Six Effective
Strategies by MUC to Develop Employees’ Potential
MUC
Consulting is a business company specializing in taxation, offering
knowledge-based services as its primary product. These services are the result
of the hard work and intellectual efforts of our employees, making them
invaluable assets with great potential to grow along with the company. To fully
harness this potential, it is crucial to upgrade the skills and expertise of
our employees.
In companies
that manufacture goods and depend on machines as the backbone of production, malfunctioning
machines need to be replaced with new ones. Unlike these manufacturers, service
companies that rely on human knowledge require a specific strategy to hone
their employees' skills. This strategy is aimed at ensuring employees’
continuous development in line with the advancements in knowledge that form the
basis of the company's services. Development efforts are carried out in various
ways, including training, providing opportunities to pursue higher education, offering
technical assistance, organizing discussion forums with the management, and conducting
other activities that can maximize the employees’ capability.
This presents
a challenge for MUC's management to apply various human capital principles in
ensuring employees' optimal development. MUC's management believes that every
individual has great potential for the best possible growth, and MUC's
employees are no exception.
Starting with
the Recruitment Process
Although MUC
believes that every individual has potential, the recruitment process remains
essential. It goes beyond assessing the capability; it also ensures that MUC
and the candidates share the same values.
So, what
values should the candidates possess to align with MUC’s principles?
Firstly, MUC embraces
professionalism, which is reflected in excellent services from qualified and competent
staff. Therefore, candidates are expected to demonstrate good work ethics and
understand the importance of ethics and integrity to enable them to work ideally
within our professional standards.
Secondly, MUC
upholds the values of humanism. The company believes that every individual can
thrive when treated with humanity. Thus, MUC hopes that the employee candidates
share these views and beliefs. This way, MUC and its employees can work
together to build a healthy work environment rooted in humanistic values.
Lastly, MUC
is committed to continually enhancing its employees' competencies. This is
because staying up-to-date with the latest knowledge is the key to providing
top-notch services. Therefore, MUC is consistently working to boost the quality
and capacity of its employees as well as the company to deliver the best
services, in line with the employees' professional development.
According
to MUC's Director Erry Tri Merryta, employees must balance values with technical
skills. "If someone has great technical skills but lacks in values, or if
their values are solid but their technical skills are lacking, their
development will not be optimal," Erry said. She emphasized that MUC's
product is knowledge, employees, as the "producers”, must continuously
develop their knowledge and uphold positive values that align with the company.
This is crucial because it ensures that the services provided are meaningful
and satisfying for clients.
To this end, since
the onboarding phase, MUC's Human Capital (HC) will keep a close watch and
explore each employee through various developmental approach methods. Further,
through the different developmental treatments provided, MUC's HC will gain
insights into the employees’ skills and identify promising areas for improvement
in each employee.
As time
progresses, if an employee encounters stagnation in their development, HC will carry
out an evaluation. This is because the company believes that when an employee
hits a roadblock, it does not necessarily indicate a lack of potential. It
could simply be a mismatch between their potential and the type of work in
their division. HC, therefore, plays the key role in reassessing the employees,
including offering options for transfer to other divisions deemed suitable with
their capabilities.
If
the evaluation results indicate the need for a transfer and suitable division opportunities
are available, the relevant employee will be reassigned. Cross-divisional
employee transfer is one of the approaches used to develop employees and assist
them in maximizing their full potential.
What
Are MUC's Efforts for Employee Development?
Besides
transferring between divisions, MUC also uses various methods to develop the
employees. This development process requires enduring time and dedication. So
far, MUC's HC team has been continuously working hard to discover and nurture employees'
potential through different efforts. Here are some of them.
1.
Training
Employee
training and development at MUC, both internal and external, are aimed at
providing opportunities for employees to learn and grow, consistent with the
evolving knowledge required. However, to hold a training is not a walk in the
park.
Since its
initiation in 2009, raising awareness about the importance of training among
employees has been challenging. Various efforts have been made; from using
training cards as attendance records to implementing a reward and punishment
mechanism involving top-level management to internalize the value of continuous
learning. Year after year, MUC has kept refining the monitoring methods, not
only through accurate assessments but also by organizing training sessions
using the latest tech gadgets. As a result, these continuous efforts have been
quite effective in building personal awareness among employees to attend training.
Even more, they have been involved in innovating and improving our training
programs.
Now, the
monitoring of training programs is not as strict as in previous years because
the employees have realized the benefits of attending training for their growth,
personally and professionally. Thus, employee participation in training is no
longer an obligation, but a necessity.
In addition to internal training, employees
also have the opportunity to join external training based on their needs. For
this purpose, the company allocates an annual training budget for each team or
division. The budget for each team is adjusted based on the team's achievements
or performance in the previous year. Then, each team manager/team leader
manages the training budget and distributes it to team members according to
their needs based on the development strategy of the team.
2.
Talent Management Program
In addition
to intensively forging development programs, MUC management also prepares an
incubation program to groom future leaders of MUC. This program is part of
Talent Management, focusing on developing employees' soft skills and
leadership. Employees who participate in this program are chosen through a
selection process.
Those
selected will receive specialized training on soft skills crucial for their
future careers, such as leadership, critical thinking, or other specific
skills. In this program, the top-level management also participates in
leadership training and in developing the mindset of employees chosen as Talents.
They act as Coaches who can provide insights and discussions on various
personal development issues needed by the Talents.
3.
Employee Education Support
Valuing the potential
growth of its employees, MUC also facilitates employees who want to pursue
further education through study leave. This facility allows employees to work
and study simultaneously. Currently, many MUC’s employees hold active student
status, pursuing bachelor's, master's, or even doctoral degrees at several
universities. This flexible policy allows them to sharpen their knowledge and
competencies while still working. Moreover, those aiming to study abroad are
also granted permission to do so. This shows the company's commitment to fully supporting
its employees' self-development.
In addition
to study leave, a scholarship is also offered for promising employees who wish to
pursue their education, whether domestically or internationally. However,
there's a selection process to ensure that this scholarship program benefits
both the employees and MUC.
4.
Collaborating with Universities
To boost the
quality of employee self-development, MUC believes that employees need
opportunities to test their abilities by providing platforms for sharing
knowledge. Therefore, MUC has long-term partnerships with top universities.
Through these collaborations, employees are given the chance to be speakers,
lead training sessions, or even teach certain courses—or public lectures, even—on
campus, focusing on topics that match their skills. Besides supporting
education in Indonesia, this program aims to foster a learning culture among the
employees, making them confident and ready to share their expertise as trainers
or speakers at universities or other professional events.
5.
Creating a Conducive Work Environment
A conducive
work environment starts with a healthy and positive work culture. This culture
is built through shared values, interaction patterns, and policies that
emphasize positive values. Building such a work culture takes time, effort, and
consistency. Positive habits developed over time will become rooted in the
company's culture. That's why MUC consistently ensures that the habits shared
in the workplace are constructive and grounded in good values, all to create a
positive and conducive work environment.
With a
conducive work culture, employees feel safe, comfortable, and motivated to grow
and develop optimally. This has a positive impact on both employee performance
and the company as a whole. Therefore, MUC strives to find employees having values
compatible with those of the company, so we can all work together to create a
positive environment. After all, consistency and sustainability are key to
fostering a conducive work culture.
6.
Spirit
of Excellence
To support
employee development, MUC management is committed to creating a workplace where
everyone feels heard and valued. Therefore, the company encourages open
communication, where both managers and employees have space to discuss team
performance. In forums, it is not just management giving feedback and
criticism; employees also have the chance to evaluate the management,
especially at the end of the year. This helps build a positive mindset and amps
up employee performance. Plus, the management is always open to hearing from
clients to give their feedback and suggestions through the Marketing division.
In running
the company, MUC Consulting places a huge emphasis on developing employees as
the main asset. Through various strategies and programs, MUC continuouboosts
employees' technical and personal skills and knowledge. With a spirit of
excellence, MUC ensures that the employees feel respected, can speak up, have
their voices heard, and get chances to grow. As a result, these efforts do not
just create a healthy, productive workplace, but also contribute to the long-term
growth and success of the company.
