Productivity Program Development

PROJECT DEVELOPMENT OBJECTIVE

• TO DEVELOP APINDO’S RESOURCE CAPABILITIES AND COMPETENCIES IN ENHANCING ENTERPRISE LEVEL PRODUCTIVITY AND COMPETITIVENESS ITS CONTRIBUTION TO INDONESIA’S ECONOMIC AND SOCIAL DEVELOPMENT


THE PROJECT WILL COVER SPESIFIC AREAS :
1. CREATING AWARENESS ON PRODUCTIVITY
2. ENHANCING PRODUCTIVITY TROUGH RESEARCH, MEASUREMENT, BENCHMARKING, TRAINING, CONSULTANCY, PRODUCTIVITY DATABASE.
3. DISCEMINATION (ELECTRONIC-INTERNET) OF PRODUCTIVITY MANUALS (NON ELECTRONIC) AND PUBLICATIONS
4. DEVELOP NETWORKING WITH BOTH LOCAL AND INTERNATIONAL ORGANISATION, PRIVATE AND GOVERMENT SECTOR

- AWARDS /CAMPAIGN /COMPETITION
- OPEN ACCESS FROM MEMBER
- OPEN DIALOGUE



CREATING AWARENESS ON PRODUCTIVITY

• JOIN PRODUCTIVITY CAMPAIGN WITH KADIN AND GOVERMENT
• ORGANISE PRODUCTIVITY COMPETITION AND AWARD…?
• PREPARE AND DISTRIBUTE PRODUCTIVITY AWARENESS POSTER, BROSURE, NEWSLETTER.
• AWARENESS CREATION TROUGH ELECTRONIC MEDIA (RADIO, TELEVISION) AND NON ELELECTRONIC (NEWSPAPER, MAGAZINES)
• PRODUCTIVITY DIALOGUE, SEMINAR, WORKSHOP

ENHANCING PRODUCTIVITY TROUGH :
1. RESEARCH AND MEASUREMENT
• PRODUCTIVITY MEASUREMENT AND ANALYSIS AT NATIONAL, SECTORAL LEVEL AND ENTERPRISE LEVEL AND MAKE INTERNATIONAL COMPARISION
- LABOUR PRODUCTIVITY
- TOTAL FACTOR PRODUCTIVITY
● CURRENT PRODUCTIVITY ISSUE
- WAGES
- COMPETITIVENESS
- FACTORS HINDERING PRODUCTIVITY
- COST OF DOING BUSSINESS
- LABOR MARKET (EMPLOYMENT, UNEMPLOYMENT)

2. BENCHMARKING
● DEVELOP BENCHMARKING METHODOLOGY AND SOFTWARE
● SET UP /DEVELOP BENCHMARKING INTEREST GROUP /INDUSTRY GROUP – BY SECTORS
● DEVELOP BENCMARKING INDICATOR /BEST PRACTICES
● COLLECT, COMPLIE, ANALYZE AND REPORT
● CONDUCT BENCHMARKING SESSION AMONG BENCHMARK INTEREST GROUP
● PROVIDE TRAINING AND CONSULTANCY SERVICES
● PUBLICIAL OF BENCHMARKS /BEST PRACTICES


3. TRAINING
o DEVELOP PRODUCTIVITY SPECIALIST ON CONTENT AND TRAINING METHODOLOGY
o CONDUCT TRAINING ANALYSIS
o DEVELOP MANUALS AN PRODUCTIVITY
- ENHANCING CONSULTANTANCY COMPETENCY
- ENHANCING TRAINING COMPETENCY
- 5 S
- KAIZEN
- QCC
- JUST IN TIME /KANBAN
- TQM /TPM
- SIX SIGMA
- LEAN PRODUCTIVITY SYSTEM
● CONDUCT TRAINING (PUBLIC AND IN HOUSE COURSES AND SEMINAR)
● CONDUCT CONSULTANCY

4. PRODUCTIVITY DATABASE
● DEVELOP METHODOLOGY FOR MEASURING PRODUCTIVITY
- VALUE – ADDED
- LABOUR PRODUCTIVITY
- TOTAL FACTOR PRODUCTIVITY
● DEVELOP SOFT WARE AND ACQUAIRE HARDWARE (COMPUTER, SERVER)
● COLLECT AND COMPILE PRODUCTIVITY DATABASE
● OPEN ACCESS AND DISSEMINATE DATABASE



NETWORKING WITH LOCAL AND INTERNATIONAL ORGANISATION, PRIVATE AND PUBLIC SECTORS

1. KADIN, NPC, AMCHAM,
INDONESIA-FORAIGN BUSSINESS CHAMBERS (LIKE AMCHAM, ETC)
2. ILO, APO, NPOs, (ASIA, EU, USA), ADB, IDB, JICA, NICC

3. DONOR ASSISTANCE
- TECHNICAL
- FINANCIAL
- TRAINING OPPORTUNITIES


4. SHARING /ACCESSING PRODUCTIVITY DATABASE, BEST PRACTICE


5. JOINT PROGRAMMES

NO. OUT PUT ACTIVITIES INDICATOR MEANS OF VERIFICATION
1 PRODUCTIVITY CAMPAIGN ORGANISED /LAUNCHED 1. Solicit partner organisation for join promotion
2. Sign agreement in cooperation between partner organisation
3. determine type of excellent award and date of
4. develop mechanism and methodology : qualification, sector and size, qualification, assessment criterias
5. creating steering and organising and audit teams
6. carry out audit /assessment
7. audit raport submission
8. selection of award winners 1.agreement signed with partner organisation






3. type of excellent award determined

4. mechanism & methodology defined and dessiminated

5. organising Project report and agreements


Award brosure & manual & award presentation ceremony

Daya Saing dan Produktivitas Indonesia dan Negara ASEAN

DAYA SAING DAN PRODUKTIVITAS INDONESIA
DAN NEGARA-NEGARA ASEAN
(Didik Prihadi Sumbodo)

Menurut laporan World Economic Forum tahun 2003-2004 daya saing Indonesia menduduki reingkat ke 37 pada tahun 1999, turun menjadi 44 tahun 2000, menurun lagi ke urutan 49 tahun 2001, merosot ke urutan 69 di tahun 2002 dan pada tahun 2003 mencapai peringkat terendah menjadi ke 72. Disini terlihat bahwa daya saing indonesia terus merosot terutama bila dibandingkan dengan negara-negara ASEAN.
Di tingkat ASEAN Singapore pada tahun 2003 dan 2002 ada di peringkat 6, Malaysia 2003 di urutan 29 turun dari 27 tahun 2002. Thailan tahun 2003 ada di urutan 32 turun dari peringkat 30 di tahun 2002, sementara Vietnam ada di peringkat 60 tahun 2003 dan menurun dari 56 di tahun 2002. Philipine ada di peringkat 66 tahun 2003 turun dari peringkat 62 di tahun 2002.
Michael Porter secara tegas menyatakan produktivitas merupakan akar penentu tingkat daya saing baik baik pada level individu, perusahaan, industri maupun pada level negara. Produktivitas sendiri merupakan sumber standar hidup dan sumber pendapatan individual maupun perkapita. Sedangkan daya saing sendiri pada dasarnya adalah kemampuan untuk menciptakan suatu tingkat kemakmuran. OECD mendefinisikan daya saing sebagai tingkat kemampuan suatu negara menghasilkan barang dan jasa yang sesuai dengan tuntatan pasar internasional dan bersamaan dengan itu kemampuan menciptakan suatu kesejahteraan berkelanjutan bagi warganya. Jadi terdapat hubungan yang sejalan antara tingkat produktivitas dan tingkat daya saing.
Menurut Survey Report APO (Asian Productivity Organization) tahun 2004, pertumbuhan GDP negara-negara ASEAN selama tahun 1980 hingga 2000 yaitu berturut-turut Singapore tumbuh rata-rata 7,12% pertahun, Malaysia 6,48%, Vietnam 6,36%, Thailand 5,93%, Indonesia 5,4% dan Philipine 2,51%. Sementara dalam periode yang sama rata-rata TFP (Total Factor Productivity) berturut turut adalah Vienam 3.27, Malaysia 1.29, Thailand 1.00, Singapore 0.78, Philipine –0.37, dan Indonesia –0.80.
Total Factor Productivity Negara ASEAN Menurut Tahun
Sumber : Survey Report APO, 2004
Pertumbuhan ekonomi suatu negara dan pertumbuhan usaha pada tingkat perusahaan merupakan sumber penciptaan lapangan kerja dan sekaligus sumber kesejahteraan. Saat ini pemerintahan Kabiner Indonesia Bersatu telah mencanangkan pertumbuhan ekonomi melalui peningkatan investasi (terutama dari pemodal asing) untuk menciptakan lapangan kerja, pendapatan bagi masyarakat serta menciptakan dampak berantai (multiplier effect) tumbuhnya kegiatan usaha.
Pertumbuhan investasi dan juga investasi teknologi secara teoritis dan empiris terbukti (di masa orde baru) mampu menciptakan pertumbuhan ekonomi. Tetapi pertumbuhan yang tidak disertai dengan efisiensi ekonomi (pasar, proteksi dan subsidi yang tidak tepat, dan faktor lain) dan pengembangan potensi SDM, akan menciptakan suatu pertumbuhan ekonomi yang semu (bubble economy). Kondisi ini akan sangat rentan terhadap gelombang dan gejolak ekonomi regional dan global. Krisis ekonomi di Asia Tenggara tahun 1997 telah membuktikan Malaysia lebih tahan terhadap gejolak, Thailand mampu bangkit segera, sementara Indonesia hingga saat ini terus berjuang untuk keluar dari krisi berkepanjangan.
Pertumbuhan GDP Negara ASEAN menurut Tahun
Sumber : Survey report APO
Pertumbuhan ekonomi yang didasarkan pada pertumbuhan produktifitas, yaitu produktivitas total yang seimbang antara pertumbuhan investasi modal dan pertumbuhan SDM (human capital/ knowledge) akan menghindarkan dari pertumbuhan ekonomi yang semu. Dari tabel pertumbuhan GDP dan pertumbuhan Produktivitas di negara-negara ASEAN, Malaysia (dan juga Thailand serta Vietnam) merupakan contoh suatu pertumbuhan ekonomi yang didasarkan pada pertumbuhan produktivitas faktor total (kapital dan labor). Pertumbuhan ekonomi secara efisien (produktif) menjadi modal dasar bagi persaingan regional dan global. Gejala ini bisa dilacak dari perbandingan pertumbuhan ekspor di negara-negara ASEAN.
Terdapat 8 faktor kunci yang menetukan tingkat daya saing Indonesia yang rendah (lihat makalah Hidayat; Isu-isu produktivitas, 1 Nop 2004) antara lain
• Kebijakan ekonomi protektif yang menyebakan kurang inovatif dan harga mahal
• Peran dan prestasi lembaga-lembaga ekonomi nasional yang di bawah standar
• Perkembangan dan difusi teknologi yang berjalan lamban
• Lemahnya penegakan hukum sehingga mudah terjadi KKN
• Sifat dan struktur pasar kerja yang tidak fleksibel dan tidak dinamis
• Kompetensi SDM rendah terutama dalam teknologi informasi dan komunikasi
• Rasio modal per tenaga kerja relatif rendah
• Tingkat dan pertumbuhan produktivitas rendah (makro, mikro, partial dan total)
Peningkatan produktivitas terutama faktor total baik tingkat makro, tingkat sektoral industri, tingkat perusahaan dan tingkat individu adalah sangat menentukan kemampuan daya saing produk perusahaan pada tingkat global, regional maupun dalam negri. Peningkatan produktivitas pada tingkat individu diantara peningkatan produktivitas faltor-faktor lain, menempati posisi yang sangat penting.
Saat ini kita sedang memasuki era ekonomi pengetahuan (knowledge economy), dimana kemampuan baik secara individu maupun secara kolektif yang bersifat kemampuan untuk mendapatkan informasi yang tepat secara cepat dan memiliki daya terap dalam praktek individu maupun kolektif untuk menciptakan nilai tambah, akan menjadi faktor keunggulan dalam persaingan.
OECD mendefinisikan Ekonomi pengetahuan sebagai suatu ekonomi yang secara langsung didasarkan pada produksi, distribusi dan penggunaan knowledge dan informasi. Sementara Hossain dan Cheng Ming (2004) mendefinisikan sebagai kegiatan ekonomi dimana ada proses produksi, distribusi dan konsumsi pengetahuan yang berkelanjutan, serta adanya siklus memperluas pengetahuan terus-menerus untuk penciptaan kesejahteraan.
Implementasi dan peningkatan keunggulan dalam ekonomi pengetahuan melibatkan beberapa aktivitas dan komponen. Terdapat tiga aktivitas ekonomi pengetahuan yaitu Knowledge Production; aktivitas produksi didasarkan pengetahuan dan ide baru, Knowlede Distribution; aktivitas penyebaran pengetahuan diantara anggota masyarakat, Knowledge Consumtion; penggunaan pengetahuan untuk menciptakan nilai dan membuat pengetahuan baru dari pengetahuan yang ada.
Selain tiga aktivitas diatas, terdapat lima komponen ekonomi pengetahuan yaitu Knowledge Organization; membuat, menerima, menyebarkan, mengelola dan memanfaatkan pengetahuan, Knowledge Worker; kemampuan kreatif dan inovatif orang untuk menggunakan pengetahuan, Knowledge Goods; barang-barang yang berisi pengetahuan, Knowledge Service; yaitu service-service yang memiliki muatan kreativitas, ide baru dan ketrampilan baru, serta Knowledge Asset atau intelektual property ; yaitu mencakup kreativitas, ide-ide dan pemikiran baru, skill, hak cipta, brain power, kemampuan inovatif, smart leadership, kemampuan kewirausahaan, brand, reputasi, pengakuan, know how, know who, know what, know why, know when dan know where.
Aktivitas dan komponen-komponen ekonomi pengetahuan diatas sekarang ini menjadi faktor keunggulan dan daya saing secara regional dan global. Peningkatan produktivitas erat kaitannya dengan peningkatan kemampuan area-area aktivitas dan komponen diatas.

Indikator-indikator Penting dalam Analisis Informasi Pasar Tenaga Kerja

ASEAN-ILO Technical Workshop on Labour Statistics:
Setting Priorities for Enhance Knowledge and Regional Cooperation
29 – 30 October 2007, Putrajaya, Malaysia

Country Paper – Indonesia
Indikator-indikator Penting dalam Analisis Informasi Pasar Tenaga Kerja,
The Employers’ Association of Indonesia Perspective

By
Didik Prihadi Sumbodo
Vice Secretary General APINDO
(The Employers’ Association of Indonesia)

1. Kondisi Pasar Tenaga Kerja Indonesia
Tantangan utama pembangunan Indonesia saat ini adalah bagaimana mempercepat pemulihan ekonomi nasional pasca krisis tahun 1998 dan persaingan global. Masalah krusial dalam pemulihan ekonomi nasional antara lain adalah penciptaan lapangan kerja; hal ini karena jumlah penggangguran saat ini diperkirakan sudah mencapai lebih dari 11,1 juta orang.
Pasar tenaga kerja Indonesia ditandai setidaknya oleh 3 hal. Pertama, pasar kerja Indonesia adalah pasar kerja yang dualistic, yaitu lapangan kerja formal/ modern yang besarnya sekitar 30% dari seluruh angkatan kerja; disisi lain ada lapangan kerja informal yang besarnya sekitar 70% dengan produktivitas yang lebih rendah dibandingkan dengan lapangan kerja formal. Kedua, kebanyakan dari angkatan kerja tsb tidak trampil, hal ini tercermin dalam distribusi angkatan kerja berdasarkan pendidikan dimana 54% adalah lulusan SD atau tidak tamat, sedangkan lulusan perguruan tinggi hanya 2,7%. Ketiga, Indonesia adalah Negara dengan angkatan kerja yang besar (labor surplus country) dimana jumlah angkatan kerja 106,3 juta dengan pengangguran terbuka sebesar 11,1 juta.
Perkembangan terakhir dari kondisi pasar tenaga kerja Indonesia antara lain; Pertama, lapangan kerja formal menciut di kota maupun desa. Dari data tahun 2003 lapangan kerja formal menciut sebesar 1,2 juta (sekitar 656 ribu di kota dan sekitar 564 di desa), sedangkan tahun 2002 menciut 1,5 juta (sekitar 400 ribu di kota dan 1,1 juta di desa). Kedua, timbulnya perbedaan upah yang semakin besar antara pekerja formal dan informal. Sebelum tahun 1998 upah pekerja informal mengikuti pola upah pekerja formal tetapi setelah periode tsb. Perubahan upah di sektor informal terus mengalami perbedaan yang semakin jauh. Ketiga, ada indikasi terjadinya penurunan produktivitas di Industri pengolahan, dilain pihak terjadi peningkatan upah yang lebih besar dari nilai tambah yang diciptakannya (produktivitas). Keempat, terjadi peningkatan pengannguran usia muda berumur antara 15 – 19 tahun. Tingkat pengangguran usia muda ini terus meningkat dari 20,6% tahun 1999, menjadi 23,5% tahun 2000, 28,7% tahun 2001, 34,6% tahun 2002, dan meningkat lagi menjadi 36,7% tahun 2003.
Dalam menghadapi situasi ini, pemerintah Indonesia telah mengambil langkah-langkah untuk mengatasinya, antara lain : Pertama, memperbaiki aturan main yang berkaitan dengan ketenagakerjaan seperti aturan main yang berkaitan dengan rekrutmen dan oursourcing, pengupahan (wages), pemutusan hubungan kerja (dismisal), perlindungan pekerja yang berlebihan (excessive protection of workers). Kedua, meningkatkan kualitas SDM, yaitu dengan peningkatan kualitas pendidikan dengan program belajar wajib 9 tahun. Ketiga, memperbaiki kebijakan penciptaan kesempatan kerja dari sisi permintaan, yaitu dengan mendorong dunia usaha dalam meningkatkan kapasitas disertai dengan menerapkan kebijakan penurunan biaya transaksi. Keempat, memperbaiki kebijakan penciptaan kesempatan kerja dari sisi penawaran; yaitu diberikannya akses kepada para penganggur di daerah melalui penciptaan lapangan kerja pekerjaan umum (public works). Kelima, pemerintah memfasilitasi migrasi tenaga kerja, hal ini dapat berupa migrasi internal di dalam negri atau migrasi eksternal ke luar negri.
2. Indicators Utama dalam Analisis Informasi Pasar Tenaga Kerja
Pasar tenaga kerja adalah seluruh aktivitas dari pelaku-pelaku yang mempertemukan pencari verja dan lowongan verja. Pelaku-pelaku ini terdiri atas (1) pengusaha yang membutuhkan tenaga, (2) pencari kerja, dan (3) perantara atau pihak-pihak ketiga yang memberikan kemudahan bagi pengusaha dan pencari kerja untuk saling berhubungan.
Proses mempertemukan pencari kerja dan lowongan kerja ini memerlukan waktu; karena; Pertama, pencari kerja memiliki tingkat pendidikan, ketrampilan, kemampuan dan sikap pribadi yang berbeda. Dilain pihak setiap lowongan yang tersedia mempunyai sifat pekerjaan yang berlainan. Dengan demikian tidak semua pelamar cocok dan mampu mengisi lowongan kerja yang dibutuhkan. Kedua, setiap perusahaan menghadapi lingkungan yang berbeda; input, output, manajemen, teknologi, lokasi, pasar dan lain-lain, sehingga mempunyai kemampuan yang berbeda dalam memberikan tingkat upah, jaminan social dan lingkungan pekerjaan. Dengan demikian tidak semua pekerja bersedia menerima pekerjaan dengan tingkat upah tertentu. Dilain pihak tidak semua pengusaha mampu dan bersedia mempekerjakan seseorang dengan upah yang diharapkan pelamar. Ketiga, baik pengusaha maupun pencari kerja sama-sama mempunyai informasi yang terbatas mengenai lowongan kerja dan pencari kerja. Kenyataan ini menunjukkan bermacam-macam pasar tenaga kerja, bukan homogen sebagaimana asumsi Neo-klasik.
Mengingat bahwa terdapat banyak macam pasar tenaga kerja, maka dalam analisis pasar tenaga kerja perlu analisis menyeluruh antara lain ; Pertama,, analisis primary labor market (sektor modern/ perkotaan) dan secondary labor market (tradisional/ pedesaan). Kedua, Pasar tenaga kerja Intern dan Ekstern, yaitu bagaimana suatu lowongan pekerjaan dalam suatu perusahaan dapat diisi dengan orang yang ada dan sesuai. Sesuai berati mampu melakukan fungsinya dan memanuhi persyaratan pendidikan. Ketiga, pasar tenaga kerja terdidik dan tak terdidik. Tenaga terdidik biasanya memiliki tingkat produktivitas dan upah yang tinggi, elastisitas lebih kecil, tingkat partisipasi kerja lebih tinggi. Keempat, pasar tenaga kerja sektor formal dan informal. Sektor formal biasanya ditandai kegiatan usaha sederhana, skala usaha relatif kecil, bekerja di sektor informal lebih mudah, tingkat penghasilan lebih rendah, dan sangat beraneka ragam bentuknya.
Sistem informasi pasar tenaga kerja secara komprehensif perlu dikembangkan, dengan demikian informasi tersebut memungkinkan para pengambil keputusan untuk memonitor perkembangan dalam berbagai pasar tenaga kerja serta menganalisis implikasi employmen-nya dari berbagai alternatif kebijakan. Informasi tentang pasar tenaga juga sangat bermanfaat bagi perusahaan terutama dalam melakukan perenaan investasi pengembangan usaha dan bisnis. Kenyataan menunjukkan bahwa selama ini banyak pengusaha sulit mendapatkan informasi yang memadai tentang pasar tenaga kerja secara menyeluruh, mengingat keterbatasan dalam hal tidak up date-nya data, tidak sersedianya data secara detil, selain itu juga sulit untuk melakukan perbandingan.
Dengan memiliki sistem informasi pasar tenaga kerja yang lengkat dapat dipergunakan untuk berbagai tujuan seperti; Pertama, untuk kegiatan antar-kerja, yaitu mempertemukan pencari kerja dengan lowongan kerja. Kedua, untuk program dan proyek-proyek perluasan kesempatan kerja. Ketiga,sebagai bahan pertimbangan untuk penyusunan rencana pembangunan. Keempat, penyusunan rencana tenaga kerja. Kelima, bahan untuk menyusun rencana pendidikan. Keenam, untuk menyusun rencana kebutuhan pelatihan. Ketujuh, untuk menyusun kebijakan ekonomi.
3. Pengembangan statistik dan informasi pasar Tenaga Kerja
Ketersediaan data tentang pasar tenaga kerja dan employment yang komprehensif, secara regular terupdate, di semua aspek utama sangat perlu untuk ditingkatkan, Selanjutnya system informasi pasar tenaga kerja secara komprehensif perlu dikembangkan sehingga memungkinkan para pengambil keputusan yaitu pemerintah dan pelaku usaha dapat memantau perkembangan dalam pasar tenaga kerja secara nyata.
Kerjasama antar lembaga dalam negara masing-masing diantara berbagai institusi, lembaga pemerintah, lembaga swadaya masyarakat maupun kerjasama antar institusi antara negara akan sangat besar manfaatnya dalam membangu suatu informasi pasar tenaga kerja tidak saja nasional tetapi juga regional dan dengan demikian dapat dilakukan perbandingan antara suatu negara dengan negara lain; indikator dual labor markt, pasar tenaga kerja terdidik dan tidak terdidik, sektor pemerintah dan swasta, sektor formal dan informal, begitu juga dikaitkan indikator tentang produktivitas dan pengupahan menurut jenis usaha.

National VET Policies and practices in Indonesia

ILO/SKILLS-AP/Japan
Workshop on the application of ‘Vocational Education and training Institution: A Management Handbook and CD-ROM
(OVTA, Chiba, Japan, 14-17 February 2006)

Written Comment on
Documented national VET policies and practices in the areas of four strategic objectives

By Didik P. Sumbodo – Indonesia

I. National and local VET objectives, priorities and target groups
The Objectives of VET in Indonesia
○ Indonesia should have a system where entry-level and existing workers could acquire skills that are truly required by the productive sectors of its economy, and could obtain certifications evidencing their skills.
○ Vocational Education and Training is important in developing manufacturing industries. Skills improvements should be fit into innovation, entrepreneurial efforts, comprehensive management of performance, quality improvement and work transfer flexibilities.
○ A good Vocational Education and Training would provide necessary skills to the workforce, along with the necessary knowledge bases for developing the skills, work attitudes, and abilities to the extent that they would allow immediate adjustments to any future change, including new technology development.

The Priorities of VET in Indonesia
○ Indonesia should have a system where entry-level and existing workers could acquire skills that are truly required by the productive sectors of its economy, and could obtain certifications evidencing their skills.
○ There are currently (2005) 95,73 workforce which will still in active duties for the next 20 years. They should have equal opportunities to attend training and retraining program(s). New workforces should obtain skills that would fit labor market demand to the extent that they would serve as significant contributions in obtaining good jobs.
○ Indonesia requires a system where either participants or workers have equal opportunities to obtain more flexible education and training.
○ The current sistem is still rigid in nature. One form of the flexibilities would be recognition of the learned subjects.
○ Before demonstrating the evidence of improved performances, there should be bridging courses or bridging training, strong bases of skills and knowledge developments, to the extents that the workforces would always have abilities to continuously improve their masteries and skills as lifelong processes. The existence of skills training directly fit into the productive sectors requirements will also trigger on-the-job learning activities.
○ The greater the number of Link and Match System participants, then the easier the industries will obtain skilled workers who fit their needs.

The Target Groups of VET in Indonesia
○ The targets of Vocational Education and Training in Indonesia are high schools students who currently joining vocational high schools, high school graduates who were looking for jobs, college and university graduates who are looking for jobs and the existing workers who want to improve their skills seeking better pays/promotions and/or planning outplacements/transfer to the better workplaces.
○ According to the BPS national statistic data of 2005, the number of Indonesia open unemployment are 10,22 millions or 9,86 percent of the overall workforces. Of the open unemployment, elementary school graduates unemployment is 35%, Junior High School Graduate unemployment is 24,66%, Senior High School Graduates unemployment us 25,19%, Vocational High School Graduates Unemployment is 10,60%, College Graduates unemployment is 2,10% and University Graduates unemployment is 2,63%. Consequently, the main target groups of Vocational Education and Training in Indonesia are Senior High Schools Graduates, Vocational High School Graduates, College and University Graduates who are seeking entry-level jobs.

Follow-up Mechanism of the Objectives and Priorities
○ The development of “competency-based” system has many advantages on the part of industries, in term that all of the skills were being translated based on the real demands of these industries.
○ The development of a competency-based training system initiates with the establishment of committees of industry families who will subsequently cooperate with the vocational instructors to develop a set of skills standards directly associated with the real demand of workplaces.
○ The development of a competency-based system using skill standards established by the industries and could be applied as bases of curriculum, instruction materials, evaluation and certification developments.
○ The development of standards which would be required in anticipating the varieties of future demands.

II. National VET policies and legislation:

Laws and Policies regulating training and education in Indonesia

○ Education in Indonesia is being regulated under the National Education System Law, while training in Indonesia is being regulated under The Labor Law.
○ Vocational Training in Indonesia is being regulated under the Law No.20, 2003 of the National Educational System. The vocational education consists of the formal levels, including the vocational high schools and diploma educational programs. In addition, there are informal educational levels in form of courses and training institutions. The outputs of such informal educational levels will equivalent to the output of the corresponding formal educational level after passing evaluation processes.
○ The vocational education policies are under the authorization of the Minister of National Education to achieve policies’ outcomes of developing:
1. A system paced by labor market demand and guidance
2. Educational and vocational system providing the teaching of competencies based on nationally accepted standards
3. Educational and vocational system with link-and-match input and output and flexible deliveries.
4. A system that explicitly recognize any skill and competency disregard of where and how the skill has been acquired.
5. Education and training system that refers to accredited provision and vocation.
6. Education and training for either formal or informal sector
7. Full integration between education and training
8. Decentralized management system
9. Self-help and Self-managed institutions where part of the subsidies come from The Central Government.
○ Vocational Training in Indonesia is being regulated under the Law No. 13, 2003 of Labor Affairs. The law specifies training as follows:
1. Job trainings are administered by government-owned job training institutions and/or privately-owned job training institutions.
2. Job training could be held at training sites or at the workplaces.
3. The government-owned training institutions are allowed to appoint their private partners.
4. Privately-owned job training institutions are required to have formal permit or to register themselves to labor authorities in their respective districts/municipals.
○ The vocational training policies are under the authority of the Minister of Labor in either off-service or in-house training activities, which are directed to
1. Job training in all activities for providing, acquiring, improving and developing job competencies, productivities, disciplines, attitudes and ethics in certain skills and expertise required by the level and qualification of each position.
2. Require the companies who employ 100 (one hundred) or more workforces to improve competencies of their workforces through job trainings
3. Job trainings to cover al least 5% (five percent) of the overall workforces of these companies per annum.
4. Require the company to full-finance the job training activity costs.
5. Give the company options to administer either in-house or off-service (in training institution sites) training activities.
6. Give the company option to administer apprenticeship system-based job trainings.
7. Require the companies or institutions administering the job trainings to grant training graduation certificates to the participants they consider have passed the training.
8. Specifies that workers have equal rights to obtain job-competency recognition after attending (and passing) government-sponsored job-training, privately-owned institutions administered job training or on-the job training.

About Indonesia National-Wide Employment Laws
○ Indonesia Legislation associated with employment and labor relationships is being specified under the Labor Law of 2003. The law is comprehensively adequate in promoting and regulating labor employment.
○ In addition to labor affairs, labor educational system is also been specified under the educational system law that specifically stresses the important of vocational education based on competencies which should be aligned to the demands of industrial worlds

The Positive and Negative Impacts of these Laws and Policies on the abilities of the national VET to function effectively and in a flexible manner

○ The coexistence of two comparable Laws specifying vocational education and training in Indonesia, and the coexistence of two ministerial departments in charge of educational affairs and training affairs reduce the degree of coordination of focuses and synergies in administering educational and training programs with industrial world. There is an impression that there are overlapping and competing program operations among these departments in fulfilling the industries’ needs.
○ On the part of the industries, they reduce focus in their responses to the demands of the educational and training institutions in accommodating internship participant or in post-internship placements, which would in turn reduce the efficacies of these vocational education and training programs.

STRATEGIC OBJECTIVE A:
III. The Efficacies of the National VET System (Whether or not the training delivery meets the national objectives, priorities and needs of the target groups).

The Evaluation of the National VET System Efficacy
○ The main constrains faced by educational and training institutions are, inter alia, as follows:
1. Geographical Diversities
2. Diversities in readiness and advancement levels of the vocational schools and training institutions
3. Diversities in the program of each vocational high schools and training institutions which were not compatible with the diversities of the adjacent industries.
○ The constrains felt by the industries:
1. They do not have a stable position and expertise structures, especially among small and middle scales industry members
2. The do not allocate costs in educational/training development efforts.
3. The have not a clear perception of internship advantages for industries, and
4. Lack of consciousness of effectiveness, efficiency and quality improvement due to the industrial training program operations.
○ In the meanwhile, some of the constrains faced in link-and-match educational system operations are as follows:
1. Teachers and instructors have not been function optimally in industries, and in some cases they have irrelevant field backgrounds.
2. There are some difficulties in building cooperation with industry counterparts of middle and large scale origins.
3. The low level of training participant management on the part of the industries, especially small scale one.
4. Large numbers of the industries are unqualified and lack of effective participations.
5. Large number of students independently search their own industrial training centers
6. Lack of time spent by the schools and training institutions in building coordination.
7. Delayed time in completing licenses and permits to hold training.
8. Lack of disciplines and low concern on the part of the participants in job safety,
9. Wide discrepancies between the numbers of vocational high schools and the numbers of industry’s members.

VET Programs administered by the training institutions who objectively meet the local and national objectives:
○ The facilities of vocational high schools and training institution vary in qualities and types. All of these vocational high schools, however, should provide their best vocational educational services to their students as well as industrial world as user on either local or national level. They are also need improvement objectives the measures of which are the achievement of these very objectives.
○ The vocational high schools and training institutions are encouraged to provide commercial educational and training programs for companies and their communities as parts of the efforts to fulfill industrials demands and priorities.
○ Quality improvement through ‘best practice’ and quality application should form an institutional program of the entire vocational high schools and training institutions.
○ Improving teacher qualities is an important task in the effort of improving services to local industrial demands.
○ The Government could devise varieties of means to encourage companies’ participations in training efforts, to the extent that it would build an agreement between the Government and industrial word to identify the best methods.

STRATEGIC OBJECTIVE B:
IV. The efficiency of the national VET system ( whether or not the VET system/institutions are concerned with the efficient use of public resources and whether or not the training unit costs are known and under control)

Mechanism in assessing training efficiencies

○ Assessing the efficiencies of the VET operations requires a national structure to the extent that industrial skill standards serve as evaluation frame of reference.
○ It was expected that a National Board would serve as a vehicle of pioneering efforts among industries involved in efficiency evaluations.
○ There is an urgent need to establish a Vocational Skills Standards Operating unit on national level, as evaluating organization.
○ Industrial Training groups (ITG) should be established to develop standards for each industrial sector.
○ These groups will also help in the development of curriculum, subject matters and evaluation instruments.
○ Skill testing processes would be administered by the national bodies and local test centers which would be appointed based on agreed-upon standardized guidance.
○ Common agreement on these standardized planed should be elicited.

STRATEGIC OBJECTIVE C;
V. Training quality assurance (whether or not the national VET system is concerned with the quality of knowledge and skills required by students)

Mechanism of Institutional quality and VET qualification assurances
○ There are currently large numbers of educational and training institution who need quality improvement. The methods of quality improvement such as Total Performance Management and Benchmarking are parts of the routine activities on the part of the successful industries. The similar methods could be adopted on the processes of vocational education and training for the main reason that these processes are focused themselves to the needs of labor market dynamics.
○ Both public or private vocational high schools and training institutions as well should obtain training on the methods of the management improvement for their respective schools to achieve the above-mentioned conditions.
○ The Performance Commitment among the vocational high schools and training institutions would empower them in delivering their services to fulfill the industries needs and their participants’ interest in efficient manner.

STRATEGIC OBJECTIVE D:
VI. Ensuring equitable access to VET ( whether or not the national VET system and institutions are concerned with the provision of equal access to training opportunities and employment to students from different backgrounds, genders, locations, etc.)

Mechanism of equitable access for students from different backgrounds:

○ There is no clear mechanism in assessing how treatments have been provided for those who work either in formal or informal sector. Current concern is still being directed to training activities for those who work in formal sectors. The main reason is that although the relative growth of job opportunities in formal sectors exceeds the informal sector, the informal sectors are still being required to provide job opportunities for high schools graduates with ever increasing in numbers.
○ The mechanism and access to vocational education and training between urban industrial sectors and rural agricultural sectors were not clear as well. Special attention, therefore, should be given to the vocational training needs of agricultural sectors. Though the trend of labor demands in agricultural sectors is relatively decreasing, but labor absorption level of these sectors is still the largest. The drive to improve agricultural products qualities and quantities for domestic demands is currently started to be felt.

VII. Formulate major unresolved issues, weaknesses and problems in the design and operations of the national VET system and institutions in your country, the solution to which you expect to develop at the workshop through discussions and self learning from the ILO Handbook and CDROM

The Major unresolved issues, weaknesses and problems in the design and operations of the national VET system and institutions in Indonesia

○ For several decades, the vocational high schools in Indonesia are favorite’s schools. Recently, they are only “second class” schools. Junior high schools graduates attending the vocational high schools are generally not having high quality basic abilities. They are generally attend the vocational high schools not for the reason that they really want to attend these schools but for the simply reason that they were not dare to enter or have been disqualified to enroll in senior high schools. On the other hand, the perception that the vocational high schools are ‘inferior’ to the senior high schools are not only being adopted among the general public, but among the educators as wells, and even among educators who teach in vocational high schools.
○ From economic point of view, vocational education has adequately sound foundation as well, although it might be questioned from technical point of view. Actually, as a mean in preparing students to enter job environments, vocational education is an application of human capital theory. Through investments in vocational education it was expected that adequately good feedbacks, either individually or socially, would be produced. Of course, the efficiency and efficacy of the vocational education program on these contexts should be truly demonstrated.
○ It was from the very economic aspect, however, that the vocational high schools (as one of vocational education forms) have drawn many concerns. There are a considerable numbers of studies demonstrating that educational investment in vocational high school has rate of returns lower than that of the senior high schools. It was this empirical demonstration that led to the polemic of whether or not the existence of the vocational high schools is should be preserved, due to the evidences that these vocational high schools were not efficient.
○ In the future, whatever types of education and training it might be, including the vocational high schools and training institutions, they would be challenged to be able to compete with the other institutions. Education would not be understood only as public services anymore, but rather as a form of service delivery similar to restaurants, telecommunication, consulting services etc. Sallis (1993) was properly described how education would be understood as a form of service, not as a production function that we adopt in so far.


Recommendations and Action Plans to Improve the effectiveness, efficiency, quality and Equality in Access to the training operations of the national VET System

○ Vocational high schools should find their own way to improve the prosperities and adequacy (of quantities) of their teachers and provide job opportunities in industries where their students attend their internship programs.
○ In the future, we should change our stereotyped thinking about the vocational high school. It would be important that the educational pattern of the vocational high schools have packages of layered-graded skills, by applying the multi entry-multi exit principle.
○ By the year 2020, Indonesian economy would experience changes and would evolve toward global economy to the extent that industries and their company members will be required to have strong ability to compete in regional and global markets. It is important that, therefore, Indonesia should be able to manage and develop its resources successfully. One of the efforts to improve value added on one of these resources is improving the skills and expertise of the younger generations who will the world of work and retraining and improving the skills and expertise of the existing workforces to the extent that they will stay current in the course of any latest technological development and market change.

Improving Labor Productivity and Standards at Plant Levels

Forum on Labor Management Cooperation: Latest Trends in Unionism
And the Labor Movement in APO Members Countries
Jakarta 11-15 September 2006
Indonesia Country Paper
Improving Labor Productivity and Standards at Plant Levels
By Didik Prihadi Sumbodo
Vice Secretary General of APINDO
The Employers’ Association of Indonesia
1. Economic Development Challenges in Indonesia
Main challenges in current economic development in Indonesia are how to accelerate the national post-1998 crisis economic recovery and the global competition. A crucial problem in the national economic recovery is creating employment due to current unemployment rate that reach 10 millions people or more.
In the meanwhile, there should be expansion in global market shares for products and services generated by the national business sectors, due to the fact that the rank of Indonesian economic competitiveness was continuously decreasing; from the 37th rank in 1999 to the 44th rank in 2000, the 49th rank in 2001, the 69th rank in 2002 and the 72nd rank in 2003, the 69th rank ini 2004 and the 74th rank in 2005.
The industrial sector is a leading sector represented by non oil and gas exports, accounted for 70% to 80% of he entire Indonesian Export. From the overall industrial exports, Garment and Textile products are Indonesian leading sectors. Both of them contribute 17,4%, while electronic appliance products, palm oils, processed rubber and Paper and Paper Goods contribute 23,6% of the entire Indonesian industrial exports.
Globalization and free trade require economic transparency of a country for the benefit of international commerce activities. Indonesia depends heavily in its exports to serve as main driver of its economic growth, but in so far the role has not optimally been played. Two of the main reasons are unstable domestic conditions and the export activities were still too sensitive to foreign market conditions, especially in the export targeted countries having economic stagnations such as the USA and Japan.
To improve Indonesian export growth, some efforts have been tried, including lifting export barriers, deregulation policies promoting export advantages, export commodities diversifications and export target countries diversification and improving product qualities standards. In addition, to improve competitiveness especially for leading Indonesian export products in he international market, some efforts have been initiated in improving labor productivity. Improved labor productivity will make the resulted products and services more competitive to the extent that it creates positive impacts on business development and work force absorption.
2. Indonesian Workforce and Unemployment
One of Indonesian employment problems is open unemployment, i.e., the percentage of the total workforce having no job and actively seeking jobs; another problem is underemployment, i.e., workforce having working hours less than their expected hours or they who work long working hours in non-formal sectors with very low productivity.
According to Bambang Widianto (BAPENAS) open employment rate comprises of several classifications based on educational backgrounds, i.e., 3.3 millions (6%) for primary education background or lower, 2,3 millions (11,5%) for junior high school educational background, 3,3 millions (16,9%) for senior high school background, 199 hundreds thousand (10%) for academic diploma background and 245 hundreds thousands (9,1%) for university graduate background. We should add transient open unemployment figure of 3.5 millions to 5,5 millions to the above figures; most of them were unskilled workforces.
Among 29 millions underemployed workforces, i.e., who work less than 35 hours a week, 12 of them still strive to get better jobs, and the rest 17 millions of them were not seek better jobs due to one factor or the others.
Based on those facts, the main target and objective of employment in Indonesia are to reduce unemployment and underemployment figures and to improve working conditions, including wages or compensation. To be more specific, the target and objectives were focused to certain target groups such as youngsters, females, migrant workers etc. Referring to BAPENAS data, it is planned that by the end 0f 2009, the open unemployment figures would decrease to only 5.8 millions (5,1%) from 10,3 millions (9,9%) in the last 2004.
In evaluating plan achievement, we should monitor, inter alia, the open unemployment rate ( total, by gender, by age, by duration of unemployment etc); underemployment rate (time-related and productivity-related); share of formal sector – informal sector; wages; the quality of work (most significant qualitative indicators o be identified); youth unemployment and underemployment; thresholds for regional dispersion and employment-related institutional development ( the methodology to be developed).
3. The Union Development in Indonesia
Since 1998, the initial stage of Indonesian Reform, fundamental changes occurred in industrial relation sectors, especially rapid growth in national level union establishments. These fundamental changes occurred under 3 newly passed low and regulation: The Presidential Decree No. 83/1998 on the Ratification of ILO no 87 on freedom to associate and gathering and the protection of rights to join or establish labor organization; Law No. 21/2000 on unions, providing comprehensive freedom to labors to establish their unions/associations; and Law No, 13/2003 on manpower. Through these law and regulations, several manpower aspects including industrial relations have new regulations and directions.
Base on labor data, since 2002, there are 70 unions/labor associations; 15.750 working units home based at heir companies; 144 national level labor associations; and 2 labor confederations. It is also important to observe that national level union’s development growth is faster that on company levels. As a general figure, before 1998, there was only one labor confederation, 12. National level labor associations and 12.000 company level labor unions. As a general rule, unions should evolve in bottom-up direction, from company level, then federations or other similar forms would emerge, and these federations will form confederation(s).
Some points worth to be mentioned based on their links with unions development in Indonesia are: freedom to associate, i.e., labor rights to establish their own associations and their rights not to establish their own associations; harmonization of labor associations within a company, i.e., the possibility of the establishment if two or more labor associations within the same company, which possibly would create potential conflicts/disharmony which in turn interfere with the production process; and the capabilities of labor unions/associations leaders, i.e., the ability of the company level labor association(s) leaders to understand the nature of labor associations as a means in achieving common objectives positively, independently and contextually.
4. Competitiveness and Productivity in Indonesia
Indonesia still has to improve its future competitiveness to compete in international markets, especially in ASEAN environment. As a preliminary figure, in 2003 and 2002 Singapore was still occupied the 6th rank, Malaysia occupied the 29th rank in 2003, from the 27th rank in 2002. Thailand ranked 32 in 2003, from the 30th rank in 2002, while Vietnam ranked 60 in 2003 and stepped down from the 56th rank in 2002. The Philippine ranked 66 in 2003, stepping down from the 62nd rank in 2002.
Michael Porter was explicitly stated that productivity is the core in determining the level of competitiveness on individual, company, industrial or national levels. The productivity is in itself a source of living standards and individual and per capita income sources. On the other hand, competitiveness is basically an ability to create a certain prosperity level. The OECD define competitiveness as a country’s ability in producing goods and services that meet international market requirements and its ability in creating sustainable prosperity among its citizens. There is, therefore, a parallel association between productivity level and competitiveness.
According to the APO ( the Asian Productivity Organization) 2004 Survey Report, ASEAN countries annual average GDP growth during 1998 – 2000 are Singapore (7,12%), Malaysia (6,48%), Vietnam (6,36%), Thailand (5,93%), Indonesia (5,4%) and the Philippine (2,51%). While during the same periods, the average Total Factor Productivity (TFF) are Vietnam (3,27), Malaysia (1,29), Thailand (1,00), Singapore (0,78), the Philippine (-0,37), and Indonesia (-0,80).
Economic growth of a country and business growth of a company are the sources of workforces and prosperity generation. Recently, the United Indonesia Ministries have declared an economic growth through investment improvement (especially from off-shore sources) to create employment, community income and multiplier effects in form of business activities growth.
Investment growth and technological investment are theoretically and empirically have been showed to be able to generate economic growth. But growth without economic efficiency (market, improper protection and subsidies, and other factors) and Human Resources Potential development will only result in bubble economy. This condition will vulnerable against any tide and regional or global economic flux. 1997 Southeast economic crises showed than some Southeast Asian countries were quite sturdy against these fluxes, while Indonesia are still struggling to exit from the extended crises until now.
Productivity improvement, especially in the total factor on macro, sect oral, industrial company and individual levels is the main determinant of company product competitiveness on global, regional and domestic levels. Among the improvement of productivity of the others factors, productivity improvement in individual level play an important position.
5. Labor Productivity Improvement anda Labor Standards Improvement on Company Level
A company exists to create value added. The value added would be distributed among stockholders; production means holders, laborers and the general publics in form of tax payment to the Government. No company will exist without value added, for no party will be interested to develop and involve in the company’s processes. No dividend will be paid without value added, and nor labor and wealth fringe benefit improvement.
Total labor costs, including wages and wages improvement are not given constructs, but rather the final product of series of business processes. To build company ability in wages expenditures is how to build the company ability to grow. The company growth sill depend on it’s ability to generate year-to-year ever growing value added The bigger the value added generated, the more value added that could be distributed among varieties of items, including personnel costs and company reserves.
Labor cost is commitment cost not influenced by a company’s performance. The main characteristics are that the size of the relatif share of labor cost per value added changes in countercyclical direction with the business cycle. If a company performance decrease, then labor cost share increase, the profit will decreasing, inhibiting capital expansion due to no new investment available for development purposes. Should this condition continue in the long run, he the company will deteriorate and probably will not be able to pay any wage to any employee or any dividend to any shareholder, and it has just to wait its final destiny: bankruptcy.
Past experiences showed that productivity improvement will generally be achieved through the increase in capital investment on production facilities and equipments (technological innovations). To achieve such a condition, the company should accumulate capital through their internal reserves provided for investment purposes.
To maintain company ability in paying wages, dividend and internal reserve require the implementation of productivity standards principles; in other word, the increase of wages and total labor cost should be matched by productivity improvement. The productivity standards principles are concept where the relative employee share were kept to be constant, nominal wages increase are in limited ranges, or labor cost increase should be maintained within the limit of value added per employee growth on company level.
Ideally, productivity improvement on the company level should be performed on the company level by involving the managers and the entire employees of the company. Social dialog within the company will serve as an important means un productivity improvement. This social dialog comprises generally the transparency and mutual trust among the managers and employees/ the unions. Representatives of both parties will discuss and identify the company operational areas to be targeted in productivity improvement and which also serve as labor standards improvement.. At the end of each discussion, an evaluation should be performed and results and its follow up should be agreed upon. Ideally, the cycle should be repeated on the other department to the extent that in the mid-term time frame the productivity and labor standard improvements would occur.

Kinerja Sektor-sektor Utama Indonesia:

ILO/IOE/CAPE Asia – Pacific Regional Meeting of Employers,
On Competitiveness through Productivity Improvement
(Kuala Lumpur, 14-16 September, 2004)

Country Paper – Indonesia
Performance of Indonesia`s Leading Sectors :
The Productivity Challenges Ahead
(Kinerja Sektor-sektor Utama Indonesia:
Tantangan Pengembangan Produktivitas Kedepan)

By
Didik Prihadi Sumbodo
Vice General-Secretary & Productivity Specialist
The Employers’ Association of Indonesia

Performance of Indonesia`s Leading Sectors

Menurut laporan World Bank tahun 2000, ekspor barang Indonesia ke pasar global berada pada posisi ke 26 dengan pangsa dunia sebesar 10 persen. Oleh karena itu saat ini Indonesia menghadapi dua tantangan besar, yaitu pemulihan ekonomi nasional dan persaingan global.
Masalah krusial dalam pemulihan ekonomi nasional adalah penciptaan lapangan kerja, karena jumlah penggangguran saat ini diperkirakan sudah mencapai 30 juta orang.
Sementara pangsa pasar untuk produk dan jasa yang dihasilkan dunia usaha nasional di pasar global perlu diperluas, karena peringkat daya saing perekonomian Indonesia semakin terpuruk; dari peringkat 37 pada tahun 1999, menjadi peringkat 44 pada tahun 2000, peringkat 49 pada tahun 2001, peringkat 69 pada tahun 2002, dan peringkat 72 pada tahun 2003.
Sektor Industri merupakan sektor unggulan (leading) ekspor non migas, yang memberi sumbangan antara 70% sampai 80 % dari seluruh ekspor Indonesia selama tahun 1993-2003. Perkembangan nilai ekspor industri selama kurun waktu tsb.cukup berfluktuatif dan memberi dampak signifikan terhadap kinerja ekspor total Indonesia.
Pada kurun waktu 1998-2003 yaitu periode pasca krisis perkembangan ekspor industri tumbuh rata-rata 3,36% pertahun, sementara selama kurun waktu yang sama ekspor total Indonesia tumbuh 4,29% pertahun. Begitu pula selama kurun waktu 1993-1998 yaitu periode sebelum krisis, ekspor industri tumbuh 8,68% pertahun dan ekspor total Indonesia pada periode yang sama tumbuh 9,78% pertahun.
Dari keseluruhan ekspor industri, produk Garments dan Textile merupakan produk ekspor utama (leading) Indonesia. Kedua produk ekspor ini memiliki sumbangan sebesar 17,4% dari seluruh ekspor industri pada tahun 2003. Sementara Produk Electronic Apparatus, Palm Oils, Processed Rubber, and Paper & Paper Goods merupakan produk ekspor yang memiliki sumbangan sebesar 23,6% dari seluruh ekspor industri Indonesia.
Ekspor Garments selama kurun waktu 1993-2003 tumbuh rata-rata 2,83% pertahun dan selama periode pasca krisis yaitu 1998-2003 tumbuh sangat signifikan sebesar 6,37% pertahun dengan nilai ekspor pada tahun 2000 sekitar 4737,9 Million US$. Sedangkan Ekspor produk textile sejak tahun 1993 terus mengalami kenaikan hingga puncaknya pada tahun 1998 (4739,6 Million US$). Sementara periode pasca krisis tahun 1998-2003 ekspor Textile terus mengalami penurunan rata-rata minus 7,5% dengan nilai ekspor pada tahun 2003 sebesar 3064,6 Million US$.
Perkembangan ekspor hasil pertanian Indonesia pasca krisis mengalami penurunan pada tahun 1998 (3653,5 Million US$) hingga 1999 (2901,5 Million US$), sementara mulai tahun 2001, 2002 dan 2003 menunjukkan kecenderungan meningkat. Beberapa produk unggulan agriculture antara lain Shrimps, Cocoa Beans, and Fish. Selama kurun waktu 2000-2003 ekspor shrimps terus mengalami penurunan rata-rata minus 3% pertahun. Penurunan ekspor produk agriculture ini terjadi karena produk agriculture Indonesia kalah bersaing dengan di pasar ekspor dengan produk pertanian dari negara China, Malaysia dan Thailand.
Negara tujuan ekspor utama Indonesia adalah Jepang dengan kontribusi 22 % pada tahun 2003 (13,603,4 Million US$), ASEAN dengan kontribusi 17% (10,725 Million US$), United State dengan kontribusi 12% (7,373.7 Million US$), dan Eropa dengan kontribusi 13% (7`956.7 US$). Dari segi peluang dan kecenderungan pertumbuhan ekspor selama kurun waktu 1993-2003 antara lain ekspor ke ASEAN yaitu Malaysia (tumbuh rata-rata 12,5% pertahun, Thailand (tumbuhn10,52% pertahun); ekspor ke Australia (tumbuh 9,77% pertahun); ekspor ke Spain (tumbuh 9,46% pertahun); dan ekspor ke negara-negara Afrika (tumbuh 9,95% pertahun).
Selama kurun waktu 1993-2003 rata-rata pertumbuhan ekspor Indonesia tumbuh 4,49% pertahun dengan nilai ekspor total 61,058,3 Million US$ pada tahun 2003. Sementara selama kurun waktu yang sama yaitu 1993-2003 rata-rata pertumbuhan impor tumbuh 8,96% pertahun dengan nilai impor total 32,550.7 Million US$ pada tahun 2003. Pertumbuhan penetrasi barang impor ke Indonesia terutama terjadi selama kurun waktu 2000-2003. Hal ini terjadi karena meningkatnya kebutuhan domestik, produk impor lebih murah karena beberapa negara nenetapkan praktek dumping dengan memberi subsidi bagi produk-produk ekspor negara tsb.; dan membajirnya produk-produk impo yang masuk lewat penyelundupan..
Globalisasi dan perdagangan bebas menuntut adanya keterbukaan ekonomi suatu negara terhadap kegiatan perdagangan antar negara. Bagi Indonesia ekspor diharapkan menjadi penggerak pertumbuhan ekonomi namun hingga saat ini belum optimal. Salah satu penyebabnya adalah kondisi dalam negeri yang masih belum stabil dan kegiatan ekspor masih dipengaruhi kondisi pasar di luar negeri khususnya negara tujuan ekspor yang mengalami kondisi ekonomi stagnasi seperti Amerka Serikat dan Jepang.
Untuk meningkatkan pertumbuhan ekspor Indonesia, telah ditempuh antara lain menghilangkan hambatan di bidang ekspor, kebijakan deregulasi yang mendorong keunggulan ekspor, diversifikasi komoditi ekspor dan diversifikasi negara tujuan ekspor, meningkatkan standar mutu produk. Selain itu untuk meningkatkan daya saing terutama produk ekspor utama Indonesia di pasar internasional yaitu dengan meningkatkan berbagai produktivitas tenaga kerja. Dengan meningkatkan produktivitas pekerja, produk dan jasa yang dihasilkan akan lebih kompetitif sehingga berdampak positif terhadap perkembangan usaha dan penyerapan tenaga kerja.
Inisiatif APINDO untuk meningkatkan Produktivitas dan Competitiveness
Untuk meningkatkan daya saing (competitiveness) baik pada pasar lokal maupun internasional, APINDO telah melakukan dan sedang mengupayakan beberapa tindakan (action) baik pada tingkat makro (policy bekerjasama dengan pemerintah) maupun pada tingkat mikro antara lain :
1. Melakukan penelitian kebijakan (policy research) untuk mengevaluasi berbagai peraturan daerah (PERDA) yang kontradiktif dan kontra-produktif yang dapat menghambat pertumbuhan dan investasi industri, menyebabkan biaya ekonomi tinggi sehingga menyebabkan harga jual produk domestik menjadi lebih mahal dibanding dengan harga internasional.
2. Menggalang kerjasama dengan Departement Keuangan Indonesia untuk merancang draft tentang reformasi pajak dalam rangka meningkatkan iklim investasi yang menarik, menyederhanakan administrasi dan birokrasi perpajakan, rancangan pemberian insetif pajak bagi pembayar pajak yang patuh, serta menghilangkan prosedur yang berpeluang terjadinya koropsi dan kolusi.
3. Bekerjasama dengan Departemen Perhubungan, Departemen Perindustrian dan Perdagangan untuk melakukan Penelitian Kebijakan (policy research) dalam rangka meningkatkan produktivitas pelabuhan-pelabuhan utama di Indonesia, melalui pengkajian berbagai kebijakan dan prosedur yang menghambat kegiatan ekspor dan impor.
4. Bekerjasama dengan Departemen Tenaga Kerja untuk menyususun dan mereview berbagai draft Undang-Undang Ketenagakerjaan, Peraturan Menteri dalam rangka menciptakan iklim usaha dan iklim kerja yang transparan dan produktif. Selain itu APINDO secara proaktif melakukan pencegahan dan penolakan beberapa Peranturan Menteri Tenaga Kerja yang kontradiktif, mengahmabt dan merugikan kelangsungan dunia usaha.
5. Bekerjasama dengan Lembaga Penelitian untuk mengadakan penelitian metoda pengupahan (Upah Minimum Propinsi) dan mengusulkan kepada Pemerintah dan Serikat Pekerja tentang penetapan upah minimum dan upah rata-rata ditetapkan pada tingkat perusahaan dengan mempertimbangkan kemampuan dan kelangsungan perusahaan.
6. Dalam rangka meningkatkan daya saing internasional dan meningkatkan efisiensi dan produktivitas perusahaan, APINDO telah me-launching GLOBAL COMPACT, membentuk Komite Apindo-Global Compact untuk secara aktif mensosialisasikan, mengadakan berbagai seminar, melakukan pendidikan dan melakukan asistensi bagi perusahaan-perusahaan di Indonesia dalam rangka penerapan Global Compact.
7. Bekerjasama dengan Departemen Tenaga Kerja, Kamar Dagang Indonesia dan dibantu dengan beberapa lembaga internasional di Indonesia, telah merintis terbentuknya Lembaga Produktivitas yang bersifat Nasional yang diprakarsai oleh dunia usaha di Indonesia. Kegiatan utama dari task force yang mempersiapkan lembaga tsb. Saat ini antara lain membangun awareness melalui berbagai kegiatan seminar, menyususun strategic plan, menerbitkan news letter; membangun metodologi pengukuran Total Factor Productivitas (TFP) maupun Partial Factor Productivity (PFP) serta melakukan research produktivitas pada beberapa sektor industri pengolahan untuk merumuskan Upah Minimum Regional dan kenaikan berkala berdasarkan tingkat produktivitasnya.
8. Untuk membangun capablilitas pelaku bisnis dan pekerja, APINDO telah memprakarsai dan mendorong peningkatan produktivitas pada tingkat individu melalui berbagai program pelatihan tentang technical, skill managerial, industrial relation , safety- Health and Environment, serta kerjasama program pengayaan pengalaman (experiencing) dengan berbagai institusi lokal dan international.

Deklarasi Berdirinya IKANA

DEKLARASI BERDIRINYA

IKATAN ALUMNI NICC-APINDO

The Declaration of the Establishment of 

NICC-APINDO Alumni Association (IANA)

In regards of the following considerations that:

¨         Bahwa untuk meningkatkan dan memperkuat peran serta organisasi pengusaha dalam kemajuan perekonomian bangsa, perlu dilakukan pengembangan sumberdaya manusia dan pembinaan hubungan industrial yang lebih baik.

·        In order to increase and strengthen the role of employers’ association in advancing national economy, it is regarded essential to develop human resources and maintain better industrial relations.

¨         Bahwa APINDO (Asosiasi Pengusaha Indonesia) dan NICC (Nikkeiren International Cooperation Center) -Japan Business Federation, telah bekerjasama dalam penyelenggaraan pelatihan sumberdaya manusia di Jepang bagi para fungsionaris dan calon pemimpin perusahaan anggota APINDO.

·        APINDO (Indonesia Employers’ Association) and NICC (Nikkeiren-Keidanren International Cooperation Center) have developed cooperation in conducting training programs in Japan for APINDO officials and future leaders of enterprises registered as APINDO members.

¨         Bahwa para alumni peserta pelatihan NICC-APINDO telah menerapkan pengetahuan dan pengalamannya  di tempat kerja masing-masing,  serta telah menduduki jabatan yang strategis di organisasinya.  

·        Alumni of NICC-APINDO training programs have applied their knowledge, skills and experience in their own workplaces, and held strategic positions in their organisations as well.

¨         Bahwa potensi besar para alumni NICC-APINDO perlu terus ditumbuh-kembangkan dalam suatu wadah agar lebih fokus dalam memberikan kontribusi positif kepada praktek pembangunan sumberdaya manusia dan manajemen perusahaan secara nasional.

·        It is necessary to keep on nurturing and developing the high potensials of NICC-APINDO alumni in an organization so as to be more focused on delivering positive contributions to the practices of human resources and enterprise management development in Indonesia.

Menyadari pentingnya wadah bagi para alumni pelatihan NICC-APINDO, dengan didasari atas keinginan luhur serta dengan tetap berserah diri kepada Tuhan Yang Maha Kuasa, kami mendeklarasikan berdirinya IKATAN ALUMNI NICC-APINDO.

By realizing the needs to institutionalize an organization for NICC-APINDO training alumni, we hereby declare the establishment of NICC-APINDO Alumni Association.

Semoga Tuhan Yang Maha Kuasa meridhoi usaha kita bersama untuk kemajuan bangsa dan negara.

May God the Almighty bless our sincere will and endeavours to advance our country and nation.

Jakarta, 27 November 2006

Kami yang Mendeklarasikan :

Declared by:

            Nama                                                   Alumni             Tanda

                                                             Program          Tahun             tangan

HARI PRASETYO

NAUFAL MAHFUDZ

DIDIK PRIHADI SUMBODO

ZAKY ABDULLAH

MASRANA

ADJIE SAPTA

ANTONIUS ROESTIAWAN

TOMAS ARISTA

ANITA SEMBIRING

NURDIN S. ASMASUBRATA

KUSAHERI

KUSWATIM

SURYA FITRI

SRI WINARNI

RINA

EVA SURYANI

SUWARDJA

ARIEF SEMPURNO

……..

……..

DST..DST

(ISI SENDIRI YA………)

Menyaksikan:

Witnessed by:

Apindo                                                 NICC-JBF

Sofyan Wanandi                                Toshio A. Suzuki

     Ketua Umum                                 Executive Advisor