Implementation of HR management
planning Solution Services Pharmaceutical Wholesaler Company (PBF) &
Medical Devices (PAK), PT. Jagat Pharma Abadi
Deni
Erlangga1*, Tantri Rahmat Syah2, Edi Hamdi3, Dihin Septyanto4
Esa Unggul University, Tangerang, Indonesia1*234
Email:
[email protected]1*, [email protected]2,
[email protected]3, [email protected]4
ABSTRACT
Industry service health in Indonesia is very important important during life in the world still There is so
service health still very much needed. This year budget Health in Indonesia has
greatly improved. matter This chance big for business company big
pharmaceuticals and tools health for supplying the needs of the house hospital Deni Erlangga, Tantri Rahmat Syah, Edi Hamdi, Dihin Septyantos, clinics and
non- health institutions. The role of the company big pharmaceuticals and tools
health this is very important to use meet the existing needs of each agency
health. This research done for know how much big
opportunity business This especially in Banten province and DKI Jakarta
Province by using human resources in accordance with company characteristics.
Research methods This use method qualitative by using technique studies
literature and interviews and documentation. results from study This showing
that for reach a specified target company must have human resources who have good
abilities and analysis, p This For guard connection good with suppliers. role peting from a sales and marketing person is very supportive
from sale. Conclusion on research This In order to achieve the company's targets,
PT JPA strives increase quality from every employee. with the number such a
budget big from government naturally This becomes very big opportunity for company,
of course company must prepare talents employees who
have capabilities in every field position work. No only PT JPA will to try
increase abilities of each employee through training that will be given to
every employee and of course level interesting career for employees, p
This to provide positive motivation for employee for always increase
performance his.
Keywords: HR Management, PBF, PAK.
INTRODUCTION
Pharmaceutical distribution is a very essential part of equal
access to medicines. Pharmaceutical Wholesalers
(PBF) are an integral part of the distribution
process of medicinal products (Yusuf & Avanti, 2020). One of the focuses
of the pharmaceutical
industry is the distribution of medicines by
Pharmaceutical Wholesalers (PBF) to
consumers, both health institutions and non-health institutions (Listyowati et al., 2023) .
Pharmaceutical Wholesalers (PBF) are companies in the form of legal entities
that have permits to procure,
store, distribute medicines and medicinal
ingredients in large quantities in accordance with statutory provisions (Febriani et al., 2020). The existence of pharmaceutical
distribution or PBF is one of
the efforts to improve the
level of public health. With PBF, the need for
pharmaceutical preparations
can be met
(Priscilla Nyapil, 2023). In 2020,
Indonesia experienced the
Covid-19 outbreak, various aspects were affected by the impact
of this outbreak,
especially the health aspect (Muhammad Hidayat, 2022) . As a result of this
outbreak, of course the pharmaceutical
industry and medical equipment industry in Indonesia have also experienced very rapid development,
especially after the Covid-19 pandemic outbreak. This is certainly a positive signal for business players
in the medical equipment industry because it shows
that this industry is still
promising. With this promising potential, business players in this industry must be
innovative and adaptive in order to compete and maintain
business continuity (Bhawa, Ida Bagus Made Djiwa & Dewi, 2015). Based on data for the last 5
years (2015�2019), company pharmacy in Indonesia has increase as many as 132
new companies. Considering that Indonesia is a country with a population
biggest 4th in the world, so people need to consume medicines and the need for
tool health what we can be certain of is Enough is large and the pharmaceutical
market also has great opportunities For compete (Mourine
& Septina, 2023). In s sector Industry pharmaceuticals
and tools health fall into a category experience request high (high demand) (Handoko
et al., 2020). According to Ministry of
Industry of the Republic of Indonesia, in 2020 growth group Chemical,
Pharmaceutical and Traditional Medicine Industries reach of 9.39%, which is not
just increase from growth of 8.48% in 2019, but also an growth group industry
highest among group industry others (Nopriandri, 2023). Sector pharmacy is one of what
investors choose to do investment in Indonesia p This Of course just make
business this is very interesting For executed (Oktiwiati &
Nurhayati, 2020).
The main focus of the Indonesian
Ministry of Health's work program in transforming the Indonesian Health system
is focused on six pillars, including: transformation of primary services,
transformation of referral services, transformation of the health system,
transformation of the health financing system, transformation of health human
resources, and transformation of health technology.
With this transformation, 514
districts/cities will be projected to have hospitals capable of handling
catastrophic problems. The development will be carried out in stages, with the
aim of reaching 50% in 2025 and 100% in 2027. Thus, the development of government-owned
hospitals in Indonesia is projected to be completed by 2027.
In
addition, the health sector is projected to have good long-term growth
prospects, supported by economic growth. In the long term, this sector is
projected to have positive sentiment because the need for health services will
continue to increase.
PT JPA implements various
human capital strategies to manage human resources as the company's main
assets. They focus on training and career development to improve HR skills, in
line with the company's market penetration and market development strategies.
The sales team, as the spearhead of the company, is given special attention
through intensive training and participation in industrial exhibitions.
The corporate culture at PT
JPA supports team members in overcoming internal and external challenges,
reduces uncertainty, and promotes company continuity. Company artifacts, such
as logos and ID cards, represent company values such as fast and flexible service
to customers, as well as solidarity and welfare for employees.
Company norms and values at
PT JPA serve as moral and behavioral guidelines for employees. Values such as
professionalism, cooperation, and customer satisfaction are emphasized through
socialization that is integrated in the organizational culture. The assumptions
held by the company, such as commitment to service quality and effective
collaboration with vendors, also influence the company's overall culture.
PT JPA conducts employee
performance evaluations periodically to monitor and improve their performance.
Some of the aspects evaluated include leadership, discipline, professionalism,
teamwork, and attendance, with clear assessment criteria to provide constructive
feedback to employees.
In managing employment
relations, PT JPA follows government regulations, especially regarding the
employment termination process. The company has clear procedures for dealing
with various situations that require layoffs, such as voluntary resignation, serious
violations, or organizational efficiency.
This
research done for know how much big opportunity business This especially in
Banten province and DKI Jakarta Province by using human resources in
accordance with company characteristics. Research methods This use method
qualitative by using technique studies literature and interviews and
documentation. As is study This so company big pharmaceuticals and tools health
can measure how much big opportunity business This specifically for the Banten
and DKI Jakarta regions
RESEARCH METHODS
Research methods is a method for
look for understanding or results from A phenomenon. In research This Data
collection becomes very important For answer the problems that exist in a
phenomenon (
Ardiansyah et al., 2023). on research This use method
qualitative with studies literature by using technique interviews and
documentation. Qualitative method is study qualitative as research that
produces descriptive data in the form of written or spoken words of the people
and behavior that can be observed (Haryono,
2023).
Frameworks
Figure 1. Human Capital
Framework
Source: Author Team
Figure 1
above explains the workflow or tool to measure the work process in the human
capital division where this division must make a work plan from determining
goals and objectives to the last to make financial projections related to the
needs needed in the human capital division. The selection of a performance
measurement system is essential to achieve the company's goals. Performance
measurement is also very important for company management to find out whether
or not the company's goals are achieved, including in the human capital
division of PT. Jagat Pharma Abadi (Syaputra
et al., 2020)
The aim and objective of PT JPA's human capital is to have human
resources who have the ability to carry out and implement the company's vision
and mission and are in accordance with the previous discussion regarding
Establishing long-term objectives short-, medium- and long- terms goals and
objectives.
Table 1. Goals and Targets of PT Jagat Pharma Abadi's Human Capital
|
Human Capital Objectives |
Human Capital Targets |
|
Short Term 1-2 Years |
|
|
1.
Recruit the number of employees according to the
qualifications and needs of positions in the company, especially pharmacists
and those in technical responsibility 2.
Creating superior, responsive human resources in
providing services to customers 3.
Prepare reliable procurement personnel who are
able to negotiate |
1.
Ensure the responsibility
and authority of all employees in each position of 17 employees in the first
year 2.
Provide training programs
according to needs and internal analysis at least once a year 3.
Improve employee soft
skills by participating in medical equipment and medicine exhibitions at
least once a year |
|
Don't Middle 3-4 Years |
|
|
1.
Establish relationships with consulting agencies
to increase required HR capabilities 2.
Create Company Operational Standards (SOP) and
assess Key Performance Index (KPI) 3.
Increase sales force competency and product
knowledge |
1. To increase employee capabilities, especially in sales team positions
who directly interact with customers 2. To avoid errors in carrying out work procedures and to evaluate
performance at least once every 6 (six) months 3. Provide retraining to improve employee competency at least once a year
for the procurement team |
|
Don't last > 5 years |
|
|
1.
Increase the number of employees for sales and delivery positions |
1.
To support marketing
programs (Market Development) |
Source: Author Team
Structure
organization is design from leader organization For can makes it easier to
realize goals and hopes A organization. ( Gammahendra et al., 2014)
Something organization must have the right structure is capable support
activity organization For reach goals and hopes A organization. (Handoko et al., 2020) .
PT Jagat Pharma Abadi uses structure organization functional To
use making work programs effective in each division.
The organizational structure is created to explain each position and
position of each employee. This organizational structure is created in
accordance with the HR goals and objectives that have been determined in the
previous chapter, namely chapter.
������������������������������������������������������������������������
Figure 2. Organizational
Structure of PT. Jagat Pharma Abadi
Source: Author team
Creating job descriptions is very important to prevent errors for every
employee at PT JPA in carrying out their duties and responsibilities. The PT
JPA job description is attached to the HR attachment
Human Resource Planning is a process used by an organization to ensure
that the organization has the right number of human resources, the right type
of workforce available, available at the right time, for the right position or
place, and doing the right job. Specifically, human resource planning includes
estimating the number of personnel needed to carry out company activities.
Employee
is factor important in every organization good at achieving objective
organization both effectively and in a way efficient. Something organization No
expect employees who are capable, capable, skilled, but The most important for
they is will work diligently and willingly For reach results maximum
performance (Yusuf & Avanti, 2020).
PT JPA has an estimated number of employees in the short term of 18 (nineteen)
employees, and an additional 4 (four) employees in the medium term and an
additional 3 (three) employees in the long term. As for planning the number of
employees, short-term to long-term goal plans are as follows
Table 2. Estimated Number of Employees
|
No |
Position |
Short-term |
Medium-term |
Long-term |
|
1 |
Director |
1 |
1 |
1 |
|
2 |
Manager |
1 |
1 |
1 |
|
3 |
Responsible
Pharmacist (APJ) |
1 |
1 |
1 |
|
4 |
Technical
Responsible Person (PJT) for Medical Devices |
1 |
1 |
1 |
|
5 |
Electromedical
Technician |
1 |
1 |
1 |
|
6 |
Sales
Executive |
2 |
3 |
4 |
|
7 |
Sales Taking
Orders |
2 |
3 |
5 |
|
8 |
Sales Admin |
1 |
1 |
1 |
|
9 |
Finance &
Tax Staff |
1 |
1 |
1 |
|
10 |
Courier |
2 |
3 |
3 |
|
11 |
Purchasing
Staff |
1 |
1 |
1 |
|
12 |
Logistics
Staff |
- |
1 |
1 |
|
13 |
financial manager |
- |
- |
1 |
|
Amount |
14 |
18 |
22 |
|
Source: author team
The HR cost budget is related to the monthly salary that employees will
receive. Details of HR costs have been explained in 7.4.5. regarding the
compensation system which includes wages/salaries, allowances and others. The
HR budget designed by PT JPA includes benefits that will be provided for the
next five years.
Table 3. HC Cost Projection
Every company realize that
the most important asset in a company organization are human resources, HR that
will be it role important in a
organization. Therefore that's the main key For creating quality and
superior human resources Can seen from the process flow recruitment (Oktiwiati & Nurhayati, 2020). The purpose of the recruitment process This Alone that is For
selecting in a way strict To use get competent human resources in the field
according to the needs of the organization or company (Agia & Sudrajat, 2023).
PT JPA's recruitment scheme
uses 2 (two) methods, namely internal recruitment and external recruitment. PT
JPA divides internal recruitment based on 2 needs, namely job rotation and
higher positions. This internal recruitment is considered to save costs and
time and can provide high employee satisfaction and motivation. Meanwhile,
external recruitment uses a jobskeer provider
application which is paid according to needs. The qualifications and job
description for each position are attached in the HR attachment. And here are
the steps that will be taken in the PT JPA employee recruitment scheme process:
a. Manage needs analysis
Each division carries out an
analysis regarding employee needs and submits it to the HRD team, then the HRD
team will review the proposed number of employees and submit it to the
Director.
b. Management Approval
After the application made
by the HRD team is approved by the Director, the next stage is the employee
selection process
c. Selection process
The HRD team will
disseminate information about the vacancies through the Jobstreet
application, namely the Jobseeker provider application. Then, after
receiving several incoming applications that match the qualifications, PT JPA
will carry out an interview system to get the number of employees needed in a
short time.
d. Psychotest
The psychological tests
carried out by PT JPA will lead to intelligence tests and personality tests.
This psychological test process was carried out directly by HRD PT JPA
e. User Interviews
After being declared to have passed the psychological test stage, the
candidate will be invited to conduct an interview with the user. Each candidate
will be assessed by the user during the interview process.
f. Contract Signature
After being declared to have
passed the interview stage with the user, the candidate will be invited back by
the HR Department to carry out the final stage, namely signing the contract
between PT JPA and the employee.
TRAINING AND
DEVELOPMENT PROCESS
Training
and Development Strategy
Training is a systematic change of knowledge, skills and attitude that
continues to improve for each employee so that they can realize the targets PT
JPA wants to achieve. Meanwhile, development is an activity to maintain and
improve competence (knowledge, skills and abilities) to achieve company
effectiveness. PT JPA will carry out training and development strategies to
achieve the company's goals and the following are the stages in making training
and development strategies
In this stage, the sales and
purchasing positions will be given a training program, because looking at the
duties of these two positions which directly deal with customers and suppliers
At this stage the company
will design a training program that focuses on developing skills relevant to
the employee's duties and responsibilities. And the following is an overview of
the program plan that has been made by PT JPA.
Table 4. Types of Training
|
No |
Training materials |
Short-term 2nd year |
Mid Term 4th Year |
Position |
|
1 |
Knowledge of distribution aspects (upstream to
downstream) and after sales service activities |
√ |
|
Sales and Relationship Officer |
|
2 |
Knowledge of various sales strategies, types of
products to be sold and activities related to payment procedures |
|
√ |
Source: Author team
At this stage training
activities will be carried out either internally or using external parties who
we will invite to provide training to several positions that have been
determined in the internal analysis.
At this stage it is
necessary to carry out a comprehensive evaluation of all training programs that
have been carried out to assess the level of success of the training itself
CAREER DEVELOPMENT
PROCESS
At PT JPA, career paths have been designed from the start, the career
direction of employees who have joined, of course to obtain a better career,
there are several qualifications that must be met by these employees,
including;
In this case, the employee
was initially an employee with probationary status for 3 months. If the
employee provides good performance, he will be appointed as a permanent
employee, based on the results of the assessment determined by the company.
Therefore, it can be described in the assessment chart in table 8 as follows;
Table 4. Employee career
assessment section
|
Employee
Appointment Assessment |
|
|
Score |
Decision |
|
85-100 |
Appointed as a permanent
employee |
|
65-85 |
Extension of probationary
period |
|
<65 |
Not continued |
Source: Author team
Employees who excel in a
company will certainly receive awards or benefits covering many things. One
type of reward for outstanding employees is a promotion. Promotion can be
obtained if the employee continues to improve his performance so that he can make
a big contribution to the company, namely by helping to realize the company's
goals.
Benefits for
Employees
Based on company regulations, PT JPA provides several types of
compensation, employee compensation generally provided by the company, namely:
Each employee receives a
wage/salary according to the wage scale (Salary Structure) which is paid every
month to all employees. For wages / salaries themselves, PT. JPA has followed
government regulations, namely wages in accordance with the Regional Minimum
Wage (UMR).
PT JPA will provide benefits
in the form of the Health Social Security Administering Body (BPJS Health) for
all its employees and the benefits charged to employees are based on the legal
regulations in force at BPJS Health
In addition to health
insurance benefits, PT JPA will also provide the Employment Social Security
Administration which includes: Security for Security (JK), Work Accident
Insurance (JKK), Old Age Security (JHT), and Pension Security (JP)
Based on the Employment Law
of the Republic of Indonesia No. 13 of 2003 concerning Holiday Allowances
(THR), if employees have worked for 12 months, PT JPA will also provide its
obligations to all employees, namely by providing Holiday Allowances (THR).
This compensation is a
reward given by the company regarding employee achievements. The types of
incentives given are in the form of bonuses and rewards as encouragement for
employees to improve their performance.
PT JPA will provide 2 (Two)
types of leave to its employees, namely annual leave and maternity leave. This
is based on the regulations determined by the government. In annual leave,
employees are given a maximum of 12 leaves and maternity leave will be given 3
(three) months of 6 leaves. (six) weeks before giving birth and 6 (six) weeks
after giving birth
CONCLUSION
In
order to achieve company targets, PT JPA tries to improve the quality of each
employee. With such a large budget from the government, of course this is a
huge opportunity for companies. Of course, companies must prepare talented
employees who have capabilities in every field of work position. Not only that,
PT JPA will also try to improve the abilities of each employee through training
that will be given to each employee and of course an attractive career path for
employees, this is to provide positive motivation for employees to always
improve their performance.
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Copyright holder: Deni Erlangga,
Tantri Rahmat Syah, Edi Hamdi, Dihin Septyanto (2024) |
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