INTERNAL USE ONLYAT WÄRTSILÄ, PEOPLE ARE THE ULTIMATE

POWER SOURCE

LEADERSHIP DEVELOPMENTpresented forHR FORUM PRASETIYA MULYA

By CAHYANUL USWAHWäRTSILä Indonesia

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Wärtsilä is a global leader in complete lifecycle power solutions for the marine and energy markets. By emphasising technological innovation and total efficiency, Wärtsilä maximises the environmental and economic performance of the vessels and power plants of its customers.

In 2010, Wärtsilä's net sales totalled EUR 4.6 billion with 17,500 employees. The company has operations in 160 locations in 70 countries around the world. Wärtsilä is listed on the NASDAQ OMX Helsinki, Finland.

Mission, Vision and Strategic Goal

Vision

Mission

Goal

Most Valued Business Partner

Provide Lice cycle SolutionWhenever Wherever

Competence, TrustableEasy to deal with

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WäRTSILä Indonesia

2 Divisions : Services & Power Plant Engine Installed : 2373MW, Active 1751 - Not active 270 - Standby 352 Services Offered :

- Engine Services (Engine Relocation, Engine Rehabilitation, Engine Fuel Conversion) - Reconditioning Services - Operations & Management - Automation Services -Training Services

Manpower Mapping: Total 177 (Grand total 383); 71% Bill 29% Non Bill; 19 Female 158 Male; OS 25% SV 47% EX 17% MM 8% TM 2%

AT WäRTSILä, PEOPLE ARE THE ULTIMATE

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4 © Wärtsilä 12 April 2023 FGH

Human Resource Highlights to 2015• Build world class employees & engineers by developing

competencies to meet the business needs which translating the business strategies to the people development actions. Creating Learning Organization Concept & Service Mindset concept (Fast, Responsive, Caring)

• Recruitment & Organization Development: Innovative ways to both source and retain talent. Ensure that the right people are in the right places. Creating Talent

• Creating High Performance Culture which will increase Employee Engagement

• Applies expertise in the full range of HR arena to support company’s vision, mission & business needs. Total business – people integration

• Easy to use technology & process simplification is inevitable• Actively contribute & creating new ideas in Corporate Social

Responsibility

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5 © Wärtsilä 3 Nov 09 Cahyanul Uswah

Competence vs Price

High

Key Challenges (Engineering Development)

Low

High

June 2007

Average Competence

Price

2008

COMPETITORS

Goltens, Bukaka, CBD, BPSA..localshops

WID

+%Price increase

• Engine Services• Commissioning

MARINE • Propulsion Services• Non-Brand• 2_stroke OIL & GAS• Automation

++% High margin jobs

2015

AT WäRTSILä, PEOPLE ARE THE ULTIMATE

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The Competition for Skilled Employees is Intensifying

6 © Wärtsilä 12 April 2023 Nancy R. Tobing

Annual training calendar (Internal + External Training)

Min. training mandays: 6 days/ year / employee

Appointment of Internal Trainer

Reward for Internal Trainer

Dept. Head delivers at least 1 training / year

Sharing knowledge inter & within Dept.

Library

High competencies to meet and

support business needs &

operation

AT WäRTSILä, PEOPLE ARE THE ULTIMATE

POWER SOURCE

INTERNAL USE ONLYAT WäRTSILä, PEOPLE ARE THE ULTIMATE

POWER SOURCE

The Level 5 Hierarchy (Good to Great - Jim Collins)

Level 5 ExecutiveBuilds enduring greatness through a paradoxical combination of personal humility plus

professional will.Level 4 Effective Leader

Catalyzes commitment to and vigorous pursuit of a clear and compelling vision; stimulates the group to high performance standards.Level 3 Competent Manager

Organizes people and resources toward the effective and efficient pursuit of predetermined objectives.Level 2 Contributing Team Member

Contributes to the achievement of group objectives; works effectively with others in a group setting.Level 1 Highly Capable Individual

Makes productive contributions through talent, knowledge, skills, and good work habits.

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Why Should I work for You? Why should I stay?

Great Leaders

Employee Value Proposition

AttractiveCompensation

Great Job

Great Company

• Culture and Values• Company Reputation and Brand• Teams, relationships, connectivity• Communication

• Vision • Sense of future• Career development• Engaging hearts and minds

• Work Content• Opportunity to Personal Growth• Responsibility & Autonomy• Life balance, flexible working hours

• Base pay• Fringe benefits• Incentives

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WID Employee EVP

… accelerate leadership development

Both results talk the same data, employee needs:

Development, Career & Job Challenge

Summary

1 o   Advancement Opportunities (career, training & development) (Peluang Untuk Berkembang : karir, training & pengembangan)

22

2 o   Job Challenge (Tantangan Kerja) 93 o   Company Benefits (Tunjangan) 64 o   Reward & Recognition (Penghargaan)5 o   Compensation/Salary (gaji) 146 o   Hours of work (Jam Kerja)7 o   Quality of Leadership/Managers (Kualitas dari Atasan)8 o   Teamwork (Kerjasama) 19 o   Location (Tempat Kerja) 5

10 o   Job Security (Keamanan bekerja)11 o   Company Culture (Budaya Perusahaan) 412 o   Working Conditions & Environment (Kondisi & Lingkungan Pekerjaan) 4

TOTAL EMPLOYEE 43

NO ITEM VALUE

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Talent Management

High Potential Employee

Key Position Critical

Resources

Promotion

Challenge by Project Base

Job Rotation (Inter Dept./Overseas)

High Performance Leadership / Succession Plan

RETAINING HIGH PERFORMERS

PROGRAMS :

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11 © Wärtsilä 12 April 2023 Presentation name / Author

Learning & Development framework

Experts & Professionals path

Top Management

Executive & Experienced Experts

SupervisoryDeveloping Experts

Middle Management

Operational Staff / Newcomers

DELIVERING RESULTS

Project Management

Finance & Accounting

Management Skill

Negotiation Skills

Contract Management

Customer Service

Business Languages

LEADING BUSINESS

Strategic Planning &

Target Setting

Leading Change (ABW)

GETTING STARTEDHealth, Safety & EnvironmentOpex & QualityWärtsilä Introduction

GETTING

PROFESSIONALBusiness specific -way of workingProcess trainingProduct training Technical trainingIM tools

WärtsiläLeadership Programs

LEAD programs

Management & Leadership path

Essentials of Leadership

WESPA

WID Local LEAD

Supervisory Leadership

Professional

Presentation

Problem Solving

FINON

Project

WID Fundamental

Leadership

LEADING PEOPLE

WID Local Leadership Program

LLP

Leading People

Leading Business

Delivering Results

Business Challenger

Leading Sales

Leading Projects

AT WäRTSILä, PEOPLE ARE THE ULTIMATE

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Result Talk…

Revenue (BIDR)

Total Headcount

Turn Over Employee Trained

0

100

200

300

400

500

600

700

800

900

2007 2008 2009 2010

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THANK YOU !

”Successful organisations of the future will not only be those able to attract the brightest talent, but to nurture, develop and retain it by offering compelling work environments and sophisticated talent management solutions”

Our Challenge….

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15 © Wärtsilä 12th August 2010 WAU-S Strategic Planning 2015 (Author: John Sydney)

AT WäRTSILä, PEOPLE ARE THE ULTIMATE

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16 © Wärtsilä 12 April 2023 Presentation name / Author

WID My Voice 2010 Result

EmployeeWorkload & Condition Competence & DevelopmentAtmosphere Motivation & Satisfaction

ManagementOrganizing Work FairnessTeam work Rewarding

Strategy & TargetsValues StrategyTargets Engagement

CommunicationQuantity OpennessFeedback Communication with Managers

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Strengthening Program

17 © Wärtsilä 12 April 2023 Nancy R. Tobing

PROGRAM

Flexi Benefit

Flexi Working Hours

Anti Bureau-cratization Week

Fresh Potential Trainee

Customer

Support Program

AT WäRTSILä, PEOPLE ARE THE ULTIMATE

POWER SOURCE