is the art and science of selecting target markets and creating, communicating, and delivering superior value to customers.

In the midst of digital disruption and dynamic changes in consumer behavior, the marketing function is no longer just about promotion, but has become a driver of overall business strategy.

One of the key elements in marketing management is understanding the market through systematic research.

Based on a report from McKinsey & Company, companies that integrate data and analytics in marketing decision making can increase ROI by 15-20%.

This shows the importance of data-based marketing management, not assumptions.

A reliable marketer needs to be able to read trends, understand market segments, and translate them into the right differentiation and positioning strategies.

Marketing management is also closely related to the management of the marketing mix (product, price, distribution, and promotion). In today's digital era, this concept has developed into 7P with the addition of people, process, and physical evidence.

Institutions such as the American Marketing Association (AMA) emphasize that the effectiveness of modern marketing is not only assessed from promotional output, but from the holistic customer experience (customer journey) that is managed consistently across channels.

In practice, marketing management includes brand management, digital campaigns, content marketing, to cross-functional collaboration such as sales and customer service.

What are the 7 Pillars of Marketing Management?

The 7 Pillars of Marketing Management is a strategic framework used by companies to manage all aspects of marketing in a comprehensive and integrated manner, in order to create, communicate, and maintain customer value.

This model originates from the development of the classic 4P concept (Product, Price, Place, Promotion) introduced by E. Jerome McCarthy in 1960, then expanded into 7P by Booms and Bitner in 1981 to accommodate the dynamics of the service industry and modern business.

Until now, credible institutions such as the American Marketing Association (AMA) and Harvard Business School still recommend this framework as a foundation for managing marketing professionally.

Here is a description of the 7 Pillars in the context of Marketing Management:

1. Product

Products or services are the basis of all marketing strategies. According to Philip Kotler, "The product is the heart of marketing efforts."

Products must continue to innovate to meet market needs and wants.

Based on McKinsey research in 2023, companies that focus on product innovation recorded revenue growth 2.4 times higher than their competitors.

2. Price

Price reflects the value of the product in the eyes of customers and is a strategic element in positioning.

A 2022 Deloitte survey revealed that 82% of consumers compare prices online before making a purchasing decision.

An effective pricing strategy must consider competitive, psychological, and value-based pricing factors.

3. Place

Distribution regulates how products are available to customers. With digital transformation, distribution includes physical channels and online channels.

A study from Harvard Business Review states that companies with an omnichannel approach increase customer loyalty by up to 90% higher than single-channel.

4. Promotion

Promotion is how a company communicates the value of its products to the market. This includes advertising, PR, social media, SEO, and more.

According to a 2024 Gartner report, companies that integrate digital and offline campaigns have increased brand engagement by an average of 27%.

5. People

Employees are brand ambassadors. Service quality is highly dependent on staff skills, attitudes, and motivation.

The Gallup Workplace Report shows that companies with high employee engagement have 23% greater profitability than the industry average.

6. Process

Marketing management must ensure that the entire process, from production, sales, service, to customer feedback, runs efficiently and standardized.

Forrester Research in 2023 found that 79% of customers leave a brand after one bad experience due to an uneven service process.

7. Physical Evidence

In service and digital products, physical evidence such as websites, brochures, customer reviews, and packaging build perceptions of quality.

According to the Nielsen Trust Report, 92% of consumers trust user-generated content (reviews and testimonials) over official advertising.

Indicators of Marketing Managers Mastering Marketing Management

Mastering marketing management is not only about understanding theory, but also about being able to implement effective, measurable, and result-oriented marketing strategies.

As an experienced leader, you should observe that there are several key indicators that show that a marketing manager truly masters this discipline.

This opinion is also supported by research from credible institutions such as the American Marketing Association (AMA), McKinsey, and HubSpot.

1. Ability to Create and Implement Integrated Marketing Strategies

A marketing manager who masters marketing management is able to design a comprehensive marketing plan, including market analysis, segmentation, targeting, positioning, and the use of the marketing mix (7P).

According to McKinsey research in 2024, companies that implement data-driven and integrated marketing strategies are able to increase campaign effectiveness by up to 25% higher than traditional approaches.

2. Mastery of Data and Marketing Analytics

In the digital era, mastery of analytical data is a critical indicator. A reliable marketing manager not only looks at vanity metrics (such as the number of likes), but also understands strategic metrics such as Customer Acquisition Cost (CAC), Customer Lifetime Value (CLV), Conversion Rate, and Return of Investment (ROI) from marketing campaigns.

A 2023 HubSpot report shows that 73% of top-performing companies have marketing managers who routinely use data analytics in decision making.

3. Ability to Lead Teams and Collaborate Across Functions

Marketing cannot work in a silo. A true marketing manager is able to lead creative, digital, sales, and even finance teams in one interconnected ecosystem.

According to Gallup's 2023 State of the Global Workplace Report, organizations with strong cross-departmental collaboration experience 21% higher revenue growth than those that operate in silos.

4. Deep Understanding of Customer Journey and Experience

A skilled marketing manager must understand the entire customer journey cycle, from awareness to advocacy, and be able to create a consistent customer experience at every customer touchpoint.

A 2024 PwC study found that 73% of consumers said customer experience was the primary factor in their purchasing decisions, more important than price or the product itself.

5. Adaptive to Changing Marketing Trends and Technologies

Mastering marketing management means being ready to face rapid changes in market trends, new technologies (such as AI in marketing, automation, personalization), and changes in consumer behavior.

According to the 2024 Salesforce State of Marketing report, 91% of marketing leaders said that the ability to adapt quickly to change is a key to long-term success.

A marketing manager who masters marketing management will be seen from his ability to develop data-based strategies, execute integrated campaigns, lead teams, create strong customer experiences, and adapt to changing trends.

In order to master these indicators, managers need adequate and credible marketing training.

Prasmul-Eli provides a Marketing Management Training Program that is believed to develop the potential of managers in implementing it sustainably relevant to your company's vision and mission.

Have You Mastered Marketing Management Skills?

In the digital landscape, businesses that often appear on every channel accessed by consumers are businesses that can win the hearts of consumers.

For this reason, the role of a marketing manager with marketing management skills is very crucial to grow the company's visibility to have an impact on the company's profit.

Now is the time to continue to maximize marketing management practices to drive business growth.

In an increasingly competitive and dynamic business world, strategic brand management is the key to building a brand that is not only known, but also trusted and loved by customers.

This approach positions the brand as a strategic business asset that must be managed holistically to align with company goals, customer experience, and long-term value.

According to Keller's Brand Equity Model, a strong brand is able to create emotional resonance and high customer loyalty, two elements that greatly determine a company's competitive position in the market.

More than just a marketing team task, strategic brand management is now an inseparable part of the company's overall strategy.

The 2023 Interbrand Best Global Brands report shows that brands with the highest value growth are those that have strong alignment between brand strategy, business strategy, and customer experience.

Harvard Business Review also notes that companies with high brand equity are able to set premium prices of up to 20% and are more resilient to market crises.

With real benefits to company valuation, customer loyalty, and organizational efficiency, strategic brand management is now a priority for company management looking to drive long-term growth.

What is Strategic Brand Management?

Strategic brand management is a holistic approach to managing a brand as a business asset that provides competitive advantage and long-term value.

From a CEO perspective, strategic brand management has a direct impact on a company's valuation and profitability.

In addition, McKinsey's 2022 research shows that strategically managed brands tend to record 60% higher customer lifetime value than competitors who only focus on short-term campaigns.

In the midst of increasingly homogeneous competition, a brand is not just a logo, but a strategic identity that differentiates and directs the direction of business growth.

For HR Managers, strategic brand management plays a major role in employer branding and talent retention.

A 2023 LinkedIn study found that companies with strong brand reputations receive 50% more qualified applicants, and reduce the cost per hire by up to 43%.

A consistent brand in the eyes of consumers and employees creates a cohesive organizational culture, increases employee engagement, and strengthens the alignment between company values ​​and employee behavior.

Therefore, strategic brand management is not just a communication activity, but the foundation of long-term business direction.

This involves managing brand identity, brand architecture, customer experience, and consistent brand activation across channels.

Benefits of Strategic Brand Management for Companies

Strategic brand management provides a framework for managing brands as business assets that drive long-term growth, customer loyalty, and competitive advantage.

According to a report by Harvard Business Review, companies with mature brand management have revenue growth two to three times higher than their competitors.

For company leaders, this benefit is not only about public reputation, but also about organizational efficiency, company culture, and attracting the best talent.

1. Increasing the Financial Value of Brands

In the modern business world, brand value is no longer just an aspect of communication, but a strategic financial asset.

An Interbrand report shows that strategically managed brands such as Apple, Microsoft, and Amazon now contribute more than 40% of the total company valuation.

This proves that proper brand management not only improves public perception, but also directly raises the company's economic value in the eyes of investors and the market.

Conversely, failure in brand management can significantly damage valuation, even if product performance remains good.

Therefore, strategic brand management is an important tool in building long-term financial strength.

2. Building Customer Loyalty

In an increasingly saturated and competitive market, customer loyalty is an invaluable advantage.

According to Deloitte research, customers who have an emotional connection with a brand are 2.5 times more likely to make repeat purchases.

Strategic brand management helps companies create a clear, consistent, and relevant brand positioning with customer values ​​and aspirations.

With strong emotional resonance, companies not only win short-term transactions, but build long-term relationships that are difficult for competitors to imitate.

3. Strengthening Employer Branding

Strategic brand management not only impacts the external market, but also the organization.

LinkedIn Talent Solutions' 2023 report notes that companies with a strong employer brand experience a 28% decrease in turnover rates.

A good brand reputation attracts more quality talent, reduces recruitment costs, and accelerates the integration of organizational culture.

Strategic brand management ensures that the company's image in the eyes of prospective employees is consistent with internal values, creating a more enthusiastic, loyal, and productive team.

4. Increase Operational Consistency

Consistency is key to building a strong brand perception. With a structured strategic brand guide, all departments, from marketing, customer service, to product development have the same guidelines in interacting with the market.

This consistency strengthens the organization's professionalism, clarifies the company's values ​​in the eyes of customers, and reduces the risk of cross-functional miscommunication.

In the long term, organizations with good brand consistency tend to build stronger trust and accelerate internal decision-making processes.

5. Support Transformation and Innovation

Amid technological disruption and rapid market change, flexibility and relevance are key.

Strategic brand management allows companies to adjust their identity, messaging, and communication approaches to stay relevant without losing brand authenticity.

McKinsey notes that adaptive brands are 1.6 times more likely to succeed in digital transformation than rigid brands.

Strategic brand management allows companies to lead change, not just react to it, thereby strengthening their competitiveness and readiness for the future.

Are You Ready to Process to Improve Your Strategic Brand Management Skills?

Strategic brand management today is no longer an optional choice, but a business foundation for building economic value, customer loyalty, talent attraction, operational consistency, and the capacity to transform.

In the context of global uncertainty, strong and strategically managed brands are the main pillars of sustainable growth and long-term competitive advantage.

If your company is in the process of improving its strategic brand management skills, strategic brand management training from prasmul-eli can make your process easier.

Let's continue the process of becoming a brand that is loved by consumers!

To bridge the skill gap, companies invest heavily in employee training and development. Therefore, it is important to find the best job training institution for their employees.

There is a fact from the LinkedIn Learning Report which states that 70% of employees who participated in training said that their sense of connection with the company increased.

In addition to increasing the sense of connection with the company, 80% of employees also admitted that after participating in training, their purpose of working at the company increased.

So that your company can feel the best benefits from the training provided to employees, you need to choose the best job training institution that designs personalized learning according to your needs.

Conditions that Encourage Companies to Look for Job Training Institutions

Ideally, a company, in addition to providing a research and development division, also needs a learning division that thinks about the learning process and employee competency development.

The learning division will decide when is the best time to include its employees in training.

Usually at the following times and conditions, companies encourage their employees to take training, either in-house training or external training.

1. When Companies Undergo Major Business Transformation

When companies undergo business model transformation, digitalization, mergers, international expansion, or strategic shifts, employee competency needs change drastically.

In this situation, companies will look for the best job training institutions to accelerate the process of reskilling and upskilling the workforce to align with the company's new direction.

2. When a Significant Skill Gap Occurs in the Organization

If the results of the training need analysis show a large gap between the skills possessed by employees and the skills needed for the future, the company will look for institutions that can help close the gap systematically and measurably.

3. When Business Growth Targets Require Accelerated Talent Development

In conditions of aggressive business growth, for example market expansion targets or increased production capacity, companies need training institutions to accelerate the preparation of prospective leaders (leadership pipeline) and develop managerial competencies massively in a relatively short time.

4. When Internal Programs No Longer Meet Specific Competency Needs

If existing internal training is not able to meet very specific or technical needs (e.g. advanced digital analytics, ESG management, lean manufacturing, strategic negotiation), companies will look for external institutions that have specialist expertise and practical experience in these areas.

5. When Needing a More Innovative and Technological Learning Approach

In the era of digital learning, companies need job training institutions that not only offer traditional programs, but are also able to provide blended learning, microlearning, gamification, VR/AR learning, and data-driven platforms. If the internal institution is not ready, then the best option is to look for external partners.

6. To Maintain Organizational Competitiveness Amidst Industry Disruption

When the industry experiences major disruption (such as technological changes, new regulations, or changes in consumer behavior), strengthening HR agility becomes a priority. So companies will look for the best training institutions to build a learning organization and accelerate adaptation to change.

7. To Improve Employer Branding and Talent Retention

A strong employee development program improves employer branding. In conditions where competition to attract and retain talent is increasingly fierce, quality external training institutions can help enrich employee development programs as a form of investment in people development.

Things Companies Need to Consider When Choosing the Best Job Training Institution

Now with the existence of internet technology, companies have the convenience of finding job training institutions for their employees.

However, not everything on the internet has credibility and good impact. Therefore, you need to consider several factors when looking for a job training institution.

Global Credibility and Reputation

Choose an institution with high credibility and proven reputation, both nationally and internationally. This is important to maintain learning standards within your company.

Experience in Relevant Industries

The institution must have training experience in sectors that are in line with your company's industry or other dynamic sectors, so that they understand the real context faced by training participants.

Quality of Facilitators and Coaches

Make sure the institution has facilitators who are not only experienced in academics, but also have practical experience in the business world. A qualified coach greatly influences the effectiveness of the program.

Innovative and Agile Learning Methodology

Learning delivery must be based on adult learning principles, a combination of experiential learning, digital learning, microlearning, gamification, and on-the-job learning. Not rigid and always adaptive to the needs of participants.

Ability to Measure Training Impact (ROI/ROE)

The institution must be able to provide a framework for measuring training effectiveness (learning impact, behavior change, and even business outcomes).

Flexibility in Program Customization

Each training program must be able to be tailored to the unique needs of the company. Do not copy-paste generic materials without contextualization.

Learning Management System (LMS) Technology Support or Digital Platform

The ideal institution is able to provide a learning platform or can integrate with the company's LMS, to support blended learning, progress tracking, and data-driven development plans.

Commitment to Diversity, Equity, and Inclusion (DEI)

Today, companies are starting to have a big commitment to DEI. The chosen job training institution must have a consistent approach in designing and managing its programs.

Getting to know Prasmul-Eli, the Best Job Training Institution in Indonesia to Support Business Growth

The best job training institution in Indonesia that has been trusted by major industry market leaders for more than a decade is Prasmul-Eli.

Since its establishment on November 11, 2011, Prasmul-Eli has become a strategic partner for various national and multinational companies in developing human resources (HR) and improving organizational effectiveness.

Prasmul-Eli's vision is to become the choice and reference in workplace learning and performance in Indonesia, to Indonesia, and from Indonesia.

Prasmul-Eli offers various training and consulting programs designed to meet the specific needs of companies, including:

Public and Corporate Training Programs: Includes short courses, certification programs, and training tailored to the needs of the company.

Consulting Services: Assisting companies in developing business strategies, change management, and improving organizational performance.

Assessment Center: Providing assessment services to identify employee potential and competency.

Prasmul-Eli has been trusted by various clients who are market leaders in their respective industries, ranging from automotive, chemical, pharmaceutical, utilities, real estate, technology, agribusiness, consumer goods, retail, to other sectors.

This trust demonstrates Prasmul-Eli's track record in providing human and organizational development solutions that can directly contribute to the success of clients' businesses.

Prasmul-Eli's services are end-to-end, covering development from upstream to downstream, starting from assessment needs, training program design, implementation, to success evaluation.

This coverage is strengthened through collaboration with various renowned institutions, both at the national and international levels, ensuring global standards in every program provided.

Even more special, since July 2024, Prasmul-Eli's public program has been ISO 9001:2015 certified. This quality assurance certification ensures that all public programs, including Short Programs, Certification of Business Management, to Public Assessment Programs, are implemented with international quality standards consistently and measurably.

With a combination of strong business heritage, credible client base, comprehensive service coverage, international collaboration network, and certified quality assurance, Prasmul-Eli is the ideal strategic partner for companies looking to accelerate the development of human resource and organizational capabilities sustainably.

Let's improve your company's human resource capabilities with prasmul-eli, the best job training institution in Indonesia.

Business competition is getting tighter, changes are increasingly unpredictable. To deal with uncertain changes, companies often use consulting services to create future business strategies.

In America, every year consulting services companies earn more than $ 2 billion for the consulting services they offer to companies.

The revenue data from consulting services companies shows that there is still a high demand for consulting services for companies.

The question is when is the right time for your company to use consulting services? You will find the answer here.

What are the Objectives of Consulting Services?

In providing consulting services, a consultant who is an expert in the business field will help his clients. According to the Harvard Business Review, there are eight fundamental objectives of a consulting service, namely:

Providing Information to Clients

Consultants are tasked with providing relevant data, analysis, and information to help clients better understand their business situation. This information is the basis for more targeted decision making.

Solving Client Problems

Consultants help design specific solutions to problems faced by clients. The focus is on finding the root cause of the problem and addressing the real obstacles that are interfering with the organization’s performance or growth.

Making a Diagnosis, Including Redefining the Problem If Necessary

The consultant conducts an in-depth analysis to find the root cause of the problem. Often, this diagnosis requires redefining the problem that the client originally identified in order for the solution to be truly effective.

Making Recommendations Based on the Diagnosis

Based on the results of the diagnosis, the consultant develops and delivers concrete recommendations designed to address the problem as a whole, not just treat the symptoms.

Assisting in Implementing the Recommended Solution

The consultant goes beyond providing advice, but also accompanies the client through the implementation process, ensuring that the proposed changes are actually implemented properly.

Building Consensus and Commitment to Corrective Actions

The consultant’s role is to help all parties within the organization agree on the steps for change, creating a shared commitment to support the implementation of the solution.

Facilitating the Client’s Learning Process by Teaching How to Solve Similar Problems in the Future

The consultant aims to enhance the client’s internal capabilities by teaching them problem-solving methods, so that in the future the organization can handle similar challenges independently.

Permanently Improving Organizational Effectiveness

The ultimate goal of consulting services is to build a more effective organization in a sustainable manner, both in terms of structure, culture, and process, so that the company is more resilient to change.

Why Do Companies Need Consulting Services?

Companies already have ideal functions to run their businesses. However, sometimes businesses need an outside perspective to find out the root of the problem or things that cannot be seen by the people running the business.

Here are some reasons why companies need consulting services:

1. Bringing a New, Objective Perspective

Consulting services provide an independent external view of problems, opportunities, and potential risks that may not be visible to the company's internal environment.

In the midst of rapidly changing business dynamics, having an objective perspective helps companies avoid internal bias, sharpen analysis, and make more accurate and bold decisions.

2. Accelerating Change and Transformation

In situations where changes need to be made quickly such as digital transformation, structural reorganization, or business model pivots, consulting services help accelerate the company's operational processes.

They bring proven methodologies, cross-industry experience, and additional resources to ensure change is faster, more structured, and more impactful.

3. Accessing Specific Expertise Not Available Internally

Not all challenges can be addressed by internal resources alone. There is a need for highly specific expertise, for example in energy transition, advanced analytics, ESG (Environmental, Social, and Governance), or crisis management, where consultants already have deep experience.

By using consulting services, companies can access premium expertise without having to build from scratch.

4. Supporting Complex Strategic Decision Making

When facing major strategic decisions, such as expansion, mergers, acquisitions, or major investments, companies need in-depth analysis and simulation of various scenarios.

Consultants help develop a strong business case, estimate risks, and provide external validation for strategic decisions to be taken.

5. Optimizing Operations and Cost Efficiency

Using consulting services can help identify inefficiencies in the company's value chain, production processes, logistics, and financial management.

Consultants offer global benchmarks and the best solutions to reduce costs, increase productivity, and improve company margins without sacrificing quality and operational sustainability.

6. Strengthening Internal Capabilities through Knowledge Transfer

The ideal business consulting service not only works on projects, but also transfers knowledge and builds the internal capabilities of the company's team.

This strengthens long-term competitiveness, because after the project is completed, the company becomes more independent and ready to face similar challenges in the future.

7. Managing Risk and Compliance Amidst Complex Regulations

With the increasing complexity of regulations, both in the energy, financial, and environmental sectors, business consulting services help companies remain compliant while minimizing legal, reputational, and operational risks.

They ensure that companies are not only compliant, but also manage risks proactively.

When and What Conditions Do Businesses Need to Use Consulting Services?

The company's financial situation will influence the decision to use consulting services.

However, in certain conditions that are indeed critical and very much needed to remain competitive amidst market changes, companies do not hesitate to spend a budget to use business consultant services.

What conditions allow companies to use business consultant services. Here are some descriptions and the right time conditions:

When Facing Massive Strategic Transformation

Companies will use consultant services when companies face major transformations, such as Pertamina when there will be an energy transition from fossil to new renewable energy (EBT).

Consultants can help develop an integrated roadmap strategy, manage the risk of change, and ensure that the organization is operationally and culturally ready to transform.

When Carrying Out International Business Expansion

In an effort to expand business abroad, companies can use business consultant services to support market analysis, geopolitical risk management, and compliance with local regulations in the destination country.

This is important so that expansion is carried out strategically, with minimal risk, and in accordance with national interests.

When a Major Crisis Requires a Rapid Response

When a crisis occurs such as a disruption in the global energy supply chain, an environmental disaster, or political instability that impacts operations, companies will engage specialist crisis management consultants to help with scenario planning, risk mitigation, and effective crisis communication.

When Wanting to Optimize Operational Efficiency

Companies will use the services of business consultants when they want to optimize business processes, increase production efficiency, reduce distribution costs, or improve operational cost structures.

Consultants can offer benchmarks, digital tools, and global industry best practices to achieve efficiency targets.

When Carrying Out Business Model Innovation and Digitalization

In order to accelerate operational digitalization and develop new technology-based businesses, companies can collaborate with technology and innovation consultants.

Consultants can help create a digital transformation roadmap, introduce new technologies such as AI or IoT for industry, and build internal digital capabilities.

Is This the Right Time for Your Company to Use Consulting Services?

Based on the conditions explained above, is your company in that situation? If so, it's not wrong to try using consulting services.

Taking steps to work with the right consultant can accelerate positive change, enrich perspectives, and optimize strategic decision-making.

With a collaborative approach and solutions tailored to your needs, consulting services can be a catalyst for your company's growth and transformation.

Working with a consulting services company is like partnering with business leaders who are experts in their fields, such as Prasmul-Eli consulting services.

Prasmul-Eli consultants are business experts who are ready to help companies from business strategy, change management, risk management, to customer experience.

Are you ready to partner with consulting services to increase your company's business growth?

The task of an HR (Human Resources) does not stop when the candidate search process is complete, HR has an important role in the company's operations. For that, it is necessary to always develop its competence, one of which is through human resources (HR) training.

Research from McKinsey shows that organizations or companies that facilitate positive work experiences are 1.3 times more likely to report better organizational performance.

In addition to building a positive work experience, human resource management is also an important key in business development.

The question is, is the role of HR in your company optimal? What training is right for your company?

The following are recommendations for HR training materials that are useful for improving the competence of HR professionals.

Organizational Behavior Material

Organizational behavior material will equip HR with an in-depth understanding of how individual and group behavior affects organizational performance.

As a result, HR can create more effective behavior-based policies to encourage collaboration, increase productivity, and reduce internal conflict.

Problems such as low engagement or high turnover can be addressed in a more structured manner.

Material on Perception, Values, and Behavior

This material helps HR understand how employee perceptions, personal values, and attitudes shape organizational dynamics.

This material helps HR professionals design more accurate internal communications, culture development programs, and change initiatives.

This material answers problems such as resistance to change and misunderstandings between teams can be significantly reduced.

Material on Motivation

Training on motivation complements HR's skills to develop reward programs, career development, and incentives based on employee needs.

This material will have an impact on increasing employee intrinsic and extrinsic motivation, which directly increases productivity.

Indirectly, this material can answer problems such as low employee performance and demotivation within the team can be handled more effectively.

Communication Material

Strong communication skills in HR enable the creation of more open, transparent, and effective communication flows throughout the organization.

By increasing communication competency, miscommunication can be reduced, coordination improved, and strategy execution accelerated.

Problems such as role confusion, interdepartmental conflict, and lack of clarity in organizational goals can be reduced.

Leadership Material

Leadership material is important material in building HR competency to identify, develop, and support effective leaders throughout the organization.

With qualified leadership skills, a strong leadership pipeline and a healthy leadership culture will be created.

HR professionals who have qualified leadership can answer problems such as leadership gaps, dependence on certain figures, and lack of empowerment in the organization can be resolved.

Team Management Material

This team management material strengthens HR's ability to build and manage high-performance teams.

Good team management will have an impact on increasing the effectiveness of cross-functional work and the emergence of a strong collaborative culture.

This training will be able to solve problems such as silos between departments, poor teamwork, and conflicts within the team can be managed better.

Human Resource Management & Human Resource Planning Material

HR does not only do administrative work. There is more strategic important work in compiling short-term and long-term workforce needs.

Human resource management and planning skills help prepare organizations to face business changes.

Thus, problems such as mismatch between business needs and HR availability can be minimized.

Material on Job Analysis & Job Design

This material helps HR design jobs optimally, clearly, and in accordance with organizational needs.

By conducting proper job analysis and design, operational efficiency and a better work experience for employees will be increased.

Thus, employees will not feel problems such as unclear roles, overlapping tasks, or unbalanced workloads can be overcome.

Material on Recruitment Selection

This training strengthens HR's capabilities to find and select the best candidates with effective and objective methods.

Effective and objective recruitment methods will improve the quality of recruited talent.

Thus, in the future, problems such as high early stage turnover, recruitment that does not match needs, and inflated recruitment costs can be reduced.

Material on Orientation Training & Development

With the strengthening of this material, HR can design new employee orientation and development programs more systematically.

There are no more uneven transitions, thus accelerating the time-to-productivity of new employees and increasing loyalty.

Material on Performance Appraisal

This material equips HR in building a fair, transparent, and development-based performance evaluation system.

By designing an effective performance evaluation system, it can increase trust in the assessment system and build a high-performance culture.

A fair and transparent system in evaluating performance can minimize problems such as dissatisfaction with the assessment system and evaluation bias.

Material on Job Evaluation

This training is important to develop a fair salary and compensation structure based on job value.

A fair and objective compensation structure will create a perception of internal justice among employees. Problems such as compensation dissatisfaction and salary inequality can be avoided.

Material on Reward Management

Good reward management will increase employee motivation and retention. Rewards can be a factor in strengthening loyalty and increasing the competitiveness of the organization in attracting talent.

Material on Career Management

One of the reasons employees stay is because there is a clear career path. Therefore, HR needs to develop a clear and attractive career path for employees.

A clear career path can increase retention and build an internal leadership pipeline.

Problems such as career stagnation, dissatisfaction with personal development, and brain drain can be reduced.

Material on Industrial Relationship

HR will be prepared to build healthy and constructive industrial relations with unions and regulators.

By understanding industrial relations material, harmonious working relationships and better legal risk management will be created.

Companies can anticipate problems such as labor disputes, strikes, or legal conflicts.

Material on Strategic HR Management

Strategic HR Management focuses on how HR functions play an active role in shaping and directing organizations to be more adaptive, innovative, and sustainable in facing business changes.

In this context, HR does not only function as a strategic partner in designing more agile and efficient organizational development.

HR contributes directly to building an organizational structure that is able to respond to change quickly.

This material will help HR to encourage the creation of a learning organization, namely an organization that continues to learn, innovate, and renew itself to remain competitive.

On the other hand, knowledge management is an important part, where HR must be able to ensure that organizational knowledge is managed, shared, and inherited effectively.

Which HR Training is Right for Your Company?

The recommendations for HR training materials above can help overcome problems that occur in your company related to human resource management.

Every organization has unique needs and challenges. Therefore, it is important to choose and design a training program that is most relevant to your company's current HR development priorities.

With the right approach, HR training not only improves individual competency but also drives overall organizational transformation.

The sixteen recommendations for HR training materials above can be obtained by following just one Human Resources Management and Development training and certification program from Prasmul-Eli.

Transform the role and function of HR for better organizational performance.

Every transformation that occurs in a company will touch every aspect starting from human resources, processes, strategies, structures, and technology. The role of HR becomes a strategic role because it is related to human resources, so it is necessary to continue upskilling and reskilling by following HR (Human Resources) training.

In the transformation process, HR has an important role to drive various initiatives in the company. For example, mapping human resource needs based on company values, creating a more flexible work environment, prioritizing strategic workforce planning, performance management, and retraining.

Based on the conference held by McKinsey virtually in May 2020, it was stated that in the next two years since the conference was held, HR practitioners will focus on strengthening agility and identity.

To support the strategic role of HR, there needs to be training for upskilling and reskilling that is intended for HR.

What is HR Training?

Business transformation will not be effective without the transformation of the HR function itself. To remain relevant and adapt to the transformation process, HR training is needed.

HR Training is a systematic process to build and develop HR professional capabilities to be able to become strategic partners of the organization, drive cultural change, support business agility, and manage employee life cycles adaptively and based on data.

In short, HR Training is a strategic tool to form HR that not only "manages employees", but moves the organization forward in facing disruption.

How are the Benefits of HR Training in Supporting HR Functions?

As a driver of change or transformation in a company, HR needs to transform first.

The stigma attached to HR is that HR is still too often trapped in transactional tasks that are administrative in nature, so that it is less than optimal in creating real value for the organization.

An article from the Harvard Business Review in 2015 stated that talent or human resources are the three main priorities of company CEOs. However, what is unfortunate is the lack of confidence in the HR function to optimize talents.

For this reason, reskilling and upskilling are needed that combine traditional learning (training, digital courses, work aids) with non-traditional methods (peer-to-peer training, learning networks, and mass change personalization) to obtain effective and optimal results.

Properly designed HR training will maximize the function and role of HR in transformation in an organization. The following are the benefits of HR training:

1. Ensuring the Organization Lives According to Purpose and Values ​​

In order for HR to be able to ensure that all organizational activities remain in line with the company's purpose and values, they need to be equipped with a deep understanding of how to translate the concept of values ​​and goals into daily policies, procedures, and behaviors.

HR must be able to internalize these values ​​and become a role model for all employees. They also need to be skilled at measuring how far the organization has lived these values, and be able to adjust policies if there is a deviation from the direction that has been set.

2. Integrate Purpose-Driven Metrics into Compensation and Performance

To ensure that compensation and performance management systems support the organization’s culture, HR needs to have expertise in designing evaluation and reward systems that are based on behavior and contribution to the company’s mission, not just quantitative results.

This means HR must be able to establish new performance indicators that measure adherence to values, cross-team collaboration, innovation, and adaptation to change.

They also need to understand how to link the achievement of this purpose to fair and transparent financial and non-financial reward systems.

3. Build Analytics Capabilities to Manage Talent

HR needs to develop the ability to collect, process, and analyze workforce data more systematically.

This includes using data to identify recruitment success patterns, the effectiveness of development programs, predict turnover, and measure employee engagement and productivity.

With this data-driven approach, HR can make more accurate, faster, and measurable decisions in managing the employee lifecycle, ensuring that the organization has the best human resources to support the transformation.

4. Creating a Strong Employee Work Experience

HR must understand how to design and manage the employee work experience holistically, from the recruitment process, onboarding, career development, to the exit process.

The main focus is to create an employee work journey that is intuitive, personal, and relevant to the needs of the times.

HR needs to be able to map the emotional, professional, and aspirational needs of employees at every stage of their careers, and integrate continuous feedback to make improvements in a short time.

A strong employee experience will strengthen engagement and loyalty in an agile organization.

5. Creating an Iterative Approach to HR Management

In the agile context, HR needs to be able to develop a flexible and experiment-based employee management system.

This includes developing a dynamic career path, which allows employees to move between roles or projects according to the needs of the organization and personal aspirations.

The performance management system also needs to be adjusted to be lighter, with a focus on real-time feedback, continuous development, and periodic target adjustments.

HR must also encourage a fast, practical, and adaptive learning process in accordance with the development of competency needs in the field.

6. Driving Workforce Planning Based on Future Trends

HR must be able to take a strategic role in mapping long-term workforce needs, taking into account technological developments, industry disruption, and changes in worker expectations.

HR needs to be able to identify skills that will be critical in the future, map current skills gaps, and design proactive reskilling and upskilling programs.

HR must also consider the dynamics of supply and demand for workers both within the organization and in the external labor market, so that development and recruitment strategies are more precise and integrated.

7. Encourage Strong Decision Making and Employee Empowerment

To create a culture where employees dare to take the initiative and manage risks healthily, HR needs to encourage a psychologically safe work environment.

The culture that is built includes building trust, transparency, and a reward system that not only focuses on success, but also appreciates innovative efforts, even if the results are not perfect.

HR must be able to guide work unit leaders to apply a coaching mindset, open up dialogue, and encourage quick decision-making at the team level, without always having to rely on traditional authority structures.

What Kind of HR Training Needs Does Your Company Need?

Due to its increasingly strategic role in supporting business transformation and building organizational agility, the HR function is no longer sufficient to rely solely on past administrative experience.

HR must be a unit that continues to develop, renew knowledge, and hone its skills to be able to meet current and future company expectations.

The question now is, what kind of HR training does your company need the most?

Is it strengthening analytical capabilities, developing employee experience, or transformation in managing talent based on agile principles? Or is it holistic training?

If your team needs holistic training, Prasmul-Eli is the right choice because it offers training and certification in Human Resources Management & Development.

Let's maximize HR functions to achieve maximum business transformation impact.