Name : Mukti Trio Putra

Student ID : M09228251

Human Resource Practices in PT. Bank Central Asia, Tbk. (BCA)

1. BCA at Glance
PT Bank Central Asia Tbk (BCA) is Indonesia’s largest lender by market value and
the second largest bank by assets. The bank has experienced a remarkable recovery
from the Asian Financial Crisis in the late 1990s when the Indonesian banking system
almost went bankrupt. In terms of market capitalization, BCA is one of the largest
companies in Indonesia. It provides both commercial and personal banking services
through its 1000-plus branches across the country. BCA is partly controlled by the
Djarum Group, one of Indonesia’s largest conglomerates, with its businesses ranging
from cigarette manufacturing to property development and management.
BCA has a financial conglomerate consisting of several subsidiaries with good
performance and reputation as follows:
 PT Bank Digital BCA (formerly PT Bank Royal) engages in commercial
banking business.
 BCA Finance engages in Auto Financing & Multipurpose Financing
 BCA Multifinance engages in Auto Financing & Multipurpose Financing
 BCA Syariah, engages in sharia banking
 BCA sekuritas, engages in Securities Brokerage Dealer and Underwriter for
Issuance of Securities
 BCA Insurance, engages in general insurance
 BCA Life, engages in life insurance
 Central Capital Ventura, which is ventura capital company
 BCA Finance Limited, engages in remittance and money lending

2. Recruitment Process at BCA

BCA has a separate section for job opportunities at www.karir.bca.co.id. The website
provides information on recruitment paths such as fresh graduate pathways,
management development programs to prepare future company leaders, experienced
hires, and internships.
They also work with third-party vendors to complete the site's registration and
administrative selection processes. kalibrr.com is an employment website run by the
Makati-based Philippine company Kalibrr Technology Ventures, Inc.
2.1. Requirement
BCA places a high value on the quality of its employees. As a result, in order to
maintain the quality of its employees, BCA has a number of requirements for
applicants based on their selection path.
2.1.1. Internship
To enter through the internship route, the following requirements must be
met:
 Min. GPA 2.50 (vocational school) / semester report card 5.6 min. 70
(high school)
 17 to 24 years
 Fresh graduate
 Not married and willing not to marry while undergoing the Service
Internship Program
 Will be placed in all BCA branches in the selected city area
 Only Indonesian citizens
 Attractive looking men/women
 Physically and mentally healthy
 Friendly and able to communicate well
 Never been involved in drugs and other law violations
 Never participated in the BCA Bakti Internship program before

2.1.2. Management Development Program

To enter through the internship route, the following requirements must be
met:
 min. GPA 3.00 (S1) / 3.25 (S2)
 Maximum 24 years old (S1) / 26 years old (S2)
 Fresh graduate are welcome to apply
 Single & willing not to get married for 1 year of education program
  Will be placed all over Indonesia
 Eager to learn and love challenge
 Excellent leadership, interpersonal and communication skills
2.1.3. Officer
To enter through the internship route, the following requirements must be
met:
 Min. GPA 2.75- 3.00 (4.00 scale) (depends on the position)
 Max 24 - 27 years old
 Fresh graduate are welcome to apply
 Willing not to marry for 1 (one) year of education
 Will be placed in BCA branch offices that need it
 Willing to make a commitment to not resign in the first year
 More specific requirements related to job position

2.1.4. Experienced Hired

 A minimum GPA of 3.25 (S1) and 3.50 (S2)
 24 years (S1), and 26 years (S2)
 Min. 2 years working experience
 Not married yet
 Jakarta
 Have a high interest in developing themselves in the banking world
 Proactive and have high initiative
 Have the drive to always improve yourself
 Like challenges
 S1 or S2 graduates from reputable universities at home or abroad

3. Selection Process
Furthermore, there are several rigorous and extensive selection processes in place to
ensure the quality of applicants and to hire the best employees for the positions
available. Among these tests are:
3.1. Administrative Screening
 Registration is accomplished by registering on the online job vacancy platform
Kalibrr.com and entering personal information such as educational history,
achievements, organizational experience, and work experience (if you have
previous work experience). Furthermore, if it is determined that you have
passed the administrative stage, you will be notified via the email address you
provided when applying or via the kalibrr.com website. If a candidate is
rejected, he or she is not permitted to register for any job openings at BCA for
two years, and if the candidate re-registers within that time frame, the
application will be automatically rejected.

3.2. Online Assessment

The first exam is conducted online via the SHL website and consists of four
parts:
 Verbal Reasoning: After reading a paragraph and making a statement,
participants must decide whether the statement is True, False, or
Unknown.
 Numerical Reasoning: There is a data or graph, and participants are
asked to find the information in it; participants may use a calculator.
 Logical Reasoning: Picture-related tests, such as determining the next
picture, searching for missing pictures, or assembling a picture from
the images provided.
 Personality Test: There are three point statements about our
personalities, and participants are asked to choose the best one.

3.3. Psychological Assessment

There are 3 tests in Pyschological Assessment, such as:
 IQ Test : Arithmetic (counting), Number series, Imagination test
(picture of the cube in back and forth), Reasoning (continued from
usual picture), Verbal analogue (opposite word/same word), Pauli
(Counts the number of pieces of newsprint)
 Personality Test: EPPS (Edwards Personal Preference schedule),
Wartegg Test, DAM (Draw A Man Test), BAUM (Draw A Tree test)
 Interview
 3.4. Focus Group Discussion
Candidates will be divided into groups of 7-8 people each. Candidates will be
asked to discuss and solve a case given to them by the assessment team. The
time allotted for discussion is approximately 15 minutes, after which the
assessment team will inquire about the outcome of the discussion and group
decisions.

3.5. HR Interview
After FGD result announced, candidates will be interviewed by HR Team in
the same day. Candidates will be asked about their profile, experience,
achievement, motivation and reason why they were applying the program.

3.6. Medical Check Up

Candidates will undergo an urine test, a blood test, an X-ray, a standard health
test, and a color blind test.

3.7. Final Result

If candidates pass the test, they will be placed in all BCA divisions for a year
of on-the-job training. However, if the candidate fails, they can only reapply
for the job two years later.

4. Training Program
BCA constantly improves the quality and competencies of its relationship officers,
tellers and customer officers through various training and skill development programs
related to product and service knowledge, and relationship building capabilities. This
is to enable the provision of total solutions to customers, not only meeting their
banking needs, but also increasing engagement with them, ultimately building
customer loyalty. Several BCA employee training programs are listed below:
 Training Program

On The Job Training Sales Training

Managerial Leadership & Service Training

Personal Development
Credit Management Operations &
Information Technology
Risk Management First Learning Year (FLY)
Certification Program Program

5. Career Development
Career development at BCA begins when employees officially work at BCA. Each
entry path generally has a different career development according to what needs are
needed in the future.
Employees who join through the Management Development Program (MDP) will first
go through a training phase. Employees are equipped with both theoretical knowledge
and real field working experiences (On-The-Job Training) in various divisions
ranging from operations, business development, credit risk analysts, and internal
auditing over the course of a year. This aims to determine where the best position is
for the employee so that he can maximize his potential. Furthermore, this is done so
that employees who are preparing to become future company leaders understand the
intricacies of job descriptions for each division.
Employees who enter the officer program and are hired will be subject to a six-month
probationary period. This is done to observe the employee's adaptation process and
overall performance. If they can adapt well to the BCA culture and perform well, they
will be hired on as full-time employees. Meanwhile, if it is unable to adapt and deliver
its best performance, the company has the option to terminate the contract. Interns
will only be enrolled in the program for one year. However, if they perform admirably
during their internship, the company will offer them opportunities to become full-time
employees.
BCA implements “Fair Practices Initiative Planning and Implementation” which
include providing equal opportunities and career opportunities to all employee based
on their performance. Fair operating practices include providing equal opportunities
and career opportunities to all employees. Promotions are carried out objectively and
fairly, and include providing female employees with the opportunity to reach the
highest position in their career path. BCA respects the right to equal opportunities and
gender equality and provides equal opportunities to all employees to develop their
careers based on their competencies. BCA does not differentiate ethnicity, religion,
race, class, and gender when providing job opportunities. Female employees have the
same opportunities as other employees to occupy the highest management levels. The
table below is the number of employees who received promotions during 2018, 2019,
and 2020:

Equality in job opportunities is also given to those with disabilities. BCA employs 13
outsourced people with disabilities who work in the Digital Service Centers. This shows
BCA’s concern for improving the welfare of people with disabilities and supporting
Government Regulation No. 43 of 1998 concerning Efforts to Improve the Wellbeing People
with Disabilities.
BCA is committed to laying a firm foundation by investing in future leaders through a range
of programmes, including scholarships for master’s degrees as well as several internal
programmes, namely The Career Development Programme, The Leadership Development
Programme and the Matriculation Programme. These are made available to key talents within
the organisation and are expected to strengthen the Bank’s leadership for the future. In
addition, specifically for new branch leaders, technical skills are also provided through the
Branch Manager Buddy Programme, a mentoring programme for new branch leaders by
senior branch leaders.
6. Perfomance Appraisal
All employees (100%) undertake an evaluation and performance appraisal. Performance
appraisals use the Performance Appraisal and Performance Management form. The
performance appraisal results are used to adjust remunerations, bonuses, career path or
promotions.

Performance appraisal is carried out in stages. First, the assessor will assess the KPI
from the directorate. Then they will assess the KPI of each division and then assess
the KPI of each employee in that division. After assessing the KPI, the assessor will
plan based on the value obtained and then announce the amount of the bonus or salary
increase or promotion

7. Compensation and Benefit

7.1. Compensation
The following is the amount of salary at BCA based on entry:
 Recruitment Program Salary

Charity Internship Program Around 9,060 NTD/month

Management Development
Around 12,660 NTD/month
Program

Officer Around 8000 NTD/month

Experienced Hire Around 16000 NTD/month

The remuneration provided by BCA to employees has met the employment regulations in
Indonesia. In fact, the amount of the basic salary for permanent employees, both male and
female at the lowest level, is still higher than the district/city minimum wage (UMK)
across all branch offices in Indonesia.

7.2. Benefit
7.2.1. Allowance
There are numerous advantages to working at BCA. Allowances for the first
Hari Raya (THR). This allowance is available to all BCA employees,
including permanent employees, those on probation and training, contract
employees, and apprentices. In accordance with Minister of Manpower
(Permenaker) Regulation No. 6 of 2016 on Religious THR for
Workers/Labourers in Companies. Furthermore, in relation to religious
holiday allowances, BCA provides additional allowances for permanent
employees and trainees, such as during the Christmas holidays and year end
allowances, in addition to company obligations set by the government. Besides
 that, as a reward and performance booster, BCA provides position allowances
for permanent employees.

7.2.2. Other Benefit

Permanent employees who are reaching retirement age are provided for. BCA’s
internal training program is given in two stages, the first stage is Ring the bell (50
years old), and the second stage is Beautiful life (54 years old). In addition to this
training, BCA also provides financial assistance, especially for retired employees
who wish to open their own businesses. For one year after stopping work, retirees
will still receive one full year’s salary, health facilities, holiday allowances, and
health facilities for themselves and their families. Taking into account the needs of
the Company in certain areas and/or during certain times, BCA also provides
opportunities to retirees who want to continue working as long as there is a need in
the Company. This includes representing BCA in signing loan agreements before a
notary public during the customer loan process. For retirees at a certain level, they
can also receive assistance, coaching, tips, and motivation. Some retirees are also
rehired as expert staff to assist the Committees below the Board of Commissioners, or
as Directors and/or Commissioners of BCA subsidiaries.
BCA respects human rights, and one way this is shown is through gender equality.
61.3% of BCA employees are female and BCA’s appreciation for its female
employees includes providing maternity leave for a maximum of 3 months. This also
applies to female employees who experience miscarriages or abortus provocatus for
medical reasons. Maternity leave does not reduce the annual leave allowances. Male
employees are entitled to three working days leave during child birth, and four
working days if their wife experiences a miscarriage for.
BCA plan for old-age savings (retirement) for all employees covers the EVP to staff
level. Pension fund management is carried out by an employer pension fund
institution established by BCA through a defined contribution pension plan. The
defined Contribution payment scheme is mandatory for employees who have worked
for more than one year. Contributions are borne jointly by the employees and the
company in accordance with applicable regulations, namely 5% x fixed pay borne by
the company and 3% x fixed pay borne by the employee.
Health facilities provided to employees include insurance, health clinics, and health
education. All employees are entitled to vaccinations, hospitalization, outpatient care,
childbirth, glasses, dental care, laboratory examinations, periodic medical
examinations, and pap smears. BCA also provides employees and their families with
 access to National Health Insurance. BCA has a collective National Health Insurance
registration for employees with a maximum limit of five people, including the
employee concerned. BCA actively promotes a healthy lifestyle (health awareness)
through health seminars.

8. Question regarding HR Practices in BCA and Answer

1. Why does BCA involve external recruitment agency in the recruitment
process?
Answer:
There are some reason why BCA involve external recruitment agency
as follows:
 Transparency
 Candidates should be chosen and located as soon as possible.
 Only qualified candidates are chosen.
 Save time and resources that are important for the business.

2. During the pandemic, how are BCA's efforts to continue to improve

the capabilities of its employees?
Answer:
BCA implemented a range of health protocols to prevent the transmission of
COVID-19. To that end, the Bank transferred many of its training programs,
which are usually carried out in the various training facilities, to online
platforms. Various adjustments and preparations were made so that the
learning goals and objectives could be achieved in this new context. During
the pandemic, training programmes were enhanced with an array of e-
learning approaches including virtual face-to-face session, online group
discussions and independent learning.

3. Why companies need to feel responsible for helping their employees'

career development ?
Answer:
Firms benefit from career development systems by making better use
of their employees' skills. Managers place employees in jobs where
they can produce the most output because they are aware of their
employees' skills and competencies. Similarly, employees are finally
able to work according to their skills, allowing them to be more
productive.
Furthermore, by pursuing career development, employees'
participation can increase because they are placed in positions that
match their abilities. The following effect is that employees will feel
more involved and contribute to the company, which will increase their
loyalty. This has the potential to reduce employee turnover.
Providing a career development program is a critical form of employee
welfare assurance. Employees will be more loyal to their employers if
their basic needs are met. Employees' training, education, and even
scholarships provide them with the capital they need to perform even
better.