Career and Capacity Development
We recognize that developing personnel is a prerequisite for business success and efficiency. We aspire to grow our people by continuously creating learning opportunities and experiences to reach their full potential. For that, we aim to develop a learning culture and embrace diverse voices and feedback.

1. Training and development

   We have a learning and development system named MILEA (Matahari Integrated Learning) that can be accessed by the employee as a means for self-learning. The platform is developed based on an online learning where the learning materials are designed and compiled by the Company's internal subject matter experts.

   Other than that, we continue to explore ways to provide tailored career development, training, and experiences to our team members based on their needs. Our Training & Development Department manages the plan and assessment process of training results.

2. Competency development

   In enhancing our employees' capacity and capability, we provide several competency development programs and skill training systems, including general training and competency development for specific levels of our employees. Staff competencies development courses cover basic training of cashiers and sales staff. For supervisors, we provide Problem Solving Decision Making (PSDM) training. Furthermore, the manager competencies development program covers topics such as understanding individual personality, creative thinking, business workshops, and media training.

3. Career development program

   A structured and organized approach is designed to help employees enhance their skills, knowledge, and abilities to achieve their career goals and aspirations, as well as preparing potential talents as future leaders of the Company. Our career development program consists of:

   Assessment : Identifying and assessing an individual's current skills, strengths, and weaknesses to understand their development needs, and to align the competencies required for specific positions. It consists of a Personality Assessment, Cognitive Ability, and Panel Presentation.

   Development: Providing access to career development programs, mentoring & coaching, on-the-job training, performance feedback, evaluation, and manpower placement.

4. Individual development program

   We have developed a personalized and structured program plan and implementation that outlines an individual's professional development goals to facilitate the individual's growth and advancement within their current roles or in preparation for future responsibilities. Our individual development program includes assigning our selected employees to attend training sessions provided by third parties such as Corporate Governance Officer workshop, HR Manager Competency training, Gearing Up Self and Team training, Leading at The Speed ​​of Trust training, Indonesia Corporate Culture Day event, and many more.

Everyone should expect decent, meaningful jobs with fair compensation and benefits. In safe, secure workplaces free from discrimination and human rights violations, as well as the right to freedom of association. Matahari upholds Human Rights that apply universally and implements them in every aspect of our operations, including employee management and stakeholder engagement.

While Matahari has always been relentlessly committed to respecting human rights and complying with applicable regulations on labor practices, significant progress has been made in advancing the efforts in recent years. We have:

• Provide a complaint channel where employees can report any form of discrimination, harassment, and any form of unpleasant physical, verbal, and mental treatment;
• Committed to resolving each complaint objectively and taking a firm stance by imposing sanctions ranging from written warning up to termination of employment status in accordance with Company Regulations;
• Required all employees to sign a commitment to support the creation of a safe, comfortable, and respectful working environment;
• Provide working opportunities to people with disabilities in a safe and friendly environment and to avoid any form of discrimination; and
• Initiated the process to establish the Human Rights policy as the foundation of diversity & inclusion (D&I) practices within the Company.

We have also closely monitored to ensure no discrimination and child labor or forced/compulsory labor found across all regions and within our business partners. Zero child labor and forced/compulsory labor have been included as one of the criteria in assessing our suppliers to ensure there is no significant risk of child labor and forced/compulsory labor with our business partners.

We have three pillars of the industrial relations platform for employees: the Matahari Family Association (IKM), the Bipartite Cooperation Institution (LKS), and the Matahari Cooperative. The company regulations are also prepared and discussed with employees through these three pillars.

While Matahari's business inherently minimizes negative impacts on surrounding communities' livelihoods, our core agenda remains to create shared value. Our primary focus is supporting the thriving of children from financially underprivileged backgrounds. We strive to realize this ambition by also inviting our customers to provide social, environmental, and educational assistance to children with the assistance of our partners.

Matahari believes education is highly important to elevate people's lives and eradicate poverty. We are committed to creating an ecosystem where Indonesian children can grow healthily and feel comfortable about their future. In line with this ambition, Matahari contributed to providing literacy improvement and education programs for children in Indonesia, including Renovation of school libraries in different regions in collaboration with our partners, children's clothing and footwear donation programs, garage sales for donation programs, and other donations or programs in collaboration with customers and institutions.

Other social programs