Press Release: Dayalima Group Indonesia Rayakan 25 Tahun Keunggulan, Perkuat Komitmennya dalam Pengembangan Sumber Daya Manusia dan Memenuhi Kebutuhan Klien yang Berubah

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Dayalima Group, konsultan pengembangan sumber daya manusia terkemuka di Indonesia, merayakan ulang tahun ke-25 dan memperkuat komitmennya dalam pengembangan sumber daya manusia dan pembinaan kepemimpinan. Sebagai bagian dari upayanya yang berkelanjutan untuk bertransformasi sesuai dengan kebutuhan bisnis yang dinamis dari klien Indonesia, multinasional, dan globalnya, grup ini menandatangani Memorandum of Understanding (MoU) untuk bermitra dengan Great Place To Work® ASEAN dan Australia-Selandia Baru (ANZ). Kemitraan ini akan bermanfaat bagi Dayalima Group untuk meningkatkan upaya pengembangan sumber daya manusia dan kliennya.

Dayalima Group telah membantu lebih dari 1.350 organisasi, 120.000 eksekutif, dan profesional dalam merancang dan mengimplementasikan program pengembangan sumber daya manusia yang strategis. Dengan pemahaman yang mendalam tentang tantangan yang dihadapi organisasi, grup ini merumuskan solusi yang disesuaikan dengan tantangan tersebut.

Pada tonggak 25 tahunnya, Dayalima Group menegaskan kembali komitmennya untuk terus menyelaraskan diri dengan lebih baik untuk melayani kliennya, memanfaatkan peluang baru, dan mendorong pertumbuhan berkelanjutan di pasar yang terus berkembang. “Strategi pasar kami akan memastikan bahwa kami akan terus berinovasi dan adaptif terhadap kebutuhan yang berubah dari klien kami. Dengan cara ini, kami dapat memberikan nilai terbaik dan membantu mencapai tujuan strategis mereka,” kata Abianti Riana, CEO Dayalima Recruitment, atas nama Dayalima Group. Grup ini juga akan terus menjadi perusahaan sosial untuk mendukung pengembangan sumber daya manusia di Indonesia. “Kami percaya bahwa berinvestasi dalam pendidikan dan pelatihan sumber daya manusia dan Indonesia akan mempercepat negara menuju kemakmuran dan keberlanjutan,” kata Abianti.

Dayalima Group memberikan layanannya melalui pusat penilaian yang terkenal, proses seleksi dan perekrutan yang komprehensif, inisiatif pembelajaran berbasis nilai yang berdampak, dan program transformasi pribadi dan organisasi. Grup ini secara aktif terlibat dengan klien, menyusun solusi bisnis dan kepemimpinan terintegrasi yang selaras dengan kebutuhan dan tujuan unik klien. Grup ini juga bermitra dengan pakar materi dan inovator dari berbagai bidang dan platform teknologi di seluruh dunia untuk terus berada di garis depan pengetahuan dan keahlian.

Hari ini menjadi tonggak penting bagi Dayalima Group dengan menandatangani Memorandum of Understanding bersama Great Place To Work® ASEAN dan Australia-Selandia Baru (ANZ) sebagai bagian dari otoritas global tentang budaya kerja. “Kami merasa terhormat untuk bermitra dengan Great Place To Work® ASEAN dan berkontribusi pada pengembangan sumber daya manusia di Indonesia. Kemitraan ini juga menunjukkan komitmen Dayalima Group untuk lebih meningkatkan standar layanan yang kami berikan kepada klien, memperluas jangkauan kami, dan memantapkan posisi kami sebagai pemain kunci di ruang konsultasi sumber daya manusia dalam skala yang jauh lebih besar,” kata Yuri Yogaswara, CEO Daya Dimensi Indonesia, anak perusahaan Dayalima Group.

Kerjasama ini akan memungkinkan Dayalima Group untuk memberdayakan perusahaan untuk meningkatkan reputasi mereka, menghimpun talenta unggul, dan memupuk budaya keterlibatan dan keunggulan. Great Place To Work® adalah otoritas global tentang budaya kerja dan membawa serta tiga puluh tahun penelitian dan data untuk membantu setiap perusahaan menjadi tempat kerja yang hebat bagi semua. Bersama-sama, Dayalima Group dan Great Place To Work® ASEAN Australia-Selandia Baru (ANZ) akan mendorong kesuksesan organisasi dan berkontribusi pada kemajuan ekonomi di Indonesia.

“Dengan senang hati, kami mengumumkan kemitraan dengan Dayalima Group untuk meningkatkan kehadiran dan pengaruh kami di Indonesia. Dengan pengalaman 25 tahun dalam konsultasi pengembangan sumber daya manusia, Dayalima Group sangat siap untuk berkontribusi pada misi mereka membangun Indonesia yang lebih baik melalui pengembangan kepemimpinan dan talenta. Dengan menggabungkan keahlian, sumber daya, dan pengetahuan pasar, kami yakin akan mampu mengubah kondisi tempat kerja dan membuat dampak positif pada kehidupan karyawan di negara yang berkembang pesat ini. Bersama-sama, kami akan menavigasi seluk-beluk lanskap bisnis Indonesia dan memberikan hasil yang nyata bagi organisasi dan angkatan kerja mereka,” kata Evelyn Kwek, Managing Director Great Place To Work® ASEAN dan Australia-Selandia Baru (ANZ).

Daftar Pemenang Best Workplaces™ Great Place To Work® ASEAN dan ANZ di Indonesia tahun 2023
Great Place To Work® ASEAN dan Australia-Selandia Baru (ANZ) akan mengadakan selebrasi penghargaan selama acara perayaan 25 tahun Dayalima Group, untuk mengumumkan daftar Best Workplaces™ mereka di Indonesia. Para penerima penghargaan terdiri dari perusahaan-perusahaan di bawah ini, dalam urutan abjad.

Accenture Indonesia
Capella Ubud
Coats Indonesia
Deloitte Indonesia
DHL Express Indonesia
DHL Supply Chain Indonesia
DHL Global Forwarding Indonesia
Dow Indonesia
Hilton Indonesia
Luminary
SC Johnson
PT Becton Dickinson Indonesia
PT Ericsson Indonesia
PT Syngenta Seed Indonesia
PT Telkom Indonesia (Persero) TBK

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The data science behind this list from Great Place To Work®

Great Place To Work® has been surveying employees around the world about their workplace experiences for 30 years. We have developed a set of themes and metrics that not only predict whether employees feel their workplace is great, but predict retention, agility, and overall business success.  

Using our proprietary Trust Index™ survey, we measure the core of what we know creates great workplaces — key behaviors that drive trust in management, connection with colleagues, and loyalty to the company.  

The survey enables employees to share confidential quantitative and qualitative feedback about their organization’s culture by responding to 60 statements on a five-point scale and answering two open-ended questions.

Employees tell us whether leaders are accessible, communicate honestly and clearly, and if their actions match their words. They tell us whether they feel respected as individuals, if they receive training benefits, appreciation, support for their well-being and opportunities to contribute. They tell us whether they believe their company is fair related to pay, profits, promotions, recognition, favoritism and opportunities. They tell us if they are proud of their work, their team, and their company, and if they feel they make a difference and their work is meaningful. And they tell us whether they enjoy the people they work with, feel cared for and can be themselves.  

List rankings are based on this employee feedback, which we analyze to determine the extent to which this experience is shared by the full workforce. Great Place To Work measures the differences in survey responses across demographic groups and roles within each organization to assess both the quality and consistency of the employee experience. Statements are weighted according to their relevance in describing the most important aspects of an equitable workplace. 

The best companies create great work experiences not just for management, but also for their part-time employees on the front lines, for those who’ve just joined and those who’ve spent their whole career there, for every race and ethnicity, gender, neurotype, or other demographic in the organization – we look at it all. Companies with the broadest set of employees who report positive workplace experience receive the highest rankings on lists.

In addition to analyzing employee feedback, for National List’s for companies in the Medium and Large size categories, we also consider what a company can tell us about their programs and workplace strategy. Each company also answers six essay questions that provide greater insight into how, and why the organization is great for all people. Responses are rigorously evaluated and cross-reviewed according to Great Place To Work’s research-driven criteria. From what companies share in datapoints and essays, we identify the organizations that offer the most generous, caring and innovative cultures that reflect a genuine commitment to meet the diversity of their people’s needs inside and outside the workplace as validated by what employees themselves report in survey results.
Where an industry list is being revealed (i.e. Healthcare, Technology) additional information provided from an organization in the form of a culture audit will not be considered; rather we analyze employee feedback from the Trust Index survey with the above methodology.

Because employee feedback drives these rankings, surveys must meet strict requirements for how they are distributed and the percentage of employees who respond to ensure they accurately represent honest feedback from the company’s full population. To be eligible for the list, companies must be Great Place To Work Certified™, have 10 or more employees in the country they are being Certified, and be operating in the industry relevant to a specific Industry list if applicable (i.e. Healthcare, Technology). If categories are being listed within a National list, category break downs are as follows: Companies with 10-29 people were considered for the Micro category; those with 30 to 99 people for the Small category; companies with 100 to 999 employees were considered for the Medium category; and those with 1,000 or more for the Large category. Some lists in certain countries may combine categories in which case that will be specified in the list breakdown.
While essay responses provide important context for rankings, only survey data can garner a list placement.

The data science behind this list from Great Place To Work®

Great Place To Work® has been surveying employees around the world about their workplace experiences for 30 years. We have developed a set of themes and metrics that not only predict whether employees feel their workplace is great, but predict retention, agility, and overall business success.  

Using our proprietary Trust Index™ survey, we measure the core of what we know creates great workplaces — key behaviors that drive trust in management, connection with colleagues, and loyalty to the company.  

The survey enables employees to share confidential quantitative and qualitative feedback about their organization’s culture by responding to 60 statements on a five-point scale and answering two open-ended questions.

Employees tell us whether leaders are accessible, communicate honestly and clearly, and if their actions match their words. They tell us whether they feel respected as individuals, if they receive training benefits, appreciation, support for their well-being and opportunities to contribute. They tell us whether they believe their company is fair related to pay, profits, promotions, recognition, favoritism and opportunities. They tell us if they are proud of their work, their team, and their company, and if they feel they make a difference and their work is meaningful. And they tell us whether they enjoy the people they work with, feel cared for and can be themselves.  

List rankings are based on this employee feedback, which we analyze to determine the extent to which this experience is shared by the full workforce. Great Place To Work measures the differences in survey responses across demographic groups and roles within each organization to assess both the quality and consistency of the employee experience. Statements are weighted according to their relevance in describing the most important aspects of an equitable workplace. 

The best companies create great work experiences not just for management, but also for their part-time employees on the front lines, for those who’ve just joined and those who’ve spent their whole career there, for every race and ethnicity, gender, neurotype, or other demographic in the organization – we look at it all. Companies with the broadest set of employees who report positive workplace experience receive the highest rankings on lists.

In addition to analyzing employee feedback, for National List’s for companies in the Medium and Large size categories, we also consider what a company can tell us about their programs and workplace strategy. Each company also answers six essay questions that provide greater insight into how, and why the organization is great for all people. Responses are rigorously evaluated and cross-reviewed according to Great Place To Work’s research-driven criteria. From what companies share in datapoints and essays, we identify the organizations that offer the most generous, caring and innovative cultures that reflect a genuine commitment to meet the diversity of their people’s needs inside and outside the workplace as validated by what employees themselves report in survey results.
Where an industry list is being revealed (i.e. Healthcare, Technology) additional information provided from an organization in the form of a culture audit will not be considered; rather we analyze employee feedback from the Trust Index survey with the above methodology.

Because employee feedback drives these rankings, surveys must meet strict requirements for how they are distributed and the percentage of employees who respond to ensure they accurately represent honest feedback from the company’s full population. To be eligible for the list, companies must be Great Place To Work Certified™, have 10 or more employees in the country they are being Certified, and be operating in the industry relevant to a specific Industry list if applicable (i.e. Healthcare, Technology). If categories are being listed within a National list, category break downs are as follows: Companies with 10-29 people were considered for the Micro category; those with 30 to 99 people for the Small category; companies with 100 to 999 employees were considered for the Medium category; and those with 1,000 or more for the Large category. Some lists in certain countries may combine categories in which case that will be specified in the list breakdown.
While essay responses provide important context for rankings, only survey data can garner a list placement.