CORPORATE EXPERIENCE

 This page in corporate experience outlined only the most important achievement in our corporate history. We are updating this site as we speak. Please bear with us.

P.T. Ganesha Aggies Jaya was founded in 1990 to provide international clients with management expertise in recruitment, selection, compensation technical training and management of client's Indonesian workforces. Its owners, a Commissioner and a Director supervise the day-to-day management of the company through a professional expatriate manager. The Company has three major divisions: (a.) Consulting, (b.) Facilities Operations and Management and (c.) Corporate Formalities. The Company holds an Indonesian Government "A" qualification level certificate, enabling it to undertake the highest level of government funded projects.

All GAJ staff are under contracts which more than comply with current labor regulations. JAMSOSTEK contributions and taxes are paid and government approved company regulations are on hand for staff to study. Our accounting and tax staff implement payroll, invoicing and purchasing and contract administration. All GAJ staff are covered by a private Health Insurance scheme.

One of the products we have developed and are marketing is a database on CD-ROM of all labor related legislation published since 1835, including the original Indonesian and our own translations. This is updated every year. We are therefore very familiar with the letter of all current labor law and regulations.

Ganesha has operated throughout Indonesia designing and conducting recruitment programs for its clients in both rural and urban settings. The recruitment of Medical Research personnel, verification of credentials, and provision of administrative support services in compliance with Indonesian Labor Law and Common Country Practice would be a typical Ganesha project.


A. Projects similar in magnitude and complexity to the work anticipated under this Statement of Work (Section C).

Bechtel Indonesia: Preparation of manpower utilization plans for some 149 expatriate and 3,000 Indonesian workers, together with branch office operational support in Irian Jaya. We placed one of our Indonesian employees full time in the Bechtel International office in Timika, Irian Jaya (Papua) to deal with all their expatriate employees and local and provincial authorities to maintain the foreign workers' legal status in country, as well as one full time American citizen employee at Bechtel Indonesia's Head Office in Jakarta to maintain the status and documentation of all Bechtel's expatriate employees. A modern database of employee information was developed and maintained specifically for this purpose. These tasks required tactful, but effective interactions in both languages, keeping track of expiry dates, securing all necessary permits, avoiding or preventing violations of Indonesian labor and immigration regulations, where possible, and solving problems created by situations beyond GAJ's control, such as permits expiring while an employee was out of the country. The contract was maintained thru direct communications between GAJ's Resident Manager, Dr. M.C. McGowan and the Bechtel International Human Resources Manager, Chris James, in Singapore. PT. Ganesha Aggies Jaya is still under contract to Bechtel Indonesia, but the operations in Irian Jaya were scaled down drastically following the events of May 1998.

On May 15/16 1998 we assisted the evacuation of the expatriate employees of Bechtel Indonesia and General Motors Indonesia, and their families. Working through Friday night we checked all their documents, solved problems arising from any lack of, or incorrect documentation and got Department of Immigration processing desks set up in Soekarno-Hata’s Terminal 1 and Halim airport. Having met the evacuees at their assembly points in Jakarta, where we started working on their paperwork, we then helped them through immigration at the airports, getting all their paperwork cleared and all of them onto chartered aircraft. The Bechtel personnel were able to leave at 0100 hrs from terminal 1 and the General Motors personnel left from Halim at 0800 hrs. the following morning.

Himpurna California Energy: Identification and Pre-employment testing of some 150 Indonesian candidates for employment and design and delivery of training for plant and wellfield operators. Tasks successfully completed included assisting the plant manager and the start-up and training manager to establish themselves and an office and training center in Wonosobo, Central Java. This required dealing with landlords and local authorities from RT/RW up to Bupati, local health and hospital authorities to arrange health checks for all personnel offered positions, local sanitary services, and local police and military. We were actively involved in recruitment, visiting provincial and local offices of the Dept. of Manpower, all Universities and Technical Institutes in Central Java where we went to Dean's offices and Engineering, Geology, Science and other Technical departments, as well as English language and interpreter schools. We designed and administered tests for over 150 operator trainee candidates, and actively participated in interviews for all positions, including HRD manager, safety manager, trainers, operators and office and training center support personnel. As well as designing and delivering a specialized intensive training course, we participated in all technical, vendor and on-site training, as well as managing and contributing to translations of technical qualification tests.

The first one year contract was successfully completed with agreed plans to transfer to other HCE projects in Central Java and Bali when the economic crisis caused all IPP projects to be effectively cancelled by the GOI.

General Motors Indonesia: Establishment of the Human Resources function within a new joint venture company, including compensation and benefits, recruitment and screening, and employee training for some 1,200 national employees, spanning the entire Indonesian archipelago. This required analysis of the 400 employee work force, determination of the company's needs, redesign of the present structure to fit the agreed requirements, identifying vacancies, recruiting, screening and selecting personnel to fill them, identifying training needs, and designing and implementing training programs to meet General Motors' requirements.


Unocal Geothermal Indonesia: Establishment of the Human Resources function within a new operating division of an established oil production company, implementation of standardized recruitment, compensation and benefit administration procedures for operations in Java and Sumatra. This required taking over 12 employees under 6 different wage, salary and benefits administrations and developing one system for the 150 employees to which the workforce expanded, including procedures for recruiting, screening, selecting new employees, identifying, designing and implementing vocational and technical training, tests and evaluation procedures for current employee promotions and advancement.


Cable & Wireless: Legalization of an expatriate workforce of 57 personnel including manpower planning, and logistics to bring the company into compliance with Indonesian Labor Law.
A contract to design company regulations and draft employee contracts for a new venture in Indonesia is pending with Cable & Wireless HKT (Hong Kong).


B. Experience gained in skills related to the Statement of Work.