Innovation Talk

Team Leader
Development Program
RIZKA ARUM PUTRI PERTIWI
TRAINING MONOZUKURI &
KAIZEN DEPARTMENT

PT. Asahimas Flat Glass, Tbk

Automotive Glass General Division 1
 1. Company Profile
Nama Perusahaan : PT ASAHIMAS FLAT GLASS Tbk Our Customer
Established : Tahun 1973 (Jakarta),
Tahun 1998 (Cikampek - Automotive)
Tahun 2018 (Cikampek – Flat Glass)

6°24'57.3"S 107°24'16.0"E

Plant Location : Mr. Mampei Chiyoda

Bukit Indah Industrial Park,
Sektor 1A, Blok J-L, Cikampek
President Director
West Java – Indonesia
Jumlah Karyawan : ±1100 orang 2
 1. Company Profile
Our Main Product

Moulding

Rear Door Front Door Front Vent

Garnish
Front Windshield Back Windshield Clip Rubber dam

Contoh
pengaplikasian
pada mobil

3
 2. Profile Introduction
Innovator’s Profile Working Area
PT ASAHIMAS FLAT GLASS Tbk

Sales Div Maintenance Production Div HR-IR Div Purch & Support Dept
Div Log Div
MIS
Finance
Training &
AREA KERJA Dev
Name : Rizka Arum Putri Pertiwi
Nick Name : Arum HSE
Age : 30 th
Education : S1 Psychology
Asal : Solo - Jateng History Post Position
Awards
2020 - Winner 1 Non-Technical Category Factory Lvl (Cycle-1)
2020 :
2020 - Winner 2 Non-Tech Category Factory Lvl (Cycle-2)
Training
2020 - Special Awards Kaizen Company Level 2019 : & Kaizen
2021 - Special Prize Asia Regional President Awards of AGC Training Ass Sec
2021 – Gold Medal TMC Kaizen Festival 34 Ass Sec
2016 :
2022 – Winner 3 Non-Technical Category Factory Lvl (Cycle-2)
Training
2022 - Special Prize Asia Regional President Awards of AGC
Staff 4
 2. Profile Introduction
Struktur Organisasi Departemen
JOB SCOPE TRAINING & KAIZEN Dept
We are leader / coordinator / implementing / monitoring :

• New-comer training
Asep Gun-Gun
(Department Manager)
• Compulsory, best practice training (internal-
1 external)

• Quality & Safety License

• E-Learning
Ester Yeni
(Section Chief)
2
Hey, it’s me!
• Human Development Program
• Kaizen Activity
Rizka Arum
(Ass. Section Chief) 3

Dwi A & Hadi Permana

(Training & Kaizen Support)
5
 3. Background
A. Asahimas’ Evaluation

2020 Evaluation 2021 Evaluation GOAL CONDITION [2026]

Challenge Point ▪ Stable, Productive &
1. Lack of Performance process (OEE < Flexible Operation
85%, lot of idles)
▪ Lean and effective
2. Capability for Shopfloor control still
behind (Supervisory)
shopfloor organization
design
Confidential
3. Lack of skilled employees (Full and
Multi) -> Not flexible operation ▪ Skilled employees (Full
4. Inefficient operation still exist (a lot of and Multi)
wastes) ▪ Low-cost manufacturing
Confidential 5. Inconsistency working ▪ High motivation
employee
Keyword :
“Control” still happened in 2021

Repeated problem in 2 years,

can’t meet the goal condition if
Keyword : this problem is not solved
“Control” & “Monitoring” 6
 3. Background
Control Function in Shopfloor

Bachelor Degree

Diploma 3 /
Promotion from operator
Team leader : Main control function in shopfloor

Jobdesc

Foreman, control man

OPERATOR
Machine adjuster
(High School)
Inspector, palletor,
loader
Graph 1. Organizational level in Asahimas
7
 3. Background
B. Customer’s Voice
Customer Expectation Actual Judgement
Operator ▪ Team leader can manage team ▪ Current team leader performance GAP
▪ Team leader can follow up difficulties of operator not fulfil operator’s expectation
faster
Operational Staff ▪ Help operational staff control the behavior of ▪ Inconsistency in operator GAP
operator to be consistence follow SOP ▪ Difficulties in handling abnormality
▪ Know how to handling abnormality and change in ▪ Low awareness
line
▪ High awareness, have problem solving sensitivity,
able to take a lead to decide
Factory Manager ▪ Stable Operation ▪ Unstable operation GAP
▪ Flow out & inconsistency in operator
C. Future Challenge

8
 3. Background
B. Team Leader’s Job Description

Control in 5M aspects
Specifically, in
human behavior

What is the requirement

to be a Team Leader?

9
 3. Background
C. Requirement of Team Leader in Manufacture

1. Basic
2. Hard Skill 3. Soft Skill
Discussion Requirement
+
Education Basic Mathematics Leadership
Background
(min. High School) Machine Operation Communication

Brainstorming Production Process Teamwork

IQ
+ (Min. Average)
Basic English Time Management

Computer operation Problem Solving

Working Experience
Data Analysis Critical Thinking

Reading 10
 3. Background
D. AGGD’s Team Leader Condition
Total Team Leader in Team Leader's Educational Working

14
Production Div 1. Basic Background Experience

12
Total : 23 Requirement 0% High School
Diploma
4%
12 Age : 43,7 yo Bachelor

26%
10
Education 100%
9 Background
8
(min. High School) 70%
Team Leader's IQ
6
IQ
4% Mentally Retardation
(Min. Average)
4 9% Borderline Defective 11-20 21-30 31-40
Low Average
2 26% Average
2
61% High Average

Working Experience Superior

0 Genius
Production Production Production
Laminate Temper Assy

11
ALL SOME NONE
 3. Background
D. AGGD’s Team Leader Condition
Total Team Leader in
Production Div 1. Basic
14 2. Hard Skill
12
Total : 23 Requirement
12 Age : 43,7 yo

10
Education Basic Mathematics
9 Background
8
(min. High School) Machine Operation

6 Production Process
IQ
(Min. Average)
4 Basic English
2
2 Computer operation
Working Experience
0
Production Production Production
Data Analysis
Laminate Temper Assy

12
ALL SOME NONE
 3. Background
D. AGGD’s Team Leader Condition Translate into :
“Item Competence of Team Leader”
Total Team Leader in Item Competency
Production Div
1 MP Arrangement
14
Total : 23 3. Soft Skill 2 Supervision
12
12 Age : 43,7 yo
3 Abnormality Management
10
9 Leadership 4 Skill up operator
5 Handling Violence (attitude, absenteeism, discipline)
8
Communication
6 Handling Problem (safety, quality, environment)
6
Teamwork 7 Understanding SW & Fundamental Skill
4
8 Ensuring production condition (pre-post)
Time Management
2
9 Kaizen and professional development
2
Problem Solving (Result of internal discussion. Adopt from Toyota
Production System, adjust with Asahimas culture)
0
Production Production Production
Laminate Temper Assy Critical Thinking
Assessed to all team leader using observation method
and questionnaire done by operational staff 13
 3. Background
D. AGGD’s Team Leader Condition Evaluation period Q4 2021
Standard competency : 3
Total Team Leader in Competency TL Production Division
Production Div 4

14
Total : 23 3. Soft Skill 3
2 people exceed the standard
3.4
3.3
12
12 Age : 43,7 yo 2.9 2.9
2.8
2.9
2.7 2.7 2.7 2.7 2.7 2.7 2.7 2.7
2.6 2.6

Competency
2.5 2.5
2.3
2 2.2 2.2
10
9 Leadership 2
2.1

8
Communication 1

6
Teamwork 0

4
Time Management
2
2
Weakness :
Problem Solving 1. Lack of leadership → “sungkan” hesitate to sub-ordinate
0 2. Lack of control function
Production Production Production
Critical Thinking 3. Lack of reporting → didn’t have capability to make summary
Laminate Temper Assy
from problem
4. Lack of data analysis → didn’t have capability to convert raw
data to become information
14
ALL SOME NONE
 3. Background
D. AGGD’s Team Leader Condition – Summary
ALL SOME NONE

1. Basic
2. Hard Skill 3. Soft Skill
Requirement
Education Basic Mathematics Leadership
Background
(min. High School) Machine Operation Communication

Production Process Teamwork

IQ
(Min. Average)
Basic English Time Management

Computer operation Problem Solving

Working Experience
Data Analysis Critical Thinking

Recruitment / Selection Training / Development

Input Process Result 15
 3. Background
E. Team Leader’s Development System in AGGD
Input Example : Example :

Step to be Team Leader :

Operator Leader Team

Leader

Selection Selection Mr. C Mr. Y

The Fastest The Best
Selection based on: Join date 2010 Join date 2000
▪ Attitude Assignment as Team Leader Assignment as Team Leader
▪ Service Period (Foreman) 2017 (Foreman) 2017
▪ Have a good understanding of*: We need min. 7 years to find/to We need min. 17 years to find/to
▪ INCOS system develop candidate for Foreman develop Ideal Foreman
▪ Flowprocess machine
▪ Abnormality Handling
▪ Loyalty
▪ Leadership
▪ Communication
*Done by observation and experience
(qualitative)

16
 3. Background
E. Team Leader’s Development System in AGGD
Input Process Output
Training & Development
Step to be Team Leader :

Team
TEAM LEADER DEVELOPMENT
Operator Leader Leader PROGRAM

Purpose : To enhance team leader’s

Selection Selection
function in shopfloor
Establish : 2016 Need to improve this aspect to
Selection based on: Duration Program : 6 months
▪ Attitude Training System : Inclass + practice in line accelerate the good output
▪ Service Period
▪ Have a good understanding of*: Program Evaluation : Remember: goal condition
▪ INCOS system 1. Lack of implementation program → must achieve in 2026!
▪ Flowprocess machine understanding & responsibility of PIC
▪ Abnormality Handling to manage the program
▪ Loyalty 2. Lack of follow up of rule violation
▪ Leadership (Safety, Quality, Discipline) → PIC
▪ Communication retirement
*Done by observation and experience
3. Consistency of refresh T. 15 training
(qualitative) → Performance decrease again after
several months
17
 3. Background
F. Team Leader’s Development Proposal
Changing Point

Bachelor Degree

Team leader : Main control function in shopfloor

Jobdesc
Diploma 3 /
Promotion from operator

Foreman, control man

OPERATOR
Machine adjuster
(High School)
Inspector, palletor,
loader
Graph 1. Organizational level in Asahimas
18
 3. Background
F. Team Leader’s Development Proposal
Input Process Output
Comparison Current Proposed
Red Badge Blue Badge

Education High School Diploma 3

Another skill • Basic Math • Basic statistic

• Machine operation • Ms. Office
• Production Process (word, excel,
ppt)
• Basic English
• Presentation Program
skill development
Age > 35 year 21 – 27 year focusing on this
area
Non- understand the Motivation to
quantitative character and field work, update to
benefit conditions current
technology

“Educational background will affect the

ability to think, level of acceptance and Better input
understanding of an object or material” & benefit
(Gumiarti, 2002)
19
 3. Background
F. Team Leader’s Development Proposal

Good Input Good Process Good Result

Establish syllabus for

Diploma member
To become effective team
leader

Confidential

Effective control of team

leader

Total 6 MP urgent to be replaced,

Retired in 2024 - 2028
20
 4. Activities
Steps to do :

1 Select the suitable candidate for

Recruitment
New Team Leader

Creating Big
2 Concept

3 Creating
Syllabus

Online and offline selection

4 Detail
Activity

5 Evaluation

3rd Batch 2nd Batch 1st Batch

21
 4. Activities
Steps to do :

Creating Big From 7 – 20 years of development

2 Concept
become 2 years
Year 1 : become leader (operating machine)
3 Creating
Syllabus

4 Detail
Activity

Evaluation Year 2 : become team leader

5
(operational control)

22
 4. Activities
Steps to do :

3 Creating General Training & Specific

Syllabus
Training

4 Detail
Activity

5 Evaluation

Item: Item:
1. Company’s value 1. Rotation System
2. Safety 2. Shadow System with current Leader / Team Leader
3. Quality 3. Buddy Training with operational Staff
4. Management
5. General Production Process
23
 4. Activities
Steps to do :

4 Detail Set Up Buddy Trainer, Set Up Genba

Activity
Trainer, Rotation System
Job desc of Buddy Trainer :
Evaluation 1. To explain basic theory of each machine
5 2. To monitoring learning progress of trainee
3. As a mentor / advisor
Job desc of Genba Trainer :
1. Observe and evaluate all trainees when
practicing in line
2. Report the learning progress to training
dept.
3. Following up the difficulties of trainees
4. bridging trainees and leaders in line
5. Set up periodical meeting with trainee 1x a
Observation cs week (every Wednesday 07.15)

24
 4. Activities
Steps to do : Rotation System :
1. Trainees experience the work culture in each department
4 Detail Set Up Buddy Trainer, Set Up Genba 2. Training the technical skills of trainees
Activity
Trainer, Rotation System 3. familiarize trainees to be dynamic and adaptable in each
situation
4. Moving to new machine every ±8weeks
5 Evaluation 1st Semester Placement 5. Total machine in each semester : 3 machines in 3
J75 department
6. Target : Trainee can substitute leader’s function (operate
machine, trouble shooting, coordinate with op.
Camera
NCL2,3,NCBT
Bracket
Daily Monitoring by check sheet
7 Apr - 28 May 30 May- 23 July 25 July - 21 Sept

Camera
Bracket

J75 NCL2,3,NCBT

Trainee needs to write their daily activity

25
 4. Activities
Steps to do :

4 Detail Monitoring Learning Progress : Coaching

Activity
w/ dept manager, Machine Presentation
Content:
1. Machine Flow Process and
important point in each
5 Evaluation process
2. Improvement
3. MP competencies

Attendees:
1. Training Department
2. Buddy Trainer
3. Operational Staff
4. Manager
5. Division
6. Factory Manager &
Coaching with Dept. Manager Machine Presentation Director (end of semester)

1x a week (regular)
Before machine presentation (according to needs)

26
 4. Activities
Steps to do :

4 Detail Monitoring Learning Progress : Coaching

Activity
w/ dept manager, Machine Presentation

NEW-COMER SHARING SESSION

Evaluation
5 Purpose :
New employee can share their learning experiences (obstacles, how to face
challenges, how to adapt, etc) so that emotional attachment arise both
among new employee and also with AMG

Guest Star best practice sharing

Brainstorming Jan Apr Jul

Communication
& Teamwork
Engagement from
Games Management

27
 4. Activities
Steps to do :

5 Evaluation Presentation Evaluation, On the Job

Training Evaluation

28
 4. Activities
Steps to do :

5 Evaluation Presentation Evaluation, On the Job Training

Evaluation, Special Coaching if there’s issue from line

Learning Summaries

Confidential

concept that we always

implement to have
effective learning :

Special coaching with train. dept 29

 4. Activities
Steps to do :

5 Evaluation Presentation Evaluation, On the Job Training

Evaluation, Special Coaching if there’s issue from line

Being in the real environment

will adapt the trainee to issues,
habits, ways of thinking of the
working culture

30
 5. Comments from Management
Evaluation to the process still cannot be done, since the program still on going.
But for current evaluation towards new team leader:

management

I’m happy and satisfy! I think we

can sleep well knowing they're the
team leaders on shopfloor

Managers

Ability to understand the process and

to doing improvement in line are way
much better than current team leader
Showing good progress until now ☺
31
 OUR PROGRAM STILL
CONTINUE UNTILL NOW,
THANK YOU!
Learning is Power

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