PT Pelindo Sinergi Lokaseva (SPSL), a logistics and human capital services subsidiary of Pelindo Group, is stepping up investment in employee development and corporate integrity programs as it seeks to support business transformation and strengthen competitiveness in Indonesia’s evolving maritime and logistics sector.
The company said strengthening human resources remains a key strategic priority amid growing industry demands for a more adaptive, professional and technology-driven workforce.
Indonesia’s 2025-2029 National Medium-Term Development Plan (RPJMN) identifies human capital development as a critical pillar in achieving the country’s long-term economic ambitions under the Golden Indonesia 2045 vision, placing greater emphasis on workforce quality, productivity and competitiveness.
Against that backdrop, SPSL has expanded talent development initiatives during the first quarter of 2026, including competency assessments for management-level employees across the Pelindo Group and the preparation of a company-wide learning and development roadmap for the year.
The company also conducted Qualified Internal Auditor (QIA) Basic Level training and certification programs to strengthen professional capabilities and governance standards among employees.
“We see human resources as the foundation of sustainable business transformation,” said Herman Susilo, SPSL’s Director of Finance, Human Resources and Risk Management.
“Business transformation can only be carried out effectively when it is supported by competent, adaptive and continuously developing talent capable of responding to changing business needs,” he said.
Beyond technical capability development, SPSL is also focusing on strengthening corporate culture through employee engagement initiatives, including knowledge-sharing sessions and the Change Catalyst 2026 program, which aims to promote collaboration, innovation and adaptability throughout the organization.
The company has simultaneously reinforced its governance framework through integrity and anti-corruption programs. All employees have signed the 2026 Integrity Pact as part of a broader effort to foster a workplace culture centered on transparency, accountability and compliance.
SPSL said it continues to implement the Anti-Bribery Management System based on ISO 37001:2016 standards, supported by an Anti-Bribery Compliance Function and regular awareness campaigns promoting its policies against bribery, kickbacks, gifts and excessive hospitality.
Periodic audits involving independent certification bodies are also conducted to ensure compliance with governance standards and strengthen oversight mechanisms.
Herman said the company views integrity and competence as equally important drivers of long-term growth.
“We aim to build a work environment that not only prioritizes performance, but also upholds professionalism, transparency and good corporate governance,” he said.
“With competent and high-integrity human resources, SPSL is confident it can continue contributing to the development of Indonesia’s logistics ecosystem and support the broader transformation of the maritime sector.”