Glints Ebook - How Indonesian Employers Respond To COVID-19 Crisis

How Indonesian Employers
Respond to COVID-19 Crisis
Copyright © 2020 Glints Global. All rights reserved.

01 About Us
02 Overview
03 Research Methodology
04 Profile of Respondents
05 WFH Arrangement Implementation
06 COVID-19 Impact to HR Initiatives
07 COVID-19 Impact to Hiring Landscape

Content
08 HR Regulation in The Face of Crisis
09 How COVID-19 Shapes Company Structure
10 Business Continuity Planning
11 Shifts in Business Strategy and Focus amidst Pandemic
12 Embracing the ‘New Normal’
How Indonesian Employers Respond to COVID-19 Crisis | Glints.com 1

01 About Us
02 Overview
01

About Us
Glints is one of the fastest growing human resources and
career development company in Southeast Asia.
We provide end-to-end service to recruit top talents fast

backed with AI technology and experience recruiters.
Find out more of our services here and get started for FREE
COVERED BY
TRUSTED BY LEADING COMPANIES

01 About Us
02 Overview
02

Overview
This report was created in the last days of April 2020,
on the front end of the global pandemic known as
the coronavirus, or COVID-19. The virus affects the
lungs, and in the worst cases kills by suffocation.
The pandemic has been affecting economic growth

and market condition that pushes employers
(companies, business owners, HR departments, and
professionals) to adapt and radically change work
places in most aspects.
Glints is capturing insights on how Indonesian

employers face unprecedented challenges and
cope with crisis through our recent survey: How
Indonesian Employers Respond to COVID-19 Crisis.
The survey intends to provide reference for
employers and business leaders to overcome and
thrive during difficult times.

01 About Us
02 Overview
03

Research
Methodology
We populated an online questionnaire to
specific target groups of employers in
April 2020. After careful screening of
hundreds of responses, we handpicked
100 representative samples to draw
insights from diverse, representative
employer background and groups.

01 About Us
02 Overview
04

Profile of Respondents
01 Function / Role
77%
Human Resource
23%
Non - Human Resource (Company Founders and C-Level Executives)

02 Work Experience
10% < 2 Years

14%
3 - 5 Years
46%
5 - 10 Years
30%
> 10 Years

03 Company Type
Local Startup 31%
Multinational Corporation 28%
Local Corporation 23%
Regional / Global Startup 9%
Small & Medium Enterprise 6%
Others 3%

04 Industry
Media &
Banking & Finance HR services Consulting IT & Software Media & Finance
Banking & Finance HR services Consulting IT & Software Creative Finance
Creative
Property &
E-Commerce Logistic Education Malty Industries Property & FMCG
E-Commerce Logistic Education Malty Industries Infrastructure FMCG
Infrastructure
Public Service & Electrical & Manufacturing &

Public Service & FnB Research Health & Medical Electrical & Manufacturing &
NGO FnB Research Health & Medical electronics Production
NGO electronics Production
Hospitality &
Energy Telecommunication Hospitality & Transportation
Energy Telecommunication Tourism Transportation
Tourism

Demography
3 out of 4
respondents are HR professionals in various
industries and the majority of them have > 3
years of HR-related work experience.

01 About Us
02 Overview
05

WFH Implementation
The work-from-home
(WFH) policy was
gradually implemented by
companies since
COVID-19 declared as
global pandemic by WHO
on early March 2020.
Jakarta Manpower,
Transmigration and
Energy Agency noted that
per April 7, 2020, as many
as 3,379 companies have
reported to implement
80% 15% 5%
WFH policy. The number
went even higher upon
enforcement of
Large-scale Social
WFH Arrangement WFH Arrangement Partially No WFH
Restrictions (PSBB) by
Implemented Implemented Implementation
Ministry of Health from
April 10.

WFH Implementation
95%
of employers stated that their companies
implemented WFH policy (fully/partially). There
are still some employers who did not apply the
policy, for the most part located outside the
Greater Jakarta Area where the pandemic
mostly spread.

WFH Implementation
What challenge they have faced during working home?*
Interruption at Home Communication Time Management Tech-Related Issue
53% 52% 49% 41%

*the question opens for multiple answer

WFH Implementation
WFH is a new normal for most companies and the

implementation is not spared from various
challenges. Interruption at home mentioned the
most by employers. The most prevalent challenges
of WFH are related to productivity (interruption at
home, team communication, time management,
and technical issue).

01 About Us
02 Overview

06

COVID-19 Impact to HR Initiatives
Yes. But, there are some changes / modification. 66

Do you still
carry on with
Yes. But mostly postponed. 44
HR- related
initiatives No. All cancelled and/or pivoted into other projects 20
amidst
crisis?* Yes. Nothing changes. 4

COVID-19 Impact to HR Initiatives
Employers must realign their projects to the current situation. In average, each
respondents are handling two projects, but due to COVID-19 ciris, their projects are
mainly modified and postponed.
Meanwhile,
15%
employers in recruitment,
3%
employers from e-commerce,
organizational development, and telecommunications, finance, and
people development function stated human resource service are still
that their projects were cancelled continuing their projects without
and pivoted. any changes.

01 About Us
02 Overview
07 COVID-19 Impact to Hiring

y Landscape
07

Hiring Landscape
Recruitment Activity Status
> 50%
of employers stated their
company halt recruitment

55 process while the rest still
continued recruitment
process with reduced
number of hire.
24 A few companies from
14 e-commerce/ marketplace,
7 pharmaceutical,
logistic, and media/creative
finance,
industry are hiring more

No hiring, Still hiring, but Still hiring as Employers are
employers employers planned. hiring more roles than usual around
halt all the reduce the people for
recruitment number of more roles. this time.
process. hire.

Hiring Landscape
Vacancies employers look for:*
IT & Software 32
Operation 28
Marketing 24
Engineering 20
Business Development / Sales 19
Accounting / Finance 16
Project Management 14
Human Resource 13
Creative / Content 12
Administration 11
Product Management 10
Data Science / Business 8
Education / Training 8
Customer Service 6
Legal 6
Healthcare 2
Language & Translation 1

Hiring Landscape
Despite rising demand of

healthcare products, vacancy in
healthcare-related field shows
no significant increase. As
shown in the figure, the top three
most-wanted roles during
COVID-19 crisis are:
1. IT & Software
2. Operation
3. Marketing

01 About Us
02 Overview

08

HR Policy in Response to Crisis
Policy in Response to COVID-19 Crisis
Several policies are

commonly applied
amidst COVID-19 crisis as
ways to rationalize
company expenses
during the difficult
situation. The top policy
picked by 27% employers
is bonus, promotion, and
THR delay while nearly
half or employers picked
27 18 14 14 12 43 none of the options or
have a normal HR policy.
Benefits Salary Cut Lay Off Benefits Unpaid Normal
Delay Cancellation Leave (None of
the Above)

HR Policy in Response to Crisis
Management Levels Affected by HR Policy*
Entry Level / Junior
Outsourced Staff
Mid-Senior / Managerial Level
Associate / Supervisor
Director / Executive
Factory / Site Laborers

HR Policy in Response
to Crisis
The recently implemented policy during

COVID-19 crisis affected all job positions
with no exception in most companies.
However, employees in entry and junior
level are affected the most by it.

01 About Us
02 Overview
09 How COVID-19 Shapes Company

y Structure
09

Organization Restructuring
65% of employers have attempted to
35% restructure teams in some ways:
1. Restructure manpower planning and salary
65% 2.
scale
enlarge the scope of responsibility of each
employees to reduce new hiring
3. Pivot business model and team organization
4. Change the employment status of employees
5. Internal support: assign employees with low
workload to support other departments
No intention to restructure
6. Close internship opportunity
7. Merge departments and functions
Has intention to restructure

01 About Us
02 Overview

10

Business continuity planning (BCP) is the process of creating
systems of prevention and recovery to deal with potential threats to a
company. The goal is to enable ongoing operations before and
during execution of disaster recovery.

Business Continuity Planning (BCP)
Companies with BCP
Working on BCP during COVID-19

26%
47% Already had BCP way before COVID-19
27% Do not have BCP yet

Business Continuity
Planning (BCP)
73%
of employers have no BCP to mitigate
crisis prior to global pandemic. However,
many employers are taking quick action
by designing their own BCP during the
crisis.

01 About Us
02 Overview
11 Shifts in Business Strategy and

Focus amidst Pandemic
11 12 Embracing the ‘New Normal’

Focus in COVID-19
Operational efficiency 66
Focus on business core strategy 50
Enhanced communication and coordination 48
Business as usual 32
Retain employees 27
Re-skill/restructure employees 27
Business transformation 24
Contribute to social cause 15

Focus in COVID-19
Employers typically focus on 2-3 key business

priorities in response to crisis. Coming up at the
top of the list is operational efficiency focus, as
stated by 66% of the respondents, defined as
capability of a company to run business in the
most cost-effective manner while still ensuring
quality of its output. Strengthening core
business strategy and enhancing internal
communication are also priorities companies
focus on this time around.

01 About Us
02 Overview

12 How Indonesian Employers Respond to COVID-19 Crisis | Glints.com 38
Embracing the ‘New Normal’
Due to uncertainty of future conditions, employers are bound to navigate

businesses with adaptive strategies. Successful stories from companies
that have survived and thrived crisis in the past told us only those who
respond well under pressure will survive and come back stronger.

How to adapt with new normal?
1. Look ahead: look for opportunity and adapt with recovery

2. Use adaptive, bottom-up approach to complement
top-down efforts
3. Focus on what you can control by delivering value to
navigate team performance
4. Strategic sprints: set and focus on short-term priorities
5. Keep team communication open
6. Invest in growth, not spend in growth
7. Compassion: express empathy and proactively create
clarity & security for employees

Join us helping employers and employees
affected by COVID-19 navigating through crisis.
We’d like to help talents who need to find new

homes and employers who are looking for new
homes for some of their best talents. Visit our
website below to find out more on how we can help.
bracetogether.glints.com
Valued Partners

GoWork Fatmawati
Jl. RS. Fatmawati Raya, RT.3/RW.4, Gandaria Sel.,
Kec. Cilandak, Kota Jakarta Selatan, Daerah @glintsroom
Khusus Ibukota Jakarta
12420 Glints
employers.glints.id | 021-2793 6480 Glints

Glints Ebook - How Indonesian Employers Respond To COVID-19 Crisis

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Glints Ebook - How Indonesian Employers Respond To COVID-19 Crisis

Uploaded by

Copyright:

Available Formats

How Indonesian Employers

Respond to COVID-19 Crisis

Copyright © 2020 Glints Global. All rights reserved.

05 WFH Arrangement Implementation

06 COVID-19 Impact to HR Initiatives

07 COVID-19 Impact to Hiring Landscape

08 HR Regulation in The Face of Crisis

09 How COVID-19 Shapes Company Structure

10 Business Continuity Planning

11 Shifts in Business Strategy and Focus amidst Pandemic

12 Embracing the ‘New Normal’

How Indonesian Employers Respond to COVID-19 Crisis | Glints.com 1

05 WFH Arrangement Implementation

06 COVID-19 Impact to HR Initiatives

07 COVID-19 Impact to Hiring Landscape

08 HR Regulation in The Face of Crisis

09 How COVID-19 Shapes Company Structure

10 Business Continuity Planning

11 Shifts in Business Strategy and Focus amidst Pandemic

How Indonesian Employers Respond to COVID-19 Crisis | Glints.com 2

We provide end-to-end service to recruit top talents fast

TRUSTED BY LEADING COMPANIES

How Indonesian Employers Respond to COVID-19 Crisis | Glints.com 3

05 WFH Arrangement Implementation

06 COVID-19 Impact to HR Initiatives

07 COVID-19 Impact to Hiring Landscape

08 HR Regulation in The Face of Crisis

09 How COVID-19 Shapes Company Structure

10 Business Continuity Planning

11 Shifts in Business Strategy and Focus amidst Pandemic

How Indonesian Employers Respond to COVID-19 Crisis | Glints.com 4

The pandemic has been affecting economic growth

Glints is capturing insights on how Indonesian

How Indonesian Employers Respond to COVID-19 Crisis | Glints.com 5

05 WFH Arrangement Implementation

06 COVID-19 Impact to HR Initiatives

07 COVID-19 Impact to Hiring Landscape

08 HR Regulation in The Face of Crisis

09 How COVID-19 Shapes Company Structure

10 Business Continuity Planning

11 Shifts in Business Strategy and Focus amidst Pandemic

How Indonesian Employers Respond to COVID-19 Crisis | Glints.com 6

How Indonesian Employers Respond to COVID-19 Crisis | Glints.com 7

06 COVID-19 Impact to HR Initiatives

07 COVID-19 Impact to Hiring Landscape

08 HR Regulation in The Face of Crisis

09 How COVID-19 Shapes Company Structure

10 Business Continuity Planning

11 Shifts in Business Strategy and Focus amidst Pandemic

How Indonesian Employers Respond to COVID-19 Crisis | Glints.com 8

How Indonesian Employers Respond to COVID-19 Crisis | Glints.com 9

10% < 2 Years

How Indonesian Employers Respond to COVID-19 Crisis | Glints.com 10

Local Startup 31%

Multinational Corporation 28%

Local Corporation 23%

Regional / Global Startup 9%

Small & Medium Enterprise 6%

How Indonesian Employers Respond to COVID-19 Crisis | Glints.com 11

Public Service & Electrical & Manufacturing &

How Indonesian Employers Respond to COVID-19 Crisis | Glints.com 12

How Indonesian Employers Respond to COVID-19 Crisis | Glints.com 15

05 WFH Arrangement Implementation