The Employee Requisition Form is a crucial document in Indonesian business operations, designed to standardize and control the hiring process while ensuring compliance with Indonesian labor laws, particularly Law No. 13 of 2003 on Manpower and related regulations. This document is typically used when departments need to create new positions, replace departing employees, or adjust their workforce structure. The form includes comprehensive details about the position, including justification for hiring, budget implications, required qualifications, and approval workflows. It serves as both a control mechanism and an audit trail for hiring decisions, helping organizations maintain transparent recruitment processes while adhering to legal requirements for documentation and authorization. The document requires multiple levels of approval to ensure alignment with business needs, budget availability, and organizational strategy.
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1. Requesting Department Information: Details of the department making the request, including department name, cost center, and location
2. Position Details: Information about the requested position, including job title, grade/level, and employment type (permanent/contract)
3. Staffing Requirements: Number of positions needed, preferred start date, and reporting relationships
4. Job Classification: Position classification according to Indonesian labor law categories and internal job structures
5. Budgetary Information: Confirmation of budget availability, proposed salary range, and cost allocation
6. Justification: Business case for the new position or replacement, including workload analysis and impact on operations
7. Minimum Qualifications: Required education, experience, skills, and certifications as per Indonesian labor standards
8. Approval Workflow: Required signatures from department head, HR, finance, and other relevant authorities
1. Foreign Worker Requirements: Additional requirements if position may be filled by an expatriate, including RPTKA and work permit details
2. Internal Transfer Consideration: Section for indicating if internal candidates should be considered first, supporting career development
3. Special Working Arrangements: Details of any non-standard working arrangements like shift work or remote working
4. Project-Specific Information: For project-based positions, including project duration and specific requirements
5. Replacement Position Details: Information about the employee being replaced, if applicable
6. Training Requirements: Specific training or certification requirements that need to be arranged post-hiring
1. Job Description: Detailed description of roles, responsibilities, and requirements for the position
2. Organization Chart: Current and proposed organization structure showing where the position fits
3. Salary Scale: Applicable salary range and benefits according to Indonesian labor regulations
4. Skills Assessment Matrix: Detailed breakdown of required technical and soft skills for the position
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Relevant Industries
Manufacturing
Technology
Financial Services
Retail
Healthcare
Education
Construction
Mining
Agriculture
Telecommunications
Hospitality
Professional Services
Energy
Transportation
Consumer Goods
Relevant Teams
Human Resources
Finance
Legal
Compliance
Operations
Administration
Management
Recruitment
Talent Acquisition
Budget Control
Relevant Roles
Human Resources Manager
Recruitment Specialist
Department Manager
Finance Manager
Budget Controller
Compliance Officer
HR Director
Chief Financial Officer
Operations Manager
Project Manager
Division Head
Administrative Manager
HR Business Partner
Talent Acquisition Manager
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