Inilah Salah Satu Opsi Yang Bisa Ditempuh UMKM Agar Naik Kelas..

Inilah Salah Satu Opsi Yang Bisa Ditempuh UMKM Agar Naik Kelas..

jasa outsourcing indonesia - ebs centre

Berdasarkan data Deputi Bidang Pembiayaan Kementerian Koperasi dan UKM (Kemkop UKM) Yuana Sutyowati mengatakan jumlah usaha mikro ada sebanyak 58,91 juta unit, usaha kecil 59.260 unit dan usaha besar 4.987unit.

Yang penting lagi pada tahun 2018, UMKM itu menyumbang 96% dari 170 juta tenaga kerja atau sekitar 121 juta. Pertumbuhannya tiap tahun 5%,” katanya. Berarti tahun 2022 diperkirakan tenaga kerja terserap di sektor UMKM adalah 147 juta.

Kendati demikian, kontribusi UMKM masih sangat kecil dalam kegiatan ekspor dan investasi, sehingga ke depan masih memiliki potensi yang sangat besar. Berdasarkan simulasi yang dilakukan KEIN, jika 10 persen saja dari UMKM yang ada mengalami kenaikan kelas, hal tersebut dapat mendorong pertumbuhan ekonomi nasional tembus 7 persen. “Pertumbuhan ekonomi di atas 7 persen dapat terwujud apabila UMKM diberdayakan,” imbuhnya, sebagaimana dikutip dari katadata.co.id.

Berdasarkan hasil riset World Bank, ada empat permasalahan UMKM.
1. Tidak punya akses pembiayaan.
2. Tidak punya akses dan peluang usaha.
3. Kapasitas SDM dan kelembagaan UMKM.
4. Regulasi dan birokrasi.

Terkait dengan SDM banyak UMKM ketika ingin mengembangkan usahanya sangat sulit mendapatkan SDM yang sudah terlatih dan menguasai bidang usaha yang digelutinya. Kalau mengambil istilah Balance Score Card (BSC) perspektif internal prosesnya menjadi kurang baik karena SDM yang kurang terlatih dan sulit untuk dikembangkan ( growth)

Untuk itulah UMKM membutuhkan jasa untuk mengalihkan pekerja recruitment, payroll dan accounting kepada perusahaan outsourcing yang ahli dan menguasai bidang itu. Sehingga perusahaan bisa fokus untuk melakukan penetrasi market, memasuki pasar baru atau membuat produk dan inovasi baru.

Selain itu UMKM akan naik kelas dengan fokus pada kegiatan ekspor dan investasi. Selain itu UKM juga dengan semakin rapih adminstrasi dan terstruktur organisasinya maka bisa mencoba masuk ke pasar modal dengan skema papan akselerasi yang dikhususkan untuk UMKM agar dapat mengakses permodalan dari pasar modal melalui Go Public. Sehingga mereka memiliki uang yang cukup untuk mengembangkan usahanya.

Semua itu bisa terlaksana kalau perusahaan sudah mempersiapkan SDM yang cukup untuk pengembangan usahanya. Sekarang anda tidak perlu susah susah mencari tinggal serahkan pada ahlinya yaitu perusahaan jasa outsourcing.

IMPLICATIONS OF OUTSOURCING REGULATIONS IN THE WORK COPYRIGHT LAW IN THE OMNIBUS LAW BILL

IMPLICATIONS OF OUTSOURCING REGULATIONS IN THE WORK COPYRIGHT LAW IN THE OMNIBUS LAW BILL

ruu-cipta-kerja---ebs-centre

Definition of Omnibus Law:
Omnibus law is a method to create new regulation or constitution consisting of many subjects or subject matter for specific purposes in order to deviate from a regulatory norm.

Omnibus Law (itself) is NOT a Legal Product but Omnibus Law reflects an integration, codification of regulations which ultimate goal is to make the application of these regulations effective.

Conventional changes by amending the law one by one as it has been done is considered ineffective and inefficient, and need a long time. Therefore, the establishment of a Job Creation policy must be carried out through the Omnibus Law Legislation technique.

The Omnibus Law combines 80 laws and 1,201 articles related to employment combining 3 laws and 57 articles governing minimum wages, outsourcing, foreign labor, severance / termination, sweetener, and working hours.

The Work Copyright Bill has 5 parts and consists of 74 articles, i.e.
1. First part: General (1 Article)
2. Second part: Employment (UU No. 13 of 2003) consists of 68 articles governing foreign worker, minimum wages, Outsourcing, severance / termination, rest and leave, Definite Employment Working Agreement working hours
3. Third part: Social Security UU No. 40 of 2004 (2 articles), the latest one has job loss guarantee
4. Fourth part: Social Security Administrator UU No. 24 of 2011 (2 articles) which is the latest article of job loss guarantee institution
5. Fifth part: Other Appreciation (1 article), new article on adding new norms for workers’ welfare

The differences between the old regulation and the Omnibus Law bill :
1. The employment relationship between the outsourcing company and the workers / laborers it employs is based on the Definite-Period Employment Working Agreement (Contract Employment status) or an Indefinite-period Employment Working Agreement (Permanent Employment status)
2. Wage and welfare protection, work requirements and disputes that arise are the responsibility of the outsourcing company
3. Outsourcing companies must be in the form of legal entities and must meet business licenses
4. In the context of outsourcing in this bill only regulates employment relations while those related to outsourcing business are regulated in the Civil Code (KUHP/Business Law)

Potential implications :
1. Outsourcing business will increase and expand employment
2. Many workers will have Contract employment status.
3. Implementation of work to the client through a chartering agreement (BPO) will be subject to Civil Code Provisions (KUHP) or related sector legislation.

THE REGULATION OF DEFINITE PERIOD EMPLOYMENT WORKING AGREEMENT (PKWT) WORKERS AND OUTSOURCING IN OMNIBUS LAW WORK COPYRIGHT BILL

THE REGULATION OF DEFINITE PERIOD EMPLOYMENT WORKING AGREEMENT (PKWT) WORKERS AND OUTSOURCING IN OMNIBUS LAW WORK COPYRIGHT BILL

karyawan-kontrak-dalam-ruu-cipta-kerja---eb-centre

Definition of Omnibus Law:
Omnibus law is a method to create new regulation or constitution consisting of many subjects or subject matter for specific purposes in order to deviate from a regulatory norm.

Omnibus Law (itself) is NOT a Legal Product but Omnibus Law reflects an integration, codification of regulations which ultimate goal is to make the application of these regulations effective.

Conventional changes by amending the law one by one as it has been done is considered ineffective and inefficient, and need a long time. Therefore, the establishment of a Job Creation policy must be carried out through the Omnibus Law Legislation technique.

The Omnibus Law combines 80 laws and 1,201 articles related to employment combining 3 laws and 57 articles governing minimum wages, outsourcing, foreign labor, severance / termination, sweetener and working hours.

The Work Copyright Bill has 5 parts and consists of 74 articles, i.e.
1. First part: General (1 Article)
2. Second part: Employment (UU No. 13 of 2003) consists of 68 articles governing foreign worker, minimum wages, Outsourcing, severance / termination, rest and leave, Definite Employment Working Agreement working hours
3. Third part: Social Security UU No. 40 of 2004 (2 articles), the latest one has job loss guarantee
4. Fourth part: Social Security Administrator UU No. 24 of 2011 (2 articles) which is the latest article of job loss guarantee institution
5. Fifth part: Other Appreciation (1 article), new article on adding new norms for workers’ welfare

Changes related definite period employment:
1. Articles relate definite period employment are deleted, thus employ with definite period employment status will be more flexible and not rigid, no more restrictions on 3 times the contract with 2 times the extension.
2. Definite period employment workers will also receive compensation for lost work that will be regulated through government regulations
3. Compensation money is given to workers who have worked 1 year for the worker concerned.

Conclusions:
1. The flexibility to set the term of the Definite period Employment Working Agreement or contract employees between employers and workers.
2. The flexibility in regulating the duration of contract employees must be balanced with a guarantee of increased protection for workers when the contract ends
3. The company must reserve funds to compensate the expiration of the work period for contract employees

THE REGULATION OF DEFINITE-PERIOD EMPLOYMENT WORKING AGREEMENT (PKWT) AND OUTSOURCING IN WORK COPYRIGHT BILL

THE REGULATION OF DEFINITE-PERIOD EMPLOYMENT WORKING AGREEMENT (PKWT) AND OUTSOURCING IN WORK COPYRIGHT BILL

ruu-cipta-kerja-omnibus-law---ebs-centre

Definition of Omnibus Law:
Omnibus law is a method to create new regulation or constitution consisting of many subjects or subject matter for specific purposes in order to deviate from a regulatory norm.

Omnibus Law (itself) is NOT a Legal Product but Omnibus Law reflects an integration, codification of regulations which ultimate goal is to make the application of these regulations effective.

Conventional changes by amending the law one by one as it has been done is considered ineffective and inefficient, and need a long time. Therefore, the establishment of a Job Creation policy must be carried out through the Omnibus Law Legislation technique.

The Omnibus Law combines 80 laws and 1,201 articles related to employment combining 3 laws and 57 articles governing minimum wages, outsourcing, foreign labor, severance / termination, sweetener and working hours.

The Work Copyright Bill has 5 parts and consists of 74 articles, i.e.
1. First part: General (1 Article)
2. Second part: Employment (UU No. 13 of 2003) consists of 68 articles governing foreign worker, minimum wages, Outsourcing, severance / termination, rest and leave, Definite Employment Working Agreement working hours
3. Third part: Social Security UU No. 40 of 2004 (2 articles), the latest one has job loss guarantee
4. Fourth part: Social Security Administrator UU No. 24 of 2011 (2 articles) which is the latest article of job loss guarantee institution
5. Fifth part: Other Appreciation (1 article), new article on adding new norms for workers’ welfare

Changes in PKWT and Outsourcing :
1. Articles related definite period employment are deleted, thus employing with definite period employment will be more flexible and not rigid, those workers will also receive compensation for lost work that will be regulated through government regulations.
2. Regulations on outsourcing are deleted and not included in the labor article, only regulates employment relations while business relationships are governed by business law in reference to the Civil Code (KUHP).

Conclusions:
1. There are no longer restrictions on employment contracts in outsourcing schemes
2. For working relationships with outsourcing companies, it can be with permanent employment status or contract employment status.
3. Responsibilities related to employment relationships and job guarantees are the responsibility of outsourcing companies.
4. There are no more cores and non-cores to determine the type of work that can be outsourced or diverted. All sectors and types of work can be done (outsourced)
5. The obligation for outsourcing companies to provide job loss guarantees will be further regulated by government regulations.

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