ARTICLES

Human Resource Management
-Job description
-Organizational structure development
-Full management of the hiring process
-Key Performance Indicators (KPIs) identification and performance evaluation
-Preparation of payroll, compensations, and benefits
-Authority Matrix
-Skill Matrix

You can carry out the human resources project independently if you have an employee responsible for the industrial development process. If your organization does not exceed twenty individuals, you can also evaluate human resource management through quantitative assessment with one of White Corp's consultants using the QR code survey below.
White Corp provides organizational structure development service in coordination with other parts of human resources through the "Tawar" program.

The human resources project is the foundation of your operational processes, and its excellence has a direct impact on your operational costs and profit margin.

White Corp advises the following sequence to accomplish this challenging task. Over the past 15 years, White Corp has implemented improvement projects in various industries. In the following paragraphs, we share our expertise on this matter.
First, it is essential to understand the current organizational structure of your industrial establishment by arranging all positions in a hierarchical and sequential manner. It should be noted that the organizational structure may contain non-existent positions that need to be filled. "Illustrative examples are provided on the following pages."

Next, analyze the existing positions and create a job description for each individual.
The organizational structure and job description can be worked on simultaneously. There is no need to complete the organizational structure before starting with the job description. (See Figure 1.1).

After completing the organizational structure and job description, you can directly work on performance measurement rates for all workers and employees, which are determined based on the job description. It should be emphasized that these performance measurement rates serve as the closing loop for the entire human resources project. The absence or non-implementation of these rates means the collapse of everything mentioned above.

In over 80% of industrial establishments where White Corp has worked on their human resources projects, there has always been a dysfunction in job descriptions, either due to their absence from the beginning or poor quality of the existing descriptions.
White Corp always recommends working on a real job description that reflects the actual work performed on the ground, to understand the real workload of each individual.

Performance measurement rates differ from one management to another. In production, they are concerned with daily output and quality rates. In maintenance, they focus on downtime and repair time. In procurement, they deal with stock depletion incidents and discount rates obtained from suppliers.

Working on the Authority Matrix is a subsequent step to the job description and agreed-upon performance measurement rates.
The Authority Matrix aims to eliminate any interference between positions or departments and serves as a closing loop with the job description to ensure the smooth flow of work and determine each individual's scope of authority, whether it is review, approval, rejection, information, issuance, receipt, monitoring, or execution.

The Skill Matrix focuses primarily on evaluating individuals based on their skills.
One of the outputs of the Skill Matrix is identifying the training requirements or proficiency in operating specific machines, in addition to their core skills. For example, Machine Operator 1 can exchange work with Machine Operator 2 to add skills to both individuals and transfer knowledge to prevent the organization from relying on a specific individual. A new skill matrix is created for the workers.
Linking skill acquisition to performance measurement rates represents a percentage of the total monthly return for workers.

In over 80% of the industrial establishments where White Corp has worked on their human resources projects, there has always been a dysfunction in the job description, either due to its absence from the beginning or poor quality of the existing description.
White Corp always recommends working on a real job description that reflects the actual work performed on the ground to understand the real workload of each individual.

Performance measurement rates differ from one management to another. In production, they are concerned with daily output and quality rates. In maintenance, they focus on downtime and repair time. In procurement, they deal with stock depletion incidents and discount rates obtained from suppliers.

Working on the Authority Matrix is a subsequent step to the job description and agreed-upon performance measurement rates.
The Authority Matrix aims to eliminate any interference between positions or departments and serves as a closing loop with the job description to ensure the smooth flow of work and determine each individual's scope of authority, whether it is review, approval, rejection, information, issuance, receipt, monitoring, or execution.

The Skill Matrix primarily focuses on evaluating individuals based on their skills.
One of the outputs of the Skill Matrix is identifying the training requirements or proficiency in operating specific machines, in addition to their core skills. For example, Machine Operator 1 can exchange work with Machine Operator 2 to add skills to both individuals and transfer knowledge to prevent the organization from relying on a specific individual. A new skill matrix is created for the workers.

Linking skill acquisition to performance measurement rates represents a percentage of the total monthly return for workers.