Page 72 - XL Axiata Integrated Anual Report 2020 ENG

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2020 Integrated Annual Report
MANAGEMENT DISCUSSION & ANALYSIS
On the candidates qualifications, XL Axiata considers competence, cultural suitability, commitment, and agility. Competence refers to
a candidate’s skills/ expertise/ knowledge that must match with
the position they apply for. Competence can be further broken
down into functional and leadership competence. Cultural suitability looks into the compatibility between a candidate’s personal values and XL Axiata’s values, while commitment considers a candidate’s professional motivation and career aspirations in the Company.
Finally, agility is about a candidate’s ability to adapt in a dynamic situation that is often called VUCA – volatility, uncertainty, complexity, and ambiguity. All of these qualities are key for XL Axiata and its aspiration to become a truly converged company in the future.
Employee Learning and Development
To address the dynamics of 2020, priorities, learning processes,
and employee development needed to adapt. During the year, the priority was focused not only on regulatory compliance and fulfilment of the Company’s strategies, but also on ensuring employees’ work productivity and learning were maintained despite the pandemic.
To optimize the digital tools for employee development, learning activities continued to prioritize the principles of Experience, Relationships, Self-Development, and Education.
The pandemic and the social distancing policy that ensued have raised different needs in employee development. Responding to this, XL Axiata identified three aspects in the support the Company was giving to the employees: Mind, Body, and Soul. Mind ensures employees obtain factual and actual informations about COVID-19; Body entails the Company’s promotion on the importance of exercising as well as healthy tips; and Soul covers information about mental health, including ways to manage stress.
The Company also focused on supporting a new way to work,
with most employees having to work from home. The Company endeavored to build a productivity mindset and accompany it
with the provision of digital tools, so employees could still work productively and effectively while continuing to work collaboratively with their peers, superiors, and subordinates.
To support the development of professional competency, the Company relied on online learning applications in 2020, namely virtual classes through LinkedIn Learning and Coursera, and the e-LMS (Electronic Learning Management System) application, which is intergrated with other services in human capital, namely Talent Management, Performance Management and the Carrier Program.
The Company also identified key competencies that it needs to develop:
The Company identified key competencies that needs to develop:
Agility, Data Analytics, Digitalization and Business Incubation, Sales Business Solutions, Cloud expertise, Leadership, Compliances.
PT. XL AXIATA TBK TRANSFORM FASTER TO EMERGE STRONGER – GIVING BACK TO THE NATION