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The economic empowerment of local communities has become a key focus for Harita Nickel’s Community Development and Empowerment Program (PPM). The company has implemented a variety of initiatives to improve the livelihoods of those in the surrounding areas of its operational sites. Recently, Harita Nickel launched a program to support local women, named PROSA.
PROSA, which stands for Project Rasa, is a café managed by a group of women supported by Harita Nickel. Officially opened in May 2024, the café is located at PT Halmahera Jaya Feronikel (PT HJF) and offers a wide range of culinary options, from snacks to full meals.
Latif Supriadi, Head of External Relations at Harita Nickel, emphasized the company’s commitment to providing opportunities for the local community through economic development activities. With over 30,000 employees and workers at the site, Harita Nickel aims to create business opportunities for the local population.

“The economic activities carried out by the groups we support, including those making chips, operating mini-markets, and running cafés, are expected to enhance the welfare of women’s groups in Kawasi,” said Latif.

<figure><img alt="C1 dokumentasi csr peresmian prosa 2024 a73000161 11zon" src="https://api.tbpnickel.com/storage/images/old/images/C1_Dokumentasi_CSR_Peresmian_Prosa_2024_A73000161_11zon.jpg" title="C1 dokumentasi csr peresmian prosa 2024 a73000161 11zon"><figcaption>Head of External Relations, Latif Supriadi, expressed his hope that the supported groups will remain united, ensuring the sustainability of this program for the long term.</figcaption></figure>

With this culinary business initiative, Harita Nickel hopes to improve the skills and capacities of local women, thus contributing to family incomes and fostering positive community impact.

Latif also noted that PROSA, operating within the company’s premises, is expected to bring joy to visitors who enjoy the variety of dishes offered.

“It is crucial that these groups maintain strong teamwork in managing their operations, ensuring that the businesses already launched continue to grow and remain sustainable,” he emphasized.

Meanwhile, Suryani Jamardin, Coordinator of Obi Jaya Mandiri, expressed appreciation for the significant support Harita Nickel has provided in developing their businesses. According to Suryani, the company has not only provided business space but also offered training to enhance the group’s capacity and skills.

“Through these opportunities, the women’s groups in Kawasi can become financially empowered and gain valuable knowledge,” said Suryani with enthusiasm.

Prior to the launch of the PROSA Café at PT HJF, Harita Nickel also provided access for its supported women’s groups to open cafés and retail outlets for employees at PT Halmahera Persada Lygend.

The management of cafés and retail kiosks by these remarkable women, empowered by Harita Nickel, has brought numerous benefits. Not only do they gain economically, but they also acquire skills and knowledge that will serve as invaluable assets, supporting the independence of women on Obi Island.

PROSA: Harita Nickel Empowers Local Women Through Culinary Business Development

On Monday morning, June 17, 2024&mdash;the second day of Eid al-Adha 1445 H&mdash;dozens of residents gathered in front of the Al-Jami’ Mosque in Soligi Village, a community located near Harita Nickel's operations on Obi Island. They had come together to witness the special ritual of animal sacrifice carried out through a unique, time-honored tradition.
The two goats selected for the sacrifice were first fed the finest grass and fresh leaves. Once they had eaten their fill, the goats were bathed and sprayed with perfume. Next, they were dressed with clothes on their bodies and turbans on their heads. With these preparations, the goats looked neat and fragrant.

“This special treatment symbolizes the love Prophet Ibrahim had for his son, Prophet Ismail,” said Ishak, the imam leading the ritual, as he explained the meaning behind the tradition.

Next, the two pampered goats were paraded around the mosque three times. The villagers, including children, watched solemnly as they participated in the procession.

<img alt="Khazanah tradisi unik desa soligi sambut iduladha" src="https://api.tbpnickel.com/storage/images/old/images/Khazanah-Tradisi-Unik-Desa-Soligi-Sambut-Iduladha.png" title="Khazanah tradisi unik desa soligi sambut iduladha">
<figcaption>Before the sacrifice, the goats were bathed, dressed in white clothes, and then paraded around the mosque.</figcaption>

<figcaption> </figcaption>
After this display of care, the goats were ready for the sacrifice. Ishak led the slaughter with great precision. The animals' eyes were covered with burial cloths, and the slaughterer held his breath throughout the procedure to ensure the ritual was performed respectfully.

Following the sacrifice, the imam and the villagers sat on mats and recited prayers until the goats had fully passed. This sacred moment deeply touched everyone present, as the air was filled with reverence.

“This is how our ancestors carried out the tradition, and we continue to uphold it as long as it remains in accordance with religious norms,” Ishak explained.

Once the ritual was complete, the villagers worked together to process the meat, preparing various dishes to be shared among all.

However, the Eid al-Adha celebrations did not end there. In the evening, the villagers gathered once again for a Ngibi performance in the village square. Representatives from Harita Nickel were also present to enjoy the event.

<img alt="Festival ngibi soligi" src="https://api.tbpnickel.com/storage/images/old/images/Festival Ngibi_Soligi_88_11zon.jpg" title="Festival ngibi soligi">
<figcaption>The Ngibi cultural performance was further enriched by a pencak silat competition for students from elementary to high school in Soligi Village.</figcaption>

Ngibi is a traditional art form of the Buton tribe, the majority ethnic group in Soligi. The dance is performed in pairs, accompanied by the sounds of a gong and drum, with no lyrics. Female dancers perform the Cungka Dance, followed by the male dancers performing the Ngibi Dance. A significant aspect of the Ngibi Dance is that male dancers are prohibited from touching the female dancers as a sign of respect.

This year's festivities were further enhanced with a pencak silat competition, involving students from elementary through high school. The village head, Madiasi La Siriali, explained that this inclusion of younger generations helps connect them with the traditions of their ancestors.

“We are grateful to Harita Nickel for supporting us in preserving our traditions and helping to pass them down to the next generation,” Madiasi said, acknowledging the company's involvement.

The evening in Soligi was filled with joy as both the villagers and Harita Nickel representatives shared in the warmth and camaraderie of the celebration. More than just the sacrifice, Eid al-Adha in Soligi represents a time for strengthening the bonds of community and deepening the relationship between residents and the company.

The Unique Tradition of Soligi Residents Honoring Eid al-Adha

The limited number of personnel and the large working area require safety teams in all Harita Nickel business units at the Obi site to innovate supervision of Occupational Safety and Health (OHS). One of them is through the use of digital platforms to support OHS reporting and supervision in their respective work environments.
Guguh Prakoso Utomo, Safety System & Compliance Supervisor of PT Dharma Cipta Mulia (DCM), said the idea of utilizing digital means for OHS supervision arose from the limitations of ineffective manual methods. This is because the physical green card system, which has been distributed directly and provided in each department, has not been optimally utilized by employees.
Green card is an observation card used to report unsafe actions or behaviors in the company's operational areas. Through this card, all employees can submit reports of risky behavior they encounter in the field.&nbsp;
“Initially we used small and printed forms. We distributed them directly, there were also boxes in each department, but it was not quite effective. Therefore, since the beginning of 2023 we explored, and implemented the green card online,” explained Guguh, who previously served as Occupational Health & Safety (OHS) Compliance at PT Halmahera Persada Lygend (HPL).
Through green card digitization, employees can now submit their findings online. “First, this report will be received by the safety team as the command center. After being categorized and sorted based on the level of urgency, the report will be forwarded to the relevant department. So with that form, our reports are immediately recorded or well-documented,” he said.&nbsp;
Since the green card digitization was launched, it has been proven that OHS supervision by involving employees is more effective. Even though, the number of employees who fill out the form has not yet reached 10 percent of the total number of employees.&nbsp;<img alt="Whatsapp image 2024 03 01 at 16.50.26" src="https://api.tbpnickel.com/storage/images/old/news_assets/WhatsApp Image 2024-03-01 at 16.50.26.jpeg"> 
Therefore, to further optimize employee involvement, the OHS supervision digitalization program is now connected to a company policy called the Safety Accountability Program (SAP). This applies to all employees of all levels.
“Employees who submit the highest number of reports will be rewarded. We will also give it to departments. Who best handles reporting, we will reward with a gold flag. Conversely, those who get the most reports, but are not followed up, will be rewarded with a black flag,” he explained.
The implementation of green cards at HPL since mid-2023 has helped raise employee awareness on the importance of participatory OHS monitoring. Yanwar Wiratmoko, OHS Staff at HPL, said that with awareness, employees will be encouraged to make reports whenever they find dangerous actions or conditions in their work environment.&nbsp;
”When we find a case where someone is working without proper safety attributes, they will usually make a report through the online green card form that is accessible through a smartphone,“ he explained.
The innovation of OHS supervision through green card digitization that has been implemented at PT HPL, as well as by other business units under different program names, is an important step that the company has made to encourage active participation of employees in maintaining their work environment.&nbsp;
Another benefit is that the information collected can be quickly and efficiently analyzed to identify trends and patterns of unsafe behavior. With this information, companies can take more effective preventive measures. In addition, digital documentation makes it easier to track and evaluate corrective actions made as a response in the field.
In addition, the safety teams at HPL and DCM have also been using an android-based application for OHS reporting. With this application, the findings report can be presented in a complete and integrated format. Starting from the location point, photo and video documentation, to its handling status. To get more comprehensive services and features, the safety team has coordinated with the IT team to develop the software exclusively.

Integrated OHS Supervision Through Digital Platform 

The steady growl of heavy machinery filled the air in the nursery area of PT Halmahera Persada Lygend (HPL), a Harita Nickel subsidiary on Obi Island, North Maluku. An excavator moved with measured precision, its bucket lifting earth as employees watched closely. With a single gesture from one of them, the operator cut the engine, and the noise faded, leaving the quiet of the island in its wake.
The man who give the signal is Irwan Tonny, Safety Trainer Supervisor at HPL. That afternoon, Irwan was overseeing the excavator operation training attended by several unskilled employees.
The training is part of the Green Development Program (GDP), an initiative launched by the Human Resources (HR) team at HPL in collaboration with the Safety Trainer team, who serve as both supervisors and on-site trainers. This initiative aims to enhance the skill set of the company’s unskilled workforce.
“This program is more than just technical training that provides basic knowledge to employees,” Irwan stated. “Harita Nickel is committed to ensuring that every participant understands the critical importance of workplace safety and develops a strong sense of discipline and work ethic. Participants will learn not only how to operate machinery and heavy equipment but also how to become responsible operators who prioritize safety,” he further explained.
<img alt="Gdp monitoring training operator" src="https://api.tbpnickel.com/storage/images/old/images/GDP_Monitoring Training Operator.jpg"> 
Since its launch in 2019, GDP has created opportunities for hundreds of previously unskilled workers to grow and contribute within the company. To date, more tham 600 employees have undergone upskilling through the program. Participants are selected by department heads, chosen based on their potential to advance further, provided they have a minimum of one year of service and a clean disciplinary record.
In addition, the GDP extends beyond excavator training, it encompasses a comprehensive range of heavy equipment, including wheel loaders, overhead cranes, dump trucks, crane trucks, forklifts, and other machinery critical to the company’s operations.
Novar Rafdy Zul Ikram, HR Officer at HPL who has been involved in the program’s development, outlined the challenges the company faced prior to this initiative. “Previously, we had to source labor from outside the region, which not only significantly increased operational costs but also presented challenges such as a lack of understanding of the local culture and work environment,” he explained. “By shifting our focus to the development of local resources, we have successfully empowered the community and established a skilled, loyal workforce that is better aligned with the company’s vision.”
Novar further explained that the name Green Development Program was chosen as a symbol of hope and growth. This program is specifically designed to empower employees who previously lacked skills by offering comprehensive training. The goal is to create new opportunities for these individuals, enabling them to become skilled laborers who fulfill the company’s requirements.
<h2>Safety is Priority&nbsp;</h2>
The training within GDP is structured to ensure that participants acquire not only technical skills, such as operating heavy machinery, but also a comprehensive understanding of the importance of adhering to safety standards. The curriculum covers a range of topics, including basic safety, component identification and functionality, engine systems, operational techniques, as well as Daily Inspection and Maintenance (P2H).
<img alt="Gdp monitoring training operator by hr" src="https://api.tbpnickel.com/storage/images/old/images/GDP_Monitoring Training Operator by HR.jpg" title="Gdp monitoring training operator by hr">
<figcaption>Irwan and Novar hope that the GDP can continue to grow in supporting Harita Nickel's operational activities.</figcaption>
 
“Safety is our top priority,” Irwan empashized. “We want to ensure that everyone can return home safely every day, without injury. That is why we consistently emphasize the importance of safety procedures at every stage of training, from the basics to field operations.”&nbsp;
The outcomes of this program are clearly evident. Several participants, who initially had no technical background, have now become skilled operators and valuable assets to the company. For them, this training is not just about mastering the techniques for operating heavy machinery, but also represents a significant opportunity to achieve a better quality of life.&nbsp;
“Green Development Program is an excellent initiative that provides substantial benefits to us. Beyond enhancing our understanding of how to operate heavy equipment and manage it effectively in the field, this program also offers us the opportunity to further develop our potential,” remarked Aswan Tidore, a graduate of the program who is now serving as a Foreman in the Production Department at HPL.
Furthermore, Aswan highlighted how the program engages a diverse range of employees, from those with basic experience to those entirely new to the field. “Thanks to this program, we have gained increased confidence in our ability to develop and compete within the company,” he remarked.
Additionally, the success of the GDP extends beyond the participating employees; it also delivers significant benefits to the company. This initiative has allowed HPL to reduce operational costs previously allocated for sourcing external labor while simultaneously enhancing employee loyalty. “When employees recognize that the company is genuinely committed to their development, their motivation and engagement with their work inevitably increase,” Novar explained.
Both Irwan and Novar, who consistently demonstrate enthusiasm in implementing this program, aspire for the GDP to continue evolving and serve as a sustainable model for empowerment.
Through the GDP, Harita Nickel has not only successfully created skilled and reliable workers but also demonstrated that the company can make a positive contribution to the community. With a clear vision and consistent dedication, Harita Nickel shows that the success of the company can go hand in hand with community empowerment, creating a brighter future for all parties involved.[]

Green Development Program, Harita Nickel’s Initiative to Empower Local Employees

Harita Nickel held the Harita Goes to Campus (HGTC) program at the Universitas Pembangunan Nasional (UPN) "Veteran" Yogyakarta on Friday, September 27, 2024. In collaboration with the Faculty of Mineral Technology (FTM) and the Student Chapter of the Indonesian Economic Geology Society (MGEI), the event took place in the FTM Seminar Room to help students gain a deeper understanding of the mining industry. This event is essential for preparing them to face current global challenges.
Under the theme "Synergy: Pioneering Innovation, Sustainability, and Environmental Excellence in Harmony," this session blended education with environmental awareness. The event featured more than just lectures; it included creative competitions in essay writing, poster design, and video production. These activities encouraged students to explore the mining industry and its future role in sustainability. As participants engaged in discussions about innovation and ecological responsibility, the atmosphere was charged with the excitement of a new generation ready to rethink mining in Indonesia.

Harita Nickel presented four speakers: Director of Health, Safety, and Environment Tonny H. Gultom; Head of Exploration and Mine Development Robby Rafianto; Climate Change Senior Specialist Muhammad Iqbal; and Community Affairs Superintendent Muhammad Yuda Pranata.&nbsp;

In his presentation, Tonny highlighted Indonesia's strategic position on the global stage as a key player in the nickel industry, particularly regarding the implementation of clean energy. “Global demand for critical minerals is expected to surge in the next two decades as the world strives to achieve net-zero targets. Overall demand is even predicted to increase by up to six times,” Tonny stated, emphasizing nickel's central role in the transition to environmentally friendly technology and a more sustainable future.

The event was warmly welcomed by students from various faculties, including Mineral Technology, Economics and Business, Agriculture, Industrial Engineering, and Social and Political Sciences. Even high school students and students from other universities attended to deepen their understanding of the nickel industry and sustainability values. The Vice Rector of UPN, Dr. Ir. Sutarto, M.T., and the Dean of the Faculty of Mineral Technology, Dr. Ir. RM. Basuki Rahmad, M.T., were also present at the event.

Sutarto emphasized the importance of the knowledge and experience shared in this seminar, especially for students as Indonesia’s future golden generation (Generasi Emas Indonesia 2045). “The success of this vision depends on you as the frontline,” he said.

This seminar session attracted 146 participants who were inspired by discussions about the future of nickel and technological innovation in Indonesia. In addition to addressing technical aspects, participants were invited to understand Harita Nickel's role in protecting the environment and empowering local communities through sustainable initiatives.

Princiska Adelia Shanita, a 2021 Geophysical Engineering student, expressed her satisfaction with the material presented. “There were many interesting topics discussed, especially regarding how Harita Nickel manages the environment well and empowers communities. I hope Harita Nickel continues to innovate to support Indonesia Gold 2045,” she said.

With this event, Harita Nickel reaffirmed its commitment to integrating innovation, sustainability, and social responsibility in all its operations. This approach not only highlights the company’s forward-thinking ethos but also reflects a broader commitment to fostering a resilient and informed workforce ready to meet the challenges of tomorrow.

Harita Goes to Campus: Embracing a Sustainable Future at UPN “Veteran” Yogyakarta

Nestled on Obi Island, PT Halmahera Jaya Feronikel (HJF), a business unit of Harita Nickel, is taking a bold step into the future of industrial safety with its new initiative. This isn’t just about profit margins or efficiency metrics. It’s about something deeper&mdash;a commitment to keeping its workers safe, its environment sustainable, and its operations accident-free.
On September 16, a group of employees proudly wore their new badges, marked with the title “HSE SMART Leader.” These are no ordinary badges. They symbolize a movement within HJF&mdash;a significant initiative within HJF focused on achieving zero workplace accidents. The declaration came with a formal ceremony, but the true challenge lies ahead: turning commitment into everyday practice.

“We're not just talking about policies or procedures here,” said Agung Aribowo, the Technical Support Deputy Department Head at HJF, standing before the gathering of freshly minted leaders. “SMART Leader means Safety is My Attention and Responsibility to Target Zero Accidents. These leaders are not just experts in their technical fields; they are also trained to anticipate and address potential hazards before they become problems,” he added.

It’s an ambitious goal linked to a larger company initiative called the HEBAT program (HJF’s Excellent Behavior for Achieving Target). This program aims to create a culture of safety at all levels and transform leaders into safety advocates&mdash;mentors who will promote awareness and vigilance among employees.

In the world of mineral processing industry, safety training is nothing new. Yet the approach at HJF feels different. There is a strong sense of urgency in the mission, especially as the world becomes more focused on sustainability. For HJF, safety and sustainability are two sides of the same coin.

This isn’t just theory. The HEBAT program is built on seven key pillars, including Life Saving Assessment (LISA) and Management Walkthrough, which ensure ongoing improvement in safety practices. This effort is supported by HJF's recent ISO 45001:2018 certification, a global standard for Occupational Health and Safety, earned in July. HJF had also previously received recognition from the Ministry of Manpower of Indonesia for its safety management system. While these certifications are an achievement, they are reviewed annually to keep safety standards growing alongside the company.

The initiative has earned praise from both Harita Nickel and its partner, Lygend Resources. Rico Windy Albert, the Head of Technical Support for the Harita Nickel and Lygend Resources joint venture, knows the stakes well. As HJF transitions into full production mode, the demands for safety only intensify.

“I’m incredibly proud of the HJF team for getting this off the ground,” Rico said, standing before a group of workers in fluorescent safety gear. “But the real test is what happens after the ceremony. Can we maintain this level of focus on safety and the environment as we scale up production? That’s where the challenge lies,” Rico added.

Rico’s words struck a chord, underscoring a critical truth: HSE (Health, Safety, and Environment) isn’t just the responsibility of a single department. It’s a collective mission, one that requires buy-in from every level of the organization.

“The SMART Leader badge,” Rico continued, “it’s more than just a symbol. It’s a badge of ownership. You’re not just responsible for yourself&mdash;you’re an example to others.” His message was clear: each leader now bore the responsibility of instilling a culture of safety among their peers.

The room fell silent as his words sunk in, making the badge feel heavier with pride and responsibility.

Zhao Xiao, the Executive Deputy General Manager of HJF, echoed the same feeling. He praised the efforts of the HSE team but reminded everyone that safety isn’t confined to people alone. "Regular inspections are essential. We need to ensure that every tool and machine is in peak condition. Preventing accidents is our shared priority," he stated firmly, emphasizing the seriousness of the task ahead.

HJF demonstrated its commitment to the HEBAT program by launching Safety Leadership Training for 280 employees this past quarter. "We aim to train 325 leaders, from foremen to supervisors, as SMART K3LH Leaders," Rico explained. The goal is clear: reduce workplace accidents and boost team productivity. This initiative reflects HJF’s broader plan for a safer and more efficient workforce.

Rico Windy Albert’s closing remarks seemed to encapsulate the spirit of the endeavor: “We are committed to running operations that aren’t just efficient and productive, but also responsible&mdash;to our employees and the environment.”

As the employees left, badges gleaming on their shoulders, one thing was clear: this wasn’t just a safety program. It was a cultural shift, an attempt to redefine the connection between industry and responsibility in a world that increasingly values both. And perhaps, just perhaps, HJF could lead the way.

Harita Nickel's Bold Push for Zero Accidents with SMART Leader Initiative

The 2024 Regional Head Election (Pilkada) was held simultaneously on Wednesday, November 27, 2024. This national event was also held in the operational area of Harita Nickel site Obi Island, South Halmahera, North Maluku.&nbsp;
Thousands of Harita employees seemed enthusiastic to visit a special polling station (TPS) within the company area. A total of 10 polling stations are provided to accommodate the voting rights of local employees, North Maluku residents, with a total of about 5600 people.&nbsp;

Industrial Relations Manager of Harita Nickel, Taufik Setiaji, said the company provides an opportunity for employees to use their voting rights on the day of the election according to the data of the Permanent Voters List (DPT) of the General Election Commission (KPU) of South Halmahera Regency.&nbsp;

<img alt="Pilkada di site tps" src="https://api.tbpnickel.com/storage/images/old/images/Pilkada di Site_TPS.jpg" title="Pilkada di site tps">
<figcaption>Employees trained in technical guidance are involved as polling station officials, both as Voting Organizing Committees (KPPS) and as Polling Station Supervisors (PTPS).</figcaption>

 
“Employees who have been registered in the DPT may present an invitation letter from the KPU to the KPPS officer. As for employees whose polling stations are located outside the company area, they are given permission to leave the work site to vote,” he said.

In accordance with the provisions of KPU, voters who have South Halmahera Regency ID cards are entitled to get ballots to elect candidates for Governor and Deputy Governor and candidates for Regent and Deputy Regent. Meanwhile, those who come from outside the South Halmahera region but are still in North Maluku Province, only get ballots for the Governor and Deputy Governor elections.

Taufik further explained, in its implementation, employees were also involved as officers at polling stations consisting of the Voting Organizing Group (KPPS) and TPS Supervisors. Prior to that, they had received technical guidance from the election organizing agency, in this case the KPU and the Election Supervisory Agency (Bawaslu) of South Halmahera Regency.&nbsp;

From on-site monitoring, voting took place starting at 07.00 WIT until 13.00 WIT. Then proceed with the vote counting witnessed by witnesses from each candidate pair. After the counting was completed, the polling station officers and witnesses signed the minutes. Furthermore, the ballots were put back into the ballot box to be distributed back to the KPU.

“Thank you to all employees who have participated in making the elections successful so that all stages can run conducively. All of this is thanks to the support of all parties, both from internal companies and related external parties as well,” he concluded.[]

Harita Nickel Employees Contributed to 2024 Simultaneous Regional Elections in 10 Special Polling Stations

Amid the relentless pace of innovation and the dynamic landscape of mineral downstream industries, Harita Nickel is moving forward with the Harita Continuous Improvement (HCI) Masterclass, a program designed to improve skills and change how the company thinks about efficiency and innovation. On October 26 and 28, 2024, over 120 employees from different business units came together for a hands-on learning experience. Divided into 12 groups, these participants passed the first round of the HCI proposal process, fueling excitement for workplace improvements.
In the first session, Gatra Pinem, Harita Nickel’s Business Improvement Manager, delivered a presentation on how to package data in ways that are engaging and easy to understand. "This training goes beyond crunching numbers," Gatra began calmly. "It’s about how data tells a story, how numbers speak, and ultimately how they persuade judges and drive efficiency across every aspect of Harita Nickel’s operations." In a tone that bordered on the philosophical, Gatra emphasized that presenting compelling data isn't just about technique&mdash;it’s about how data can change the course of a project, even a company.
<img alt="Hci masterclass 2" src="https://api.tbpnickel.com/storage/images/old/images/HCI Masterclass 2.jpg" title="Hci masterclass 2">
<figcaption>Participants teamed up to make a presentation of a case study assigned by the HCI Masterclass presenters.</figcaption>
 
Following that, Joseph Sinaga, Superintendent of Corporate Affairs at Harita Nickel, brought a more pragmatic tone with his session on Effective Communication. Joseph underscored the significance of this skill, not only in the context of project management but also in every aspect of collaboration within the company. "Effective communication is the foundation of career success," Joseph asserted. "If we can convey ideas clearly and convincingly, we not only inspire our colleagues, but also ensure that every initiative aligns with the company’s direction and core values." For Joseph, communication is not just about the right words spoken with tact&mdash;it’s about inspiring real change.
Topan Prasetyo, Executive Business Controller at Harita Nickel, offered a broader perspective on the company’s journey. "Harita Nickel consistently strives to grow through adaptive strategies, particularly through innovation and operational efficiency," he noted. With its integrated mining and production operations on Obi Island, Harita Nickel remains committed to excellence, both in technological innovation and cost optimization, key drivers of the company’s growth amidst the fluctuations of the global industry.
Launched in June 2024, the HCI program aims to capture groundbreaking ideas from Harita Nickel’s employees. These innovations, however, go beyond simple concepts&mdash;they are expected to enhance productivity, reduce costs, and improve health, safety, and environmental performance. Although this is its inaugural year, HCI has already garnered attention: 110 innovation proposals have been submitted from various business units. Of these, 36 proposals have advanced to the implementation stage, and they have been presented to determine the top five innovations. The competition will culminate in February 2025, when champions from each business unit will vie for the overall winner’s title.
The HCI Masterclass serves as more than just a platform for participants to refine their projects&mdash;it is an opportunity to make a tangible contribution to the company's efficiency and performance. In line with Indonesia's vision for mineral downstream processing, Harita Nickel continues to push forward, one innovation at a time.
Also in attendance at the HCI Masterclass were management representatives and facilitators from various business units, watching with anticipation as initiatives like these promise to bring fresh winds of change to the company's future.

Elevating Operational Excellence through the HCI Masterclass

At PT Halmahera Persada Lygend (HPL), the work never stops, whether under the blazing sun or the quiet moonlight. As one of Harita Nickel's business units in mineral downstream processing, the plant hums with the task of turning low-grade nickel ore into key ingredients for electric vehicle batteries. But the risks are ever-present. Working in this plant comes with high stakes. Even the smallest mistake can be fatal, making leadership not just a skill, but an anchor for occupational health, safety, and environmental protection (HSE).
Through the Supervisory Leadership Training, Harita Nickel equips supervisors to handle the immense responsibilities they carry. The core of this initiative is to ensure that Harita's mid-level management&mdash;those who bridge the company’s vision with field execution&mdash;are not only prepared to communicate policies, but also to protect lives.
Human Resources & General Affairs Superintendent Junaidi Arief highlighted the critical role of supervisors in workplace safety. "Supervisors are the eyes and ears of management. Their leadership directly affects not just work results, but the safety of every team member," Junaidi said seriously. "In an industry where the risk of accidents is ever-present, effective leadership can be the difference between a safe shift or a fatal incident," he continued.&nbsp;
The mining and smelting sectors are notoriously high-risk. According to data from Indonesia’s Ministry of Manpower, more than 370,747 workplace accidents were recorded in 2023, with mining and heavy industries being the most critical. Supervisors in these sectors face immense pressure, not only to meet production targets but also to ensure safety protocols are strictly followed.
"Leadership is not just about giving orders. It’s about setting an example," Junaidi added. "Before leading others, we must first lead ourselves. When a supervisor demonstrates discipline, integrity, and commitment to safety based on the company’s core values, their team naturally follows," he emphasized.
This training program goes beyond theory and addresses real challenges that supervisors face every day. Supervisors like Laboratory Supervisor Indra Lesmana Rahayu gained deeper insights into the nuances of leading diverse teams. "What impressed me the most was learning how different leadership styles are needed for different people, ranging across generations, education levels, and work experience," Indra shared.
However, it's not just about managing tasks and the workforce. It's about fostering growth. Ore Processing Production Supervisor Hendrick Andreas Benaya Tandau reflected on how the training opened his eyes to the potential for developing his team. "Most of my team members are local employees, and it's important for me to give them opportunities to grow. This training showed me how to support that growth effectively," he explained.
In high-risk industries, leadership is crucial. A supervisor's guidance can prevent accidents, boost morale and efficiency, and ensure team safety. Harita Nickel's Supervisory Leadership Training is not just a program but a vital step in safeguarding the future of the company as it accelerates the nickel downstream industry.
"This kind of training is highly valuable, especially for someone like me, who has risen through the ranks from a Management Trainee (MT) to where I am now. It’s all thanks to the support from management, which provides opportunities for employees to enhance their capabilities," he concluded.

Supervisory Leadership Training: Harita Nickel Shapes Future Leaders in Nickel Downstream Industry

Harita Nickel held a series of activities that focus on strengthening work culture through socializing the company’s core values during this year. One of them was carried by PT Halmahera Persada Lygend (HPL) by promoting one of its core values: “Respect for Every Individual.” The sharing session was led by Deputy Head of HRGA at Harita Nickel Yohanes in the cinema room of HPL, and attended by leaders from each business unit of Harita Nickel, as well as its strategic partner, Lygend Resources.
In his opening remarks, Yohanes emphasized that “Respect for Every Individual” should be the foundation for creating a positive and inclusive work environment. He underscored that respect for all employees is a key factor in driving the company’s overall performance and success.
“When individuals feel valued and their roles are acknowledged as important, their work motivation tends to increase,” said Yohanes, emphasizing the importance of appreciation in driving employee productivity and overall performance.&nbsp;
<img alt="Sosialisasi core value harita" src="https://api.tbpnickel.com/storage/images/old/news_assets/Sosialisasi Core Value Harita.png" title="Sosialisasi core value harita">
<figcaption>Yohanes explained the importance of practicing the core value of respect for every individual in a workplace with a diverse work environment.</figcaption>

 
He also noted that a successful company is not only measured by its financial achievements but by how it values each employee and the stakeholders involved. As an integrated nickel mining and processing company, Harita Nickel aims to ensure that this core value is consistently applied at every level of management, all the way down to employees on the ground.
Yohanes further explained that respect is not merely a formality, but involves genuine recognition and care for each individual. “The essence of respect is that we must honor, appreciate, understand, acknowledge, and pay attention to our fellow employees,” he added.
In Yohanes perspective, every individual in the organization deserves recognition for their contributions. By implementing this core value, Harita Nickel aims to foster an environment where every employee feels empowered and supported, both in their professional roles and in their everyday lives.
Yohanes also highlighted that implementing the "Respect for Every Individual" value has a direct and measurable impact on company performance. A work environment that values individual contributions fosters a more positive, innovative, and collaborative atmosphere.
In his closing remarks, Yohanes emphasized that “Respect for Every Individual” is not only a part of the company's internal culture and core values but also a long-term commitment of Harita Nickel. “This core value is extremely important, and numerous studies show that embracing it has a significant impact on our collective success within the company,” he concluded.
This sharing session is one of Harita Nickel’s efforts to strengthen the company’s, particularly in recognizing every individual who contributes to shared success. With full support from all the leaders, it is hoped that this value will be actively implemented in all aspects of operations, creating a more inclusive and productive work environment in the future.