HUMAN CAPITAL MANAGEMENT

ANALYZE AND ASSESS ORGANIZATIONAL PRACTICES IN PT.

SRIBOGA MARUGAME INDONESIA
LECTURER: Dr. Laura Syahrul, SE., MBA

BY:
Kevinia Mayumi Amran
2220522066

MAGISTER MANAGEMENT
ANDALAS UNIVERSITY
PADANG
2024
A. BACKGROUND

Based in Indonesia, PT. Sriboga Marugame Indonesia is a well-known company in the food
and beverage sector. devoted to providing its services, ingredients, and logistics to support the
nation's expanding middle class. The business was chosen to be Marugame Udon & Tempura's
Indonesian franchisee, and it has been honored with several certifications and awards, such as
the First Halal Certification for Udon Restaurant granted by the Indonesian Ulema Council and
the Certificate of Appreciation for Occupational Safety & Health Management System from
the Ministry of Manpower of the Republic of Indonesia in 2022.

A deliberate and logical approach to managing an organization's most asset—the employees

who work there and who both individually and collectively contribute to the attainment of its
goal—is known as human resource management, or HRM. The HR management team's
strategic recommendations on how to manage employees as a corporate resource, including
hiring and recruiting practices as well as organizing plans for employee benefits, training, and
development, are the responsibility of the management team. At PT Sriboga Marugame
Indonesia, human resource management (HRM), which includes hiring, training, remuneration,
and employee relations, is a crucial function. The organization's leadership, beliefs, and culture
all clearly demonstrate its dedication to employee development and upholding high standards
of performance. Maintaining the company's lucrative growth trajectory and its objective of
becoming the community's preferred provider of halal, sanitary, and safe food goods depend
on efficient HR management. The corporation's involvement in performance appraisal is
probably part of its human resource management strategy, which aims to make sure that
workers perform well and at acceptable levels to support the success of the company.

HR is an essential component of any firm, performing a few critical tasks. These include
finding talent, assessing performance, encouraging development, and improving skills, and
much more. Understanding the notion of HRM is crucial to gaining a thorough understanding
of the role of HR. We may learn more about how HR management techniques are integrated
within PT Sriboga Marugame Indonesia and ultimately contribute to its success and growth
within the food sector by learning about the company's background and its dedication to human
resource development.
B. REVIEW OF LITERATURE
1. Human Resource Management (HRM)
The goal of human resource management (HRM), a multidisciplinary field, is
to efficiently manage an organization's personnel through the application of diverse
theories, models, and practices. HRM practices have been recognized as a key
indication in affecting organizational performance. The use of HRM can influence an
organization's success in managing personnel to meet goals. HRM is the process of
assessing an employee's performance to make sure they are producing quality work at
a level that is appropriate (Borgen Project, 2022). HRM addresses all aspects of
managing people within a business or organization and is focused on certain work
practices and how they impact the success of the organization (Borgen Project, 2022).
2. Employee Performance
Performance, which is derived from the word "achievement," is the act of
carrying out tasks within a given time range. It encompasses providing for a range of
needs, including intellectual, physical, and spiritual, particularly in the context of
education. Achieving an organization's vision and goal is linked to certain areas or
functions known as performance standards. It is the observable result of carrying out
duties in support of an institution's goals. Performance also includes completing tasks
in terms of quantity, quality, and time. It stands for the results of carrying out tasks in
accordance with deadlines and organizational objectives. It concerns the calibre and
volume of work completed on the tasks that have been allocated.
C. DESCRIPTION OF PRACTICE
1. Compensation and Benefits
Benefits and compensation are crucial elements of HR management procedures.
Benefits are the indirect forms of payment that workers get, such as health insurance,
flexible work schedules, and retirement savings plans, whereas compensation refers to
the direct forms of pay that employees receive, such as salaries, wages, commissions,
and bonuses. HR managers utilize pay and benefits to draw in and keep exceptional
workers, inspire workers to meet company objectives, and maintain equality and justice
within the company.
2. Performance Management
By giving managers the tools, resources, and training they need—such as goal-
setting templates, performance measurements, performance management software, and
training on effective communication and feedback—HR plays a crucial role in
 performance management. HR also assists managers by making sure they are adhering
to the performance management procedure through routine check-ins. Setting specific
goals and objectives, giving regular feedback, assessing outcomes, and defining clear
expectations are all part of the planned and methodical performance management
process.
3. Career Management
It is a methodical and purposeful strategy that includes several components,
such as development, research, career planning, and assessment. Career management
involves HR specialists as well as the worker, their boss, and the company. Offering
educational programs, evaluating values, talents, and interests, investigating job
alternatives, and creating a career plan are all part of the process. Career management
is crucial since it helps employees achieve their goals of progress and improves the
functioning of the company.
4. Safety and Healthy
By supporting safety policies, legal compliance, training initiatives, and a safety
culture, HR professionals play a crucial part in establishing and preserving a safe and
healthy work environment. Additionally, they support general well-being by advocating
for things like paid time off, flexible scheduling, and rules that support a good work-
life balance. taking on more and more responsibility for issues related to workplace
security and safety, such as developing safety programs, adhering to the Occupational
Safety and Health Act (OSH Act), and managing risks at work. In addition, they oversee
making sure the company complies with safety laws and that there is enough training
and equipment available to keep workers safe.

D. ANALYSIS OF THIS CURRENT PRACTICE

1. Compensation and Benefit
At PT Sribogamarugame Indonesia, HR management is essential to the creation and
management of benefit and compensation plans.
- Wages and salaries: This organization bases salaries on employee level, such as
internship, part-time, contract, and full-time workers depending on job
categorization.
- Incentives and bonuses: Depending on the planned sales, employees may award
bonuses every three months. The incentives for employees working in stores and
central buildings varies.
 - Benefits and Allowances: Those with higher levels receive things like cars given by
the firm, housing allowances (like those for Japanese chefs), and other things.
2. Performance Management
Giving managers the tools, resources, and training they need: goal-setting templates,
performance measurements, performance management software, and instruction in
effective feedback and communication. Every six months, certain workers provide
training. For example, if our cashier encounters an EDC issue, we should request that
the firm provide our staff with training on how to handle EDC issues. Receive the
invitation from a bank, such as BCA or Mandiri.
3. Career Management
Career management involves defining short-term, medium-term, and long-term career
goals and developing skills accordingly at every stage. The Career Management Model
at PT. Sriboga Marugame Indonesia consists of five steps: Assessment, Research, Goal
Setting, Action Planning, and Evaluation. This model is designed to help employees
gain a better understanding of themselves and the job market, ultimately supporting
them in their career advancement.
4. Safety and Healthy
Every worker in this company provides by BPJS Ketenagakerjaan. Appears to prioritize
safety and hygiene in its food production and service operations. The company is
committed to providing halal, hygienic, and safe food products, and has received
various certifications and awards for its occupational safety and health management
system and excellence in business practices.

E. CONCLUSION
PT. Sriboga Marugame Indonesia's dedication to HRM practices significantly influences
its success within the food sector. From well-structured compensation schemes to robust
performance and career management systems, coupled with a strong emphasis on safety and
hygiene, the company's commitment to effective HRM is evident and contributes to its growth
and reputation within the industry.
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