The Importance of Training
This growth has required a commensurate increase in equipment and people. One result is a people shortage at all levels of operations and management in Indonesia’s mining industry.
Adaro Energy has achieved equivalent levels of growth with similar demands on the people side of the industry. It has long been apparent that to continue its growth path Adaro must develop and grow its own operator and staff skills.
In its first year, the Adaro Institute launched many key training and development programs for Adaro employees, selected graduates, and prospective students. In the three years since its opening, the center has provided training courses for about 3,000 employees at various levels.
Employee Development Programs
For basic competency development, the institute provides training programs on value-driven capability, English proficiency and computer literacy. In 2013, the institute carried out basic competency programs for 490 participants and external training from various experienced coaches in their field for 829 employees.
Our English proficiency training program has six different levels of proficiency, with each level running for seven months. We also conduct in-house computer training for Microsoft Office modules. As part of professional competency development, the Institute also assists Adaro Energy and Adaro Indonesia in organizing training for project management, presentation skills and human resources. In addition, it also assists other subsidiaries within Adaro Group in other non-technical and technical competency based training subjects.
Graduate Development Programs
Our Mining Professional Development Program (MPDP) is an initial development program designed for identifying and developing talented S1 graduates from various engineering backgrounds, including mining, geology, geotech and civil. The institute initiated the program in January 2011.
Participants learn various aspects of the coal mining industry through a curriculum that combines theory with practical and experimental learning. To prepare future business leaders, participants are also given leadership and managerial training to improve their soft skills in managing people and business situations. Graduates are then given jobs within the group based on business needs.
The curriculum is designed not only for in-class learning of the operational aspects on a theoretical basis, but also on practical and experimental learning. The program participants also learn leadership and managerial aspects to improve their soft skills in managing people and business situations.
The Adaro Institute also expects to launch another program for graduates with a focus on marketing.
We are now in the process of refining our Graduate Development Program, and we aim to centralize all graduate programs under Adaro Energy.
Internship ProgramSoon after its launch in 2011, the Adaro Institute launched a revised Adaro Internship Program (AIP) to strategically develop students during the program and source potential talent for future business needs, in the belief that a well-structured internship program will help Adaro identify and select potential leaders and experts from an early stage.
In the first two years of the relaunched program, the institute accepted 45 internship participants in various functions, from mining operations to administration, with more than a dozen coming from overseas.
Read More Careers
What does it take to work for Adaro, and who are we looking for?
Submit your CV and search for positions currently available across the company