Biofarma is ready to compete in the global pharmaceutical industry map with the support of reliable human resources from various disciplines. Bio Farma's human resources are professionals who have the competence and expertise from educational backgrounds in domestic and abroad, and have unique competencies in the latest pharmaceutical technology, especially biotechnology & life science.

   In an effort to improve employee competencies, Bio Farma upholds the application of the principle of equal opportunity for all employees to participate in education, training and career development programs through formal education in Magister, Doctoral programs and training programs, seminars, workshops and assignments both in domestic and abroad. 

Our Employee

     The company provides equal opportunities between gender, for each level in the program of development and improvement of employee career levels. Increasing employee competencies is carried out through the development of learning & development solutions.

     In addition, the Company also transformed information technology-based HR management patterns. The future challenge for Bio Farma is to change and encourage human resources from the comfort zone to be ready to transform in the face of competition in the ASEAN Economic Community (AEC).

Career Development

       Bio Farma provides equal opportunities for all employees, both men and women, to develop careers and achieve the highest career path as long as they meet the required competencies and performance.

        In addition to vertical career development opportunities, each employee also has the opportunity to get rotations in order to add insight, competence and develop existing potential. Rotation could be done as job assignments from superiors or volunteering to occupy positions that are needed in other divisions / units through internal recruitment patterns.

Training and Development

      Bio Farma provides equal opportunities to all employees to improve competency by attending education and training that includes improving skills, knowledge and leadership competencies. The training included Update Good Manufacturing Practices (GMP), Environment Health & Safety Behavior, Character Building Training, Executive English Classes with Native Speaker, Public Speaking, Career Transition Programs, Leadership for the Next Leader, Work Load Analysis, Business Process Mapping, Communication Skill, Microsoft Office, Presentation Skill, Customer Service Orientation.

      The company also sends several employees to attend a long-term training program for 1 month to 1 year regarding Biotechnology, Research & Development, Lifescience, Global Cold Chain, etc. abroad in accordance with the Company's needs in the future. Long-term training program located at the World Health Organization (WHO), University of Melbourne Australia, Utah State University – USA, Biken Institute of Japan, Korea and Turkey Institute Vaccine International (IVI), etc.

Employee Prosperity

   Employee welfare continues to be improved in line with the growth achieved by the Company. Remuneration received by employees is an employee payroll system formulation which is stated in a certain grade and position level.

Bio Farma guarantees that minimum grade 17 has been paid above the Provincial Minimum Wage (UMP) set by the government. In the remuneration system implemented, the Company sets a basic salary standard that is relatively high compared to the minimum wage standard. In addition, the company also does not differentiate the remuneration treatment for male and female employees at all levels of office.

Employee Reward

     The company provides rewards for employees who have served as a form of appreciation for employees who have high achievement, dedication and professionalism.

      Bio Farma has provided several exemplary employee awards in the form of hajj and umrah fees, awards for work and 20 years of service and blood donor awards.

 

Appreciation for Pension

    Bio Farma pays attention to employees who would enter full age. Employees who have reached the age of 56 are entitled to receive normal pensions in accordance with Company regulations. The company provides compensation to retired employees in the form of award money, severance pay and retirement savings managed by the Jiwasraya Financial Institution Pension Fund.

     Before undergoing a normal retirement, employees are given a post-retirement preparation training program which includes readiness of mental, entrepreneurial knowledge and investment. After serving 1 (one) year of retirement the Company provides advanced training on business coaching for 2 (two) days.

Industrial Relations

    The right of association and assembly is agreed and respected together in the corridor of the rights and obligations of employees and the prevailing laws and regulations. In accordance with the Manpower Act No. 13/2003 and international regulations, namely the ILO Convention 87 and 98, employees have the freedom of establishing an organization as a forum to bridge industrial relations between employees and management.

Responsibility to Employee

    Bio Farma has a social responsibility towards its employees, which is carried out by creating a safe and comfortable work environment, ensuring and enhancing employee’s Occupational ahealth and Safety (OHS). This OHS management has become a corporate culture, this is evidenced by the Zero Accident Award and OHSAS 18001:2007 certificate since 2006, which could be continuously maintained.

     In order to implement balance in work, Bio Farma has accommodated and implemented activities to implement a healthy work environment through the Work-Life Balance (WLB) program. This aims to create a strong bond between employees and the company, and improve the quality of life of employees to be better and healthier, balance between work, family, social and work environment. WLB activities include Spiritual Development, namely the provision of religious facilities (Annur Mosque); Physical Development, namely the provision of sports facilities (bicycle, yoga, fitness); Development of Arts & Culture, namely the provision of musical training facilities (angklung, choir); Family Development, namely the implementation of employee and family recreation; Lactation facilities.

     The implementation of the work-life balance is expected to improve a healthy and more productive work environment.

     Work-life balance is a concept of balance in all aspects of life: work, personal time, family, spiritual needs, and social life. The goal is to balance and be fully responsible to one’s work, family, personal time, and social life to contribute and serve better.. Bio Farma recognizes that employee health is not merely a physical measure, but also mental. In 2014, Bio Farma formed the Healthy Living Paradigm Team responsible to formulate the Healthy Living Paradigm for Bio Farm Employees and evaluate its implementation.

Five Aspects of Healthy Living Paradigms

1. Personal life
2. Work
3.Worship
4. Family and Community
5. Culture.

Aspects of the Paradigm are consistent with of the principle “dedicated to improve the quality of life.” In addition to improving the quality of life of the public, the Company places equal attention on Sound, Harmonious, and Active employees.

Work Life
Balance

Health, Safety and Environment

    Bio Farma’s success in implementing OHS is reflected by its OHSAS 18001: 2007 Occupational, Health, and Safety Management System Certificate.

     In addition to the OHSAS 18001: 2007 Certificate, Bio Farma has been awarded the Zero Accident Award for three consecutive years in recognition of zero recorded accidents in its premises by the Ministryof Manpower and Transmigration of the Republic of Indonesia. By optimizing its OHS Management System and implementation, Bio Farma aims to create a safe, comfortable, and healthy workplace with zero occupational accidents and illness so as to improve its production and national productivity.

     Bio Farma has formed the OHS Supervisory Committee to ensure a physically and mentally fit workforce by identifying, analyzing, assessing, and controlling hazardous potentials of equipment, materials, processes, procedures, and environment based on the application of science, technology, regulations, and OHS principles. OHS system established involves active participation of every party to reduce and prevent occupational accidents and illnesses that thus creates a safe, efficient, andproductive workspace.

   OHS implementation is expected to reduce lost man hours due to occupational accidents, materiallosses, deaths, and create an efficient and productive workspace.

Implementation of Health, Safety and Environment

Implementation of Health, Safety and Environment

Bio Farma clearly supports OHS in order to increase awareness and compliance with the fulfillment of OHS norms, increase the participation of all parties to optimize the implementation of OHS culture in the company environment. Thus, implementing OHS is expected to be able to prevent or reduce workplace accidents, occupational diseases and other dangerous events.

One of the efforts that Bio Farma has done is the implementation of OHS by conducting socialization of the implementation of activities that involve all aspects of the company directly, such as monitoring OHS activities and routinely conducting safety patrols to each section. For the community, Bio Farma through TTD is directly involved in providing assistance and handling for victims of natural disasters, such as the handling of Merapi disasters, flash floods, tsunami disasters, landslides, and flood disasters.

Occupational Health and Safety (OHS)

Bio Farma continues to implement an occupational health and safety management system that is in line with international standards; OHSAS 18001:2007. OHS management is handled by the Health, Safety and Environment Division. This division monitors implementation of the management system for the environment and OHS within Bio Farma.
In addition, Bio Farma has also established an Occupational Health and Safety Guidance Committee Team (P2K3), as well as an Emergency Response Team (TTD). To ensure the effectiveness of the emergency response system, the emergency response procedures are periodically tested with the intention of assuring they are clearly understood and that all employees are capable of implementing these responses in an emergency. Emergency Drills and Simulations are conducted once every two years and involved all the company’s personnel and the communities in the company’s vicinity.

To ensure the health of employees, health monitoring is regulated in the 100K-SIS-08 Standard Procedure on Employee Health Monitoring, which is applied to eliminate potential sources of contamination from employees and also to protect employees from harm while in the Bio Farma environment.

In addition to monitoring employee health, food catering is also monitored by the Company to meet employees’ meals (lunch) in accordance with applicable laws and regulations. The procedure is governed by Standard Procedure 236K-MonC-01. The work environment throughout the company area is measured, with parameters measured including noise and light intensity.