Company Profile

Created with love, and passionate artistic side for Various patisserie, The Harvost is
today's largest Eurosian - European style bakery & pastry shop chain in Indonesia

Established in 2015, The Harvost is the pioneer in Eurosian and European style pastry
shop chain in Indonesia. With promising prospects in the future—having more than
50 stores and growing in both major and small cities of Indonesia, The Harvost steadily
delivers and keep proving promise to provide not only good quality,
but a senses of luxury and magnificent service to its stakeholders at large.

harvost
 Company Profile
The Harvost keep improving throughout the years through a dynamic research and
development a long with the progressive promise of superior product quality,
Sensational product presentations with inventive packaging and exceptional service
standards. The Harvost innovative and artistic approach drives the brand to create
many opportunities of collaboration with many outstanding people—become not only cakery,
but also impactful company for our society.

Become the great company without forgetting our purpose as human being—become a
bless for the society

harvost
 VISION

To Become the Leading and Preferred

Cakery in Indonesia 2024

harvost
 MISSION
Serve only high-quality cakes for our customer
Constantly provide outstanding customer service
Providing the positive work environment to our employees

harvost
 Value Chain
Company Infrastructure
Support Activities

Finance and Legal Service

Human Resource Management

Personalia, Recruitment and Selection, Training

Research and Development

Create New Menu and Innovation

Procurement

MARGIN
Inbound Operations Outbond Marketing After Sales
Logistics Logistics and Sales Service

to pricing the product

college the raw to produce the raw to display the product, to giving hospitality,
and to promote the
material and material and do the package the product and cleanlines and fast
product using social
supporting material quality control to the to deliver the product respon to customer
media, website and
from supplier product to customer need
also in outlet

Primary Activities

harvost
 Business Process
Supply Mixing Raw Take
Baking Delivery
Collection Material Away

Payment Packaging
by Transfer
Decorating

Debit
Order
Take Display Payment
a Picture on Shelf

Cash

Website

Request Catalog

Social
Media

harvost
 Organizational Structure
Hikmatullah
CEO

Pradna C.R Mega S.M Krystele A Athaya R.F

HR CMO CFO COO

Sebastian Salsabila M Navissa U Steffani D.N

Recruitment Training Manager Payroll Manager Legal Manager Manager Treasury Manager Book Keeper Manager Internal Operation External Operation
Manager Manager Manager

Melati S.K
Recruitment Training Supervisor Payroll Supervisor Legal Supervisor Marketing Supervisor Sales Supervisor Treasury Supervisor Book Keeper Supervisor Internal Operation Eksternal Operation
Supervisor Supervisor Supervisor

Staff Staff Staff Staff Staff Book Keeper Staff Procurement Staff
Staff Treasury Staf Delivery Staff

Customer Transaction Staff Baking Staff Packaging Staff

Service Staff

Decoration Staff

harvost
 COMPANY VALUE

Ambitious - Customer Focused - Proffesionality

harvost
 Company Value & Core Competencies
Company Core Competency
No Value Description Keywords
Value Competencies Description

Hard work, according to A will and extra effort to get a

Optimizing standard and effort from
standards, resource Achievement orientation great achievement and reach
1 Ambitious every company's component to reach
optimization, their working target
the standard
improvement

Resolve customer
Customer Commit to listen and respond positively Customer Service prioritize service and
problems, fulfill customer
2 Focused to customer wants and needs Orientation solution for solving
desires
customer's problem

Prioritizing company,
Adjustable to work situation and adjust behavior to
engaging with all aspect of professional company needs,
3 Professionality practice, and work collegiately with all dedicated to
components of company successfulness,
accountable
Concerns over the clarity,
quality and carefulness over
Organizational
their task, and working
Commitment
performance for company
successness

harvost
 List of Functional Competencies
No Functi Competencies
Competencies Definition
on

3 G. Analytical Ability to understanding a certain situation with breaking it down into smaller and much specified
Finance
Thinking (AT) pieces or observing, and analyzing each phases in certain situation based on their experience

H. Concern for
Quality & incentive to assure and minimize the uncertainty that related to the work, the quality, and
Order (CO) conscientiousness

· Mastering a specific skills related to their division, also be able to develop and share knowledge that
I. Expertise (EXP)
related to the other's task

4 J. Interpersonal Ability a person possesses to understanding things who's not explicitly mentioned within verbal
HRD
Understanding (IU) conversation such as feelings, their wants, even motives and mind.

Ability to control ourselves entirely from any negative act in any condition nor situation, especially
K. Self-Control
the undesirable one
(SCT)

L. Impact & Influence

Actively applying a persuasive act and influencing other people so they will bend into their plan
(IMP)

harvost
 List of Functional Competencies
Competencies Definition
No Function Competencies

1 A. Conceptual Thinking
Operation · Ability to understanding a certain situation or problems by seeing it as a whole big picture
(CT)

Mastering a specific skills related to their division, also be able to develop and share knowledge
B. Expertise (EXP)
that related to the other's task

Ability to understanding a certain situation with breaking it down into smaller and much specified
C. Analytical Thinking (AT)
pieces or observing, and analyzing each phases in certain situation based on their experience

2 D. Relationship Building
Marketing Effort to building up social relationship or network and keep it warm and familiar
(RB)

E. Information Seeking Have extra effort to collect proper information for the task they're given or a decision making
(INFO) process

A motivation to act more than their working environment required them to be, actively initiating an
F. Innitiative ( INT )
improvement without any direct command.

harvost
 Matriks
FUNCTIONAL COMPETENCY OPERATION MARKETING FINANCE HR

A. Concern for Quality & Order (CO) - - + -

B. Expertise (EXP) + - + -

C. Analytical Thinking (AT) + - + -

D. Impact & Influence (IMP) - - - +

E. Information Seeking (INFO) - + - -

F. Innitiative ( INT ) - + - -

G. Conceptual Thinking (CT) + - - -

H. Relationship Building (RB) - + - -

I. Self-Control (SCT) - - - +

J. Interpersonal Understanding (IU) - - - +

harvost
 Managerial Competencies

JOB LEVEL Managerial

NO Competency Description
Competencies

1. A will to teach or supporting

1. DO other's development
1 Manager
2. TL 2. Ability to act as a leader of the
organization

1. A will to teach or supporting

1. DO other's development
2 Supervisor
2. TL 2. Ability to act as a leader of the
organization

harvost
Job Analysis and Job Competence Profil

JOB ID

CLASS: Division:
CEO A Operation 01
CMO,COO,CFO, HR CHIEF B Marketing 02
MANAGER C Finance 03
SUPERVISOR D HR 04
STAFF E

harvost
 Job Analysis
1.) Marketing Manager
JOB ANALYSIS
Job ID C102 Date 3 February 2019
Job Title Marke ng Manager Created by
Job Class Manager C1 Approved by
Job Division Marke ng 02 Revised Date

Summary the Job Descrip on

Planning marke ng strategy and sales in order to achieve the target.

Task & Performa nce Indicator

TASK Performance Indicator (Output)

Evaluate marke ng strategy, based on knowledge of New customers
establishment objec ves, and market characteris cs.
Use sales forecas ng or strategic planning to ensure Monthly sales
the sale and profitability of products and monitoring
market trends. Balancing firm objec ves and customer
sa sfac on.
Authori es
Reject customer’s request based on situation

Work rela onship

Horizontal
Coordinate with: Produc on Manager and Finance Manager

Ver cal
Reports to : CMO

harvost
 Job Competence Profil
Manager
JOB SPECIFICATION
SOFT COMPETENCIES
Core Level Descrip on
Achievement Orienta on (ACH) 7 Taking the risk with careful considera on.
Customer Service Orienta on (CSO) 6 Improve provided product based on
consumer needs.
Organiza onal Commitment (OC) 4 Priori ze company instead of themselves
MANAGERIAL/LEADERSHIP Level Descrip on
Developing Others (DEV) 7 Develop new op ons or training
Team Leadership (TL) 4 Increase effec veness.
Func onal Level Descrip on
Rela on Builiding (RB) 6 O en do social ac vi es / social contacts.
Informa on Seeking 5 Conduct research.
(INFO)
Inni a ve ( INT ) 7 Take an cipatory ac ons in the next 2 -5
years
TECHNICAL / HARD COMPETENCIES
Item Descrip on
Have ability to use analy cal so ware to
Technology Skills make marke ng strategy
Communica ons and Media Knowledge of media produc on,
communica on, and alterna ve ways to
inform and entertain via wri en, oral, and
visual media.
Cri cal thinking Using logic and reasoning to iden fy the
strengths and weaknesses of alterna ve
solu ons, conclusions or approaches to
problems.

WORKING CONDITIONS

harvost
 Job Analysis
2.) Marketing Supervisor
JOB ANALYSIS
Job ID D102 Date
Job Title Marke ng Supervisor Created by
Job Class Supervisor D1 Approved by
Job Division Marke ng 02 Revised Date

Summary the Job Descrip on

Prepare marke ng strategy and controlling employees

Task & Performa nce Indicator

TASK Performance Indicator (Output)

Prepare marke ng strategy and write increasing sales
ac on plans to a ain specific objec ves.
Measure, analyze and control promo on new customers
plan as required.

Authori es
Reject customer’s request based on situa on

Work rela onship

Horizontal
Coordinate with: Sales Supervisor

harvost
 Job Competence Profil
Supervisor
JOB SPECIFICATION
SOFT COMPETENCIES
Core Level Descrip on
Customer Service Orienta on (CSO) 5 Take ac on for improvement
Achievement Orienta on (ACH) 5 Set challenging goals.
Organiza onal Commitment (OC) 3 Express benefits and commitments

MANAGERIAL/LEADERSHIP Level Descrip on

Developing Others (DEV) 5 Reassuring and encouraging
Team Leader (TL) 3 Use authority properly

Func onal Level Descrip on

Rela on Builiding (RB) 5 Some mes making contacts / social
ac vi es.
Informa on Seeking (INFO) 3 Explore about the informa on required
Ini a ve (INT) 6 Take an cipatory ac ons for the next 1 -2
years.
TECHNICAL / HARD COMPETENCIES
Item Descrip on
English Language Able to understand English terms for
marke ng
Great Communica on Supervisors also collaborate with other front-
line managers and company leaders, which
requires the ability to articulate ideas and
listen to those of others.
Sta s cal Analysis Able to analyze sta s cal data promo o n
or sales
Educa onal Background Bachelor Degree of Marke ng
Management

WORKING CONDITIONS

harvost
 Job Analysis
3.) Treasury Manager
JOB ANALYSIS
Job ID C103 Date
Job Title Treasury Manager Created by
Job Class Manager C1 Approved by
Job Division Finance 03 Revised Date

Summary the Job Descrip on

Ac vely control transac on inside and outside to balancing financial condi on

Task & Performance Indicator

TASK Performance Indicator (Output)

Monitoring and managing the organisa on's bank current ra o increase
rela onships and liquidity management
Interest rate risk management and development of me interest earned ra o
risk mi ga on strategies
.

Authori es

approve or decline proposed funding requirement from other division depend on financial statement
Work rela onship
Horizontal
Coordinate with: bookkeeper manager

Ver cal

harvost
 Job Competence Profil
Manager
JOB SPECIFICATION
SOFT COMPETENCIES
Core Level Descrip on
Customer Service Orienta on (CSO) 1 Follow up on needs, requests, consumer
complaints.
Achievement Orienta on (ACH) 7 Taking the risk with careful considera on.
Organiza onal Commitment (OC) 4 Priori ze company instead of themselves
MANAGERIAL/LEADERSHIP Level Descrip on
Developing Others (DEV) 7 Develop new op ons or training.
Team Leader (TL) 4 Increase effec veness.
Func onal Level Descrip on
Analy cal Thinking (AT) 5 Make a plan or analysis complex issue
Exper se (EXP) 6 Middle professional
Concern for Quality & 6 Develop a system.
Order (CO)
TECHNICAL / HARD COMPETENCIES
Item Descrip on
Strategic skills To be responsible for the cash
management strategy of the organiza on,
preparing cash forecas ng models.
Mathema cs Using mathema cs formula to solve
problem
Detail oriented Pays a en on to the details and can make
a conscious effort to understand causes
instead of just the effects.

WORKING CONDITIONS
Item Level Descrip on
Comfort Level High Work in se le indoor facili es with
complete equipment and prepared
schedule

harvost
 Job Analysis
4.) Marketing Staff
JOB ANALYSIS
Job ID To Date
Job Title Marke ng Staff Created by
Job Class Staff E1 Approved by
Job Division Marke ng 02 Revised Date

Summary the Job Descrip on

Infiltrate informa on and actuate the promo on plan

Task & Performance Indicator

TASK Performance Indicator (Output)

infiltrate informa on and deliver it to supervisor that increasing sales
can improve the quality and sales products
Actuate the promo on plan of the product new customer

Authori es

Access to customer data

Work rela onship

Horizontal
Coordinate with: Staff sales

Ver cal
Reports to : Marke ng Supervisor

harvost
 Job Competence Profil
Staff
JOB SPECIFICATION
SOFT COMPETENCIES
Core Level Descrip on
Customer Service Orienta on (CSO) 2 Establish and maintain good
communica on with consumers in order to
gaining the benefit for both par es
Achievement Orienta on (ACH) 3 Being able to set a measure of work
sa sfac on / work performance itself,
there is no need for guidance on
performance from management
Organiza onal Commitment (OC) 2 The model of "being a good organiza onal
ci zen"
MANAGERIAL/LEADERSHIP Level Descrip on
Developing Others (DO) N/A Not Applicable
Team Leader (TL) N/A Not Applicable
Func onal Level Descrip on
Rela on Builiding (RB) 3 Sometimes holding informal contacts.
Informa on Seeking (INFO) 2 make personal observa ons about the
plans that will be carried out
Ini a ve (INT) 3 Fast in crisis.
TECHNICAL / HARD COMPETENCIES
Item Descrip on
English Language Have ability to communicate english to
foreigner with no miss-understanding
Digital/Social Media Have a good awareness in digital media or
social media as part of promo on strategy
Sta s cal Analysis Have ability to analyze data sta s cal ly to
make decision in promo on ac vity
Great Communica on Have ability in communicate with other
people in order to deliver promo on plan

harvost
 Job Analysis
5.) Supervisor Sales
JOB ANALYSIS
Job ID D202 Date
Job Title Supervisor sales Created by
Job Class Supervisor D2 Approved by
Job Division Marke ng 02 Revised Date

Summary the Job Descrip on

Coordinate strategy to sell goods con nually

Task & Performance Indicator

TASK Performance Indicator (Output)

Formulate pricing policies on merchandise Decreasing amount of expenses
according to profitability requirements.
Monitor sales staff performance to ensure that Increasing sales
goals are met.
Authori es

Access to market characteris cs and staff performance

Work rela onship

Horizontal
Coordinate with: supervisor marke ng

Ver cal
Reports to : Manager marke ng
Supervise : Staff Sales

harvost
 Job Competence Profil
Supervisor
JOB SPECIFICATION
SOFT COMPETENCIES
Core
Customer Service Orienta on (CSO)
Achievement Orienta on (ACH)
Organiza onal Commitment (OC)
MANAGERIAL/LEADERSHIP
Developing Others (DEV)
Team Leader (TL)
Func onal
Rela on Builiding (RB)
Informa on Seeking (INFO)
Ini a ve (INT)
TECHNICAL / HARD COMPETENCIES
Item
Reading comperhenison
Monitoring
Customer and Personal Service
WORKING CONDITIONS
harvost
Level Descrip on
5 Take ac on for improvement
5 Set challenging goals.
3 Express benefits and commitments
Level Descrip on
5 Reassuring and encouraging
3 Use authority properly
Level Descrip on
5 Some mes making contacts / social
ac vi es.
2 Do a personal inves ga on
6 Take an cipatory ac ons for the next 1 -2
years.
Descrip on
Understanding wri en sentences and
paragraphs in work related documents.
Monitoring/Assessing performance of
yourself, other individuals, or organiza ons
to make improvements or take correc ve
ac on.
Knowledge of principles and processes for
providing customer and personal services.
This includes customer needs assessment,
mee ng quality standards for services, and
evalua on of customer sa sfac on.
 Job Analysis
6.) External Operation Supervisor
JOB ANALYSIS
Job ID E201 Date
Job Title External Opera on Created by
Supervisor
Job Class Supervisor E2 Approved by
Job Division Opera on 01 Revised Date

Summary the Job Descrip on

Control external needs of opera on division in order to finish on me.

Task & Performance Indicator

TASK Performance Indicator (Output)

Supervise everyday working of department opera ng Projects completed on me.
process and increase efficiency of workers for various
growth oriented programs.
Provide and control backup of all external needs. Overdue project tasks / crossed deadlines.

Authori es

Access to Customer’s Personal Data

Work rela onship

Horizontal
Coordinate with: Staff Sales, Staff Marke ng
harvost
 Job Competence Profil
Supervisor
JOB SPECIFICATION
SOFT COMPETENCIES
Core Level Descrip on
Achievement Orienta on (ACH) 7 Taking the risk with careful considera on.
Customer Service Orienta on (CSO) 6 Improve provided product based on
consumer needs.
Organiza onal Commitment (OC) 4 Priori ze company instead of themselves
MANAGERIAL/LEADERSHIP Level Descrip on
Developing Others (DEV) 7 Develop new op ons or training
Team Leadership (TL) 4 Increase effec veness.
Func onal Level Descrip on
Exper se (EXP) 6 Middle professionall.
Analy cal Thinking (AT) 5 Make a plan or analysis complex issue
Conceptual Thinking (CT) 5 Create new concept
TECHNICAL / HARD COMPETENCIES
Item Descrip on
Monitoring Monitoring/Assessing performance of
yourself, other individuals, or organiza ons
to make improvements or take correc ve
ac on.
Coordina on Adjus ng ac ons in rela on to others'
ac ons.
Informa on Ordering The ability to arrange things or ac ons in a
certain order or pa ern according to a
specific rule or set of rules (e.g., pa erns of
numbers, le ers, words, pictures ,
mathema cal opera ons).

WORKING CONDITIONS
Item Level Descrip on
Comfort Level Medium Half outdoor half indoor.

harvost
 Job Analysis
7.) Staff Sales
JOB ANALYSIS
Job ID E202 Date
Job Title Staff Sales Created by
Job Class Staff E2 Approved by
Job Division Marke ng 02 Revised Date

Summary the Job Descrip on

Responsible for selling the products directly to the consumers
Task & Performance Indicator

TASK Performance Indicator (Output)

Attract consumer’s attention New customer
Monitor customer preferences to determine focus Increase sales
of sales efforts

Authori es
Give 10% discount

Work rela onship

Horizontal
Coordinate with: Marke ng staff, cus tomer service staff

Ver cal
Reports to : Marke ng manager
Supervise : -

harvost
 Job Competence Profil
Staff
JOB SPECIFICATION
SOFT COMPETENCIES
Core Level Descrip on
Customer Service Orienta on (CSO) 3 Taking personal risks.
Achievement Orienta on (A CH) 3 Being able to set a measure of work
sa sfac on / work performance by
themselves, there is no need for guidance
on performance from management
Organiza onal Commitment (OC) 2 The model of "being a good organiza onal
ci zen"
MANAGERIAL/LEADERSHIP Level Descrip on
Developing Others (DO) N/A Not Applicable
Team Leader (TL) N/A Not Applicable
Func onal Level Descrip on
Rela on Builiding (RB) 3 Sometimes holding informal contacts.
Informa on Seeking (INFO) 2 make personal observa ons about the
plans that will be carried out
Ini a ve (INT) 3 Fast in crisis.
TECHNICAL / HARD COMPETENCIES
Item Descrip on
Working Experience Fresh Graduates
Educa onal Background Bachelor Program

(marke ng/management program is

preferred)
Experience Background -
Communica on Skill Verbal English and Indonesian language skill
WORKING CONDITIONS
Item Level Descrip on
Comfort Level Low Work outdoor with incomplete facili es and
not-very-detailed schedule

harvost
 Job Analysis
8.) Staff Procurement
JOB ANALYSIS
Job ID E101 Date
Job Title Staff procurement Created by
Job Class Staff E1 Approved by
Job Division Opera on 01 Revised Date

Summary the Job Descrip on

Assuring the raw materials can be used effec vely to produce product meets demand

Task & Performance Indicator

TASK Performance Indicator (Output)

Assuring the availability of any produc on tools or Percentage of projects completed on me
material the company requires from the picked vendor
to opera ng in daily basis
Assuring the maintenance of any of tools nor quality The final product quality meets the company
controls for the raw materials that needed and belong standard
to company, running well.
Authori es
access to document about the suppliers

Work rela onship

Horizontal
Coordinate with: Baking and decora ons staff

Ver cal
Reports to : Internal Procurement Supervisor

harvost
 Job Competence Profil
Staff
JOB SPECIFICATION
SOFT COMPETENCIES
Core
Customer Service Orienta on (CSO)
Achievement Orienta on (ACH)
Organiza onal Commitment (OC)
MANAGERIAL/LEADERSHIP
Developing Others (DEV)
Team Leader (TL)
Func onal
Exper se (EXP)
Analy cal Thinking (AT)
Conceptual Thinking (CT)
TECHNICAL / HARD COMPETENCIES
Item
Informa on Ordering
Produc on and Processing
harvost
Level Descrip on
2 Establish and maintain good
communica on with consumers in order to
gaining the benefit for both par es
2 Always trying to match other people's
standards / average achievements.
2 The model of "being a good organiza onal
ci zen"
Level Descrip on
N/A Not Applicable
N/A Not Applicable
Level Descrip on
4 High skill.
2 Analyze basic rela onships.
3 Applying a complex formula.
Descrip on
The ability to arrange things or ac ons in a
certain order or pa ern according to a
specific rule or set of rules (e.g., pa erns of
numbers, le ers, words, pictures,
mathema cal opera ons).
Knowledge of raw materials, produc on
processes, quality control, costs, and other
techniques for maximizing the effec ve
manufacture and distribu on of goods.
 Job Analysis
9.) Manager Training and Development
JOB ANALYSIS
Job ID C204 Date
Job Title Manager Training and Created by
Development

Job Class Manager C2 Approved by

Job Division HR 04 Revised Date

Summary the Job Descrip on

Phrase: POACE + Business Process + Performance Indicator

Task & Performance Indicator

TASK Performance Indicator (Output)

Plan, develop, and provide training and staff Trainee skills.
development programs, using knowledge of the
effec veness of methods such as demonstra ons, on-
the-job training, mee ngs, and workshops.
Prepare training budget for department or Minimize the cost.
organiza on
Review and evaluate training and appren ceship Get legality license.
programs for compliance with government standards.
Authori es
Take the staff career to the next level.

Work rela onship

harvost
 Job Competence Profil
Manager
JOB SPECIFICATION
SOFT COMPETENCIES
Core
Achievement Orienta on (ACH)
Customer Service Orienta on (CSO)
Organiza onal Commitment (OC)
MANAGERIAL/LEADERSHIP
Developing Others (DEV)
Team Leadership (TL)
Func onal
IMPACT AND INFLUENCE (IMP)
Self-Control (SCT)
Interpersonal Understanding (IU)
TECHNICAL / HARD COMPETENCIES
Item
Educa on and Training
Personnel and Human Resources
Systems Evalua on
harvost
Level Descrip on
6 Analyze all ac ons and decisions based on
Cost-Benefit considera ons (Cost Benefit
Analysis)
5 Take ac on for improvement
3 Express benefits and commitments.
Level Descrip on
7 Develop new op ons or training
4 Increase effec veness.
Level Descrip on
6 Doing 2 stages in influencing others.
5 Provide a response that builds, controls
emo ons, and provides construc ve /
construc ve ac ons to respond to exis ng
problems.
4 Understand the issues behind a
conversa on
Descrip on
Knowledge of principles and methods for
curriculum and training design, teaching
and instruc on for individuals and groups,
and the measurement of training effects.
Knowledge of principles and procedures for
personnel recruitment, selec on, training,
compensa on and benefits, labor rela ons
and nego a on, and personnel
informa on systems.
Iden fying measures or indicators of
 Job Competence Profil
Staff
JOB SPECIFICATION
SOFT COMPETENCIES
Core Level Descrip on
Customer Service Orienta on (CSO) 2 Establish and maintain good
communica on with consumers in order to
gaining the benefit for both par es
Achievement Orienta on (ACH) 2 Always trying to match other people's
standards / average achievements.
Organiza onal Commitment (OC) 2 The model of "being a good organiza onal
ci zen"
MANAGERIAL/LEADERSHIP Level Descrip on
Developing Others (DO) N/A Not Applicable
Team Leader (TL) N/A Not Applicable
Func onal Level Descrip on
Rela on Builiding (RB) 3 Sometimes holding informal contacts.
Informa on Seeking (INFO) 2 make personal observa ons about the
plans that will be carried out
Ini a ve (INT) 3 Fast in crisis.
TECHNICAL / HARD COMPETENCIES
Item Descrip on
Great Communica on Able to make a good communica on
atmosphere with customer
Service Orienta on Ac vely looking for ways to help people.

WORKING CONDITIONS
Item Level Descrip on
Comfort Level High Work in se le indoor facili es with
complete equipment and prepared
schedule
Accident Risk Low Work in se le indoor with not dangerous

harvost
 Job Analysis
10.) Staff Customer Service
JOB ANALYSIS
Job ID E302 Date
Job Title Staff Customer Service Created by
Job Class Staff E3 Approved by
Job Division Marke ng 02 Revised Date

Summary the Job Descrip on

Ac vely answering to customer ques ons to help understanding the company be er

Task & Performance Indicator

TASK Performance Indicator (Output)

Confer with customers by telephone or in person to Product Understanding
provide informa on about products or services or
Recommenda on for Company’s Improvement
obtain details of complaints

A racts poten al customers by answering product Order Input

and service ques ons; sugges ng informa on about
other products and services.
Opens customer accounts by recording account Customer Behavior Data
informa on; Maintains customer records by upda ng
account informa on
Authori es

Access to Customer’s Personal Data

harvost
Recruitment and Selecting
Process

STAFF SALES

harvost
 1. Target Setting

10
20

100

300

First, we will have 300 CV screening, then we will take the 3 : 1 from all cv screening that came
in from the next stage. The next stage is honesty test and we will eliminate 70 applicant. The
candidate that pass will continue for verbal test and we will eliminate 20 of them for the next stage.
The next stage is interview and candidate offer. Than the candidate that pass
candidate offer will be a new hire.

harvost
 2. Sourcing (recruting)

Sourcing is the process of finding resume within the recruitment process.

Recruiters, both third party and corporate, need to find qualified candidate
for their open job orders, often times with very unique or niche work experience.
Characteristic of potential candidates :

Age : 19-25 y.o

Working Experience : Fresh Graduates
Educational Background: Bachelor Program
Language : English (Basic) and Indonesia
Hard Skill : Communication Skill

External sourcing :
Use platforms such as instagram, line job, website, magazine, and job fair.

harvost
 3. Attracting
Employer branding

-Personal touch : “People want to deal with people.” The personal touch is vital in an effective employer
brand. Candidates today can interact with our organisation in so many ways – through our website and
social media, through jobs boards, via current employees, and many others. Each of these interactions
provides a unique opportunity to personally engage with a candidate who could become one of the future
leaders in our organisation.
-Integrative probation program : would be applied to facilitate transfer knowledge and learning process
on 1 months employee probation period including mentoring, in class training, coaching, trial selling
experience etc.
-Value proposition : At Harvost, we help prepare people for new opportunities and challenges in their
careers. With positions at every level, openings in multiple disciplines, we create an environment where
the employee can learn and grow.

Design attractive sourcing

-Hire branding expert

-Spreading the job vacancy poster widely in social media
-Creating an attractive design for the magazine
-Join well-known job fair event
harvost
 4. Selecting
In this section, there will be several steps that company do for the recruitment process, there are :

CV Screaning Honesty Test Verbal Test Interview

Will be held on February

Each candidates that
From 100 15th, 2018 at 1 pm 20 best candidates
have
applicant, there First session : will be
been accepted to this
will be 50 best 1 pm - 1.45 pm accepted for the
stage
CV that will Second session : next stages
will be do deep
be accepted for 1.45 pm - 2.30 pm Will be held on
interview with
the next Third Session : February
marketing division as
stage. 2.30 pm - 3.15 pm 16th, 2018 at 1 pm
long 10
Announcing via Fourth session : Announcing via
minutes.
email 3.15 pm - 4.00 pm email
Announcing by phone
PIC: Sebastian Announcing via email PIC : Sebastian
PIC : Sebastian
PIC : Sebastian

harvost
 4. Selecting
Selecting Stages Point of Scoring Description
CV Screening Content relevancy and CV Design The goal is to eliminate the applicants
Core Competencies : who definitely don't fit the profile that
- Achievement Orientation (ACH) we are seeking. Outstanding CV that
meets our needs will be chosen.

Honesty Test Core Competencies :

- Self Confidence (SCF)
- Achievement Orientation (ACH)

Verbal Test Core Competencies : Activity :

- Language skill 1. Each person will pick sheet of paper randomly, that
- Communication Skill contained a word
2. They will given 2 minutes to
describe that word in english

Interview Core Competencies :
- Information Seeking (INFO)
- Analytical Thinking (AT)
1. We will begin with candidates who should introduce
themselves following to our
main point.
2. We will give some situation and
ask their reaction in given situation

harvost
 5. Offering / Hiring

Each of the selected candidates will be sent an offering message along with
the salary. The salary can be negotiated depending on the selected candidates’
offered position in the company as Sales Staff. The salary will offer and if any
negotiate it will not be above at Rp 5,550,340.00 for basic salary.

In addition to monthly basic salary, our required candidate will also get
additional Rp 2,000,000.00 for insurance, meal
allowance per month and transportation allowance.

harvost
 6. On Boarding
Before new employees arrive, tell our entire unit (old sales staff) that there will be new employees coming. The aim is
for staff who have worked long hours to receive the arrival of new employees properly and new employees can receive a
good working atmosphere. Appoint an employee who will be a partner for new employees, in order to make a work better.

Prepare documents and all requirements for new employees:

Send out an email introducing the new employee and encourage people to personally introduce themselves (only
send the email to existing employees so that the welcome doesn’t feel forced).
Fill in all paperwork; do background checks, driver’s license review and anything else that is important for filing.
Set up the new sales rep’s computer, mobile devices and email accounts.
Provide them with their badges, nameplates, security cards and business cards (should any of these be needed).
Set up their phone and make sure they know how to use it. Provide others with their extension.

Send information to new employees:

A welcome letter via email
Parking information
Schedule for the first week
Brief information about departement (sales)
Train them on each product, the features and applications as well as pricing

harvost
 6. On Boarding
During the First Day

1. Tour the building and introduce to another staff sales member, specially for new employee partner.
2. Shows information about the sale of cakes, the average sold, the specified sales target (as sales
must know how many targets to sell to reach the goal).
3. Review our office’s policies and procedure.

During the First Week

1. Review the weekly activity

2. Work alongside the rep to develop a sales plan with their own sales goals they would like to
achieve every week, month, or year. Then check to see whether they are meeting their goals.
If they are not achieving these, investigate why not. This may relate back to how the onboarding
process was handled.
3. Provide a small training program to new sales reps in which they are given an overview of the
current market, past sales trends, marketing and branding strategies, and so forth

harvost
 Recruitment and Selecting
Process

Supervisor External Operation

harvost
 1. Target Setting

10
20

50

100

First, we will have 100 CV screening. After the screening, only half of the participants will make it to the
next recruitment process which needed the participants to do FGD. In this selection process, their
managerial skill and creative thinking capability will be tested. Only 20 people can pass to the next step
and those who are competent will be notified by email. The next step is accuracy test and only 10
qualified people can pass to the interview stage. In the end, there will be 2 candidates
that passed all test and they will be offered to fill the job position.

harvost
 2. Sourcing (recruting)

Sourcing is the process of finding resume within the recruitment process.

Recruiters, both third party and corporate, need to find qualified candidate for
their open job orders, often times with very unique or niche work experience.

Characteristic of potential candidates :

Age : > 25 years old
Working Experience : Minimum of 2 years experience in the same field
Educational Background : Bachelor degree of all major
Language : Proficient in English and Bahasa
Soft Skill : Communication skill, wide relation and good attitude

External sourcing :
Use platforms such as website and job fair college.

harvost
 3. Attracting
Employer Branding:
-Special Vacation: As a Supervisor external operation that always take a look at outdoor condition, if
can achieving the special target will get the special point and if can collect till the special limit will get
special vacation for year-end holidays
-Black Card : if want to buy cake from Harvost’s store will get special discount, because we know that
give reward not always give with extra money and also the employee can give feedback from the taste
of the cakes so improve the quality of our product as well
-Integrative probation program : would be applied to facilitate transfer knowledge and learning
process on 1 months employee probation period including mentoring, in class training, coaching,
trial selling experience etc.

Design Attractive Sourcing:

-Hire branding expert
-Join well-known Job fair that compatible to our speciality focus
-Spreading the eye catching poster of job vacancy in social media, website and magazine

harvost
 4. Selecting

Scrutinizing the applications, conducting interviews, and taking testis. Selection of

candidate is aimed to finding suitable candidates that would be competent in carrying
the duties assigned with successfully. It all about matching the competencies,
experience, skills, and education to the requirements of the job. It also involves making
the right choice between a pool of potential candidates. Several things that help us in
making selection decisions are:
CV - Providing vital information on the credentials of the potential job candidate
FGD - A more formal way of getting groups of people to discuss selected issues.
Accuracy test - A test conducts to make employee more careful in doing things and aware.
Interviews - offering a chance to the employer to observe and evaluate the candidate formally

harvost
 4. Selecting
FOCUS GROUP
CV Screaning ACCURACY TEST INTERVIEW
DISCUSSION

There will be 20 best

Will be held on February
candidatesthat will be
14,
accepted for the next
2019 at 1 p.m.
stage.
First session: Each candidates that
From 100 It will be held on February
10 minutes have
applicant, there 20, 2019 at 1 p.m.
Second session: been accepted to this
will be 50 best CV Session 1:
30 minutes stage
that will 2 minutes
Schedule: will be do deep interview
be accepted for the Session 2:
First Group with
next 8 minutes
1 p.m. - 1.40 p.m. Manager Operation as
stage. Schedule:
Second Group long
Announcing via First Group:
1.50 p.m. - 2.30 p.m. 15 minutes.
email 1 p.m. - 1.10 p.m.
Third Group Announcing by phone
PIC: Second Group:
2.40 p.m. - 3.20 p.m. PIC:
1.10 p.m. - 1.20 p.m.
Third Group:
1.20 p.m. - 1.30 p.m.

harvost
 4. Selecting
FOCUS GROUP
CV Screaning ACCURACY TEST INTERVIEW
DISCUSSION

Fourth Group:
1.30 p.m. - 1.40 p.m.
Fifth Group:
1.40 p.m. - 1.50 p.m.
Sixth Group:
Fourth Group 1.50 p.m. - 2.00 p.m.
3.30 p.m. - 4.10 p.m. Seventh Group:
Fifth Group 2.00 p.m. - 2.10 p.m.
4.20 p.m. - 5.00 p.m. Eighth Group:
Announcing via email 2.10 p.m. - 2.20 p.m.
PIC: Ninth Group:
2.20 p.m. - 2.30 p.m.
Tenth Group:
2.30 p.m. - 2.40 p.m.
Announcing by phone
PIC: Anya

harvost
 4. Selecting

Selecting Stages Point of Scoring Description

CV Screening Content relevancy especially experience. The goal is to eliminate the applicants
Core Competencies: who definitely don't fit the profile that
Customer Service Orientation (CSO) we are seeking. Outstanding CV that
meets our needs will be choosen.

FGD Core Competencies: SESSION 1:

Organizational Commitment (OC) Each group will be given 10 minutes or 1 minutes/person to
introduce their self and tell one commitment that she/he
would give to the company if she/he get
this job.

Achievement Orientation (ACH) SESSION 2:

Functional Competencies:
Expertise (EXP)
Analytical Thinking (AT)
Conceptual Thinking (CT)
FGDs are packaged in the form of case studies on how to make
an effective and efficiency time for packaging the product if
getting orders that exceed our capacity and what strategies will
they provide in one sentence for 10 minutes/group.
Each person will presented their strategy in 1 minutes in the
end of discussion process, with 20 minutes of
discussion process.

harvost
 4. Selecting
Selecting Stages Point of Scoring Description

Accuracy Test Core Competencies: Activity:

Achievement Orientation (ACH) Session 1:
Each candidates will be given 2 minutes to introduce and prepare their self
for accuracy test.
Session 2:
Each candidates will be given 8 minutes to answer the test. The jury will
give 15 pictures and the candidate should observe the oddity of each
picture in 30 seconds. During this test, we will review candidates ability to
observe each picture accurately. The best 10 candidates who able to
answer properly will get high score.

Interview Core Competencies:
Customer Service Orientation
(CSO)
Organizational Commitment (OC)
Achievement Orientation (ACH)
If the candidates succeed pass the three first steps, we will invite them for
interview with manager operation. The interview usually lasts about 15
minutes. During the interview, we will assess candidates motivation,
commitment, and personal qualities. The manager will evaluate candidates
professional skills, experience, knowledge, and contribution that the
candidate will give to the betterment of company.
This interview will be conduct in English.

harvost
 5. Offering / Hiring

Each of the selected candidates will be sent an offering letter along with the salary.
The salary can be negotiated depending on the selected candidates’ offered
position in the company as Supervisor External Operation. The salary will offer
and if any negotiate it will not above Rp 12,000,000.00 for basic salary.

In addition to monthly basic salary, our required candidate will also get additional
Rp 3,000,000.00 in benefits that covered insurance, meal allowance per month,
transportation allowance.We also give black card with the advantage of getting a
35% discount if he shop in all Harvost store Indonesia

harvost
 6. On Boarding

Inform staff of delivery and staff of packaging that there will be a new supervisor employees coming. The expectation is all
staff can receive the arrival of new employee properly while new employee can adapt the new working atmosphere with a nice first
impression.
Prepare documents and all requirements for new employee:
General Rules of The Company
Mission and goals of the unit
Organizational chart
Job descriptions for (each) staff reporting to the new external operation supervisor and new external
operation supervisor to external operation manager .
Provide them with badges, nameplates, security cards and business cards (should any of these be needed).
List of vendors and the track record.
Send information to new employees:
A welcome letter via email
Detailed description about his/her position, responsibilities, and duties.
Parking information
Schedule for the first week
Brief information about department of external operation
Quick introduction about staff and company

harvost
 6. On Boarding

During the First Day

1. Tour the building and introduce to the staff of delivery and staff of packaging.
2. Shows information about vendors, the contract with those vendors, the specified track
record of each vendors, the durability of each vendir’s product.
3. Review office’s policies and procedure (like working hours, pay date,and compensatory time)

During the First Week

1. Review the weekly activity

2. Ask feedback privately relating to his/her staff performance and his/her new
external operation supervisor.
3. Analyze which vendor give the best product with suitable price.

harvost