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<h2 class="text-lg font-semibold">Site Obi</h2>
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<div class="hidden md:flex text-xs"><a href="mailto:corporate.secretary@haritanickel.com" target="_blank" rel="noopener noreferrer">Corporate Secretary: corporate.secretary@haritanickel.com</a></div>

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The warehouse at PT Halmahera Persada Lygend (HPL) and PT Obi Nickel Cobalt (ONC) looked different from its usual layout. Shelves normally filled with operational equipment and materials were rearranged to create an open space in the centre of the warehouse, transforming the area into a competition arena for forklift and hand pallet operators. The event was organised by Harita Nickel as part of its ongoing efforts to strengthen operator competency while reinforcing its occupational health and safety (OHS) culture.
Organised through PT HPL and PT ONC, the competition brought together warehouse operators from both companies. Participants competed in two categories—forklift and hand pallet—through a series of practical simulations designed to assess both their equipment handling skills and their discipline in following safe operating procedures.
Warehouse operations play a critical role in the company's operational value chain. Operators' precision in handling and moving materials not only supports efficient logistics, but also contributes to workplace safety, protects company assets, and helps ensure safe and reliable operations.
The competition was designed to evaluate participants' technical skills alongside their adherence to safety procedures. Before beginning each challenge, participants were required to complete a daily pre-operational inspection of their equipment. They then manoeuvred a forklift or hand pallet while carrying a basin filled with water through a zigzag course marked by traffic cones. The exercise tested operators' ability to control the equipment with precision, with less water spilled indicating greater control and proficiency.
Participants were assessed based on the completion of the pre-operational inspection, speed, precision, and compliance with safety procedures, including sounding the horn at designated points throughout the course.
Syarif Hadi Fatullah, Operational Health and Safety (OHS) Superintendent at PT HPL and one of the competition judges, said the event provided an effective way to directly observe operators' technical competency and discipline in applying safe work practices.
"Forklift and hand pallet operating skills are essential to maintaining workplace safety. There is always room for improvement, particularly in terms of precision and efficiency. We hope this competition encourages all operators to continue sharpening their skills while strengthening their safety awareness in their daily work," said Syarif.
The participants shared the same enthusiasm. Irwan, who won first place in the forklift category, said the competition was both a valuable experience and a timely refresher on the work procedures he applies every day.
"I'm proud to have won the competition. More importantly, it reminded us to consistently follow operating procedures, starting from completing equipment checks before use to maintaining safety throughout every stage of forklift operation," Irwan said.
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Held in June 2026, the competition forms part of Harita Nickel's ongoing occupational health and safety programme. By engaging operators directly through practical, field-based activities, the company not only strengthens technical competency but also reinforces safety as an integral part of everyday work.
Through continuous competency development, Harita Nickel remains committed to embedding a strong safety culture across all operational functions, including logistics and warehouse operations, which play an essential role in supporting safe, reliable, and sustainable business operations.
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Strengthening Operator Competency and Safety Culture Through a Forklift and Hand Pallet Competition

Behind a computer screen displaying mine designs, Yayu Inryani Sari begins her day as a Junior Mine Plan Engineer. At PT Trimegah Bangun Persada (TBP), one of Harita Nickel's mining companies, she analyses operational data and prepares mine plans that help guide safe, efficient, and productive mining activities. Beyond her role as an engineer, she also embraces another role that defines her just as much—that of a mother.
very time she leaves for work, Yayu embarks on a long journey from Seludau Village in Tana Tidung, North Kalimantan, to Obi Island in South Halmahera, North Maluku. Traveling across land, sea, and air, the journey serves as a constant reminder that every mile she covers is part of her pursuit of a career in the mining industry while striving to build a better future for her family.
For Yayu, these two roles have never been in conflict. Motherhood has never meant putting aside her dream of becoming a mining engineer. Instead, it has become the motivation that drives her to keep growing while building a better future for her family.
Yayu's interest in mining began during high school. Inspired by women working confidently in the field, she chose to study Mining Engineering at university before joining Harita Nickel in 2023.
As part of the Mine Plan team, Yayu helps develop mine plans by analysing operational data and preparing mine designs that support safe, efficient, and reliable mining operations while meeting production targets.
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<figcaption>Coordination for joint mining targets with the Production team.</figcaption>
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Her career entered a new chapter when she became a mother. Rather than seeing family and career as competing priorities, Yayu believes each strengthens the other.
"From the moment I decided to become a mother, I never saw my career and family as two paths that required me to choose one over the other. Becoming a mother was not the end of my journey. It marked the beginning of a new chapter that has motivated me to continue growing, both as a mother and as an engineer," Yayu said.
Balancing both roles has not been without challenges. While Yayu works on Obi Island, her parents play an important role in caring for her child. Their support gives her peace of mind and allows her to stay focused on her responsibilities at work.
"I wouldn't be able to do this without them. Their trust and encouragement have allowed me to pursue my career while also being there for my child," she said.
Yayu also credits her workplace with helping her maintain a healthy balance between work and family life. According to her, the roster system provides the certainty she needs to fully focus on work while making the most of her time with her family during her roster break.
"For me, the roster is more than just a work schedule. Knowing my schedule in advance allows me to stay fully focused while I'm at work and enjoy meaningful time with my family when I'm off duty," she said.
Das Anton, Mine Plan Manager at PT TBP, described Yayu as someone with a strong willingness to learn who has grown into a dependable member of the team.
"At Harita Nickel, everyone has the same opportunity to grow. What matters is competence, a willingness to learn, and performance. Yayu has shown that opportunities in mining are built on competence, not gender," Das said.
For Yayu, every journey back to Obi Island is a reminder of why she chose this path. It is not only about building a career, but also about creating a better future for her family. Behind the safety helmet she wears each day is a woman who continues to show that motherhood is never a barrier to growth, contribution, or a fulfilling career in the mining industry.
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Yayu: A Mother and a Mining Engineer

Growing industrial activity on Obi Island has created increasing demand for a wider range of technical skills, including air conditioning (AC) technicians. Through the fifth batch of its Youth Skills and Competency Development Programme (PELITA), Harita Nickel is equipping local young people with industry-relevant competencies to prepare them for employment opportunities or to start their own businesses.
The programme, organised in collaboration with the South Halmahera Regency Government, brought together 16 young participants from villages across Obi Island. Over a 33-day training period, from 29 June to 31 July 2026, they attended a Residential Air Conditioning Technician course at the Ternate Vocational Training and Productivity Centre (BPVP Ternate).
The 33-day programme, held from 29 June to 31 July 2026 at the Ternate Vocational and Productivity Training Centre (BPVP), combined 80% hands-on training with 20% classroom learning. Participants developed competencies in Occupational Health, Safety and Environment (OHSE), as well as AC installation, maintenance, and repair in accordance with industry standards. These practical skills will enable graduates to pursue careers as AC technicians or establish their own service businesses.
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<figcaption>Presentation of Medals to PELITA Batch V Participants.</figcaption>
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For participant La Yufri Masira, the programme represents an important step towards a brighter future.
"I hope this training will give me the opportunity to join the company so I can put my new skills into practice. Even if I don't have the opportunity to work for the company, these skills will allow me to start my own AC service business," he said.
Abdul Azis, Head of the Ternate Vocational and Productivity Training Centre (BPVP), said vocational training plays a vital role in preparing a workforce with the skills required by industry.
"Programmes like this equip local communities with the competencies and confidence needed to enter the workforce or develop their own businesses," he said.
Harita Nickel's CSR Program Development and Compliance Manager, M. Yuda Pranata, said the PELITA Programme was created to expand opportunities for young people living around the company's operational areas.
"We hope participants complete the programme not only with strong technical capabilities, but also with the confidence to start their own businesses, respond to local market needs, and even create new employment opportunities within their communities," he said.
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<figcaption>Government Recognition of the Company's Community Empowerment Programs in North Maluku.</figcaption>
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Now in its fifth batch, the PELITA Programme has become one of Harita Nickel's flagship vocational initiatives for developing local talent. Since its launch, the programme has trained 120 young people from Obi Island through five vocational training cohorts across disciplines including wheel loader operation, overhead crane operation, Mandarin language, heavy equipment operation, and residential AC technician training.
Through close collaboration with government and vocational training institutions, PELITA equips young people with skills that reflect both industry demand and local economic opportunities. By investing in vocational education and local talent development, Harita Nickel is helping build a skilled workforce that is ready to pursue rewarding careers, embrace entrepreneurship, and contribute to the sustainable growth of Obi Island.

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PELITA Batch V Prepares Obi Youth for Careers as Air Conditioning Technicians

Building a sustainable mining industry requires more than innovation at operational sites—it also depends on sharing knowledge with the next generation. Through its Harita Mengajar (Harita Teaches) programme, Harita Nickel brought its industry experts to leading universities to share practical insights, promote responsible mining practices, and strengthen collaboration between industry and academia.
The roadshow visited IPB University, Trisakti University, and Universitas Islam Indonesia (UII). Through guest lectures and interactive discussions, students gained insights into various aspects of the nickel industry, including environmental management, mining and nickel processing innovations, and the role of chemistry in supporting the global energy transition.
The programme began at the Department of Biology, Faculty of Mathematics and Natural Sciences, IPB University. Retno Dewi Handayani, Vice President of Environmental Green Mining at Harita Nickel, shared the company's experience in biodiversity conservation and environmental management across its operations. Her presentation covered post-mining land reclamation, the development of Loji Central Nursery as a dedicated plant nursery supporting reclamation efforts, and ongoing monitoring of flora, fauna, and aquatic ecosystems.
<img style="display: block; margin-left: auto; margin-right: auto;" src="https://api.tbpnickel.com/storage/images/Media/Liputan/Kabar%20Obi/sorotan/image2_3.jpg" alt="The Harita Mengajar programme at the Bogor Agricultural University" width="720" height="540">
Retno also highlighted Harita Nickel's innovation in utilising nickel slag as a soil ameliorant, which has been certified under the Indonesian National Standard (SNI 9420:2025). The initiative demonstrates how collaboration between industry and academia can drive more effective and responsible reclamation practices.
"Through well-planned, data-driven environmental management, we want to demonstrate that mining and environmental stewardship can go hand in hand. Academic forums like this provide an excellent platform to exchange knowledge while discussing both the challenges and opportunities of environmental management in the mining sector," said Retno.
The roadshow continued at the Faculty of Earth Technology and Energy, Trisakti University. Speaking to around 80 students, Iwan Syahroni, Executive Vice President of Environmental Affairs at Harita Nickel, introduced the company's integrated nickel value chain—from mining operations and processing through Rotary Kiln Electric Furnace (RKEF) and High Pressure Acid Leach (HPAL) technologies to the company's broader sustainability initiatives, including energy efficiency, solar power utilisation, coal dome facilities, and achievements in Environmental, Social and Governance (ESG) performance.
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"Today's mining industry requires professionals who not only possess strong technical capabilities but also have a solid understanding of sustainability, environmental responsibility, and good governance. That is why collaboration with universities is essential to preparing the next generation for the challenges and opportunities of the future mining industry," Iwan said.
The final session was held at the Chemistry Study Programme, Faculty of Mathematics and Natural Sciences, Universitas Islam Indonesia (UII), under the theme Global Energy Transition: The Role of Chemistry and the Next Generation in Sustainable Mining. Iwan explained the critical role of chemistry in nickel processing through HPAL technology, highlighting its application in process optimisation, product quality control, water and waste management, and emissions control.
"The global energy transition presents tremendous opportunities for Indonesia's younger generation to contribute through a wide range of disciplines. We hope students will recognise that modern mining depends on cross-disciplinary collaboration to deliver innovations that support sustainable development," he added.
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Through the Harita Mengajar roadshow, Harita Nickel continues to strengthen partnerships with universities while introducing responsible mining practices to future professionals. By bringing its experts into the classroom, the company demonstrates its commitment to knowledge sharing, inspiring future industry talent, and supporting the development of a skilled workforce ready to meet the evolving needs of Indonesia's nickel industry.

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Harita Mengajar Roadshow Visits Three Universities to Share Responsible Mining Practices

Harita Nickel's experience in implementing sustainability initiatives was featured at the 2026 KAGAMA National Health, Safety, and Environment (HSE) Seminar. The forum brought together academics, regulators, HSE professionals, and industry representatives to exchange knowledge and explore solutions to sustainability challenges across industrial sectors.
Held at the Graduate School Auditorium of Universitas Gadjah Mada (UGM) in Yogyakarta, the seminar carried the theme Bridging Science, Policy, and Industry: Integrated Disaster Preparedness and Climate Resilience for Industrial Sectors. The event provided a platform for discussing strategies and innovations to address climate change while strengthening collaboration between academia, government, and industry.
Representing Harita Nickel, Executive Vice President of Environmental Affairs, Iwan Syahroni, shared the company's experience in managing integrated nickel mining and processing operations on Obi Island through a range of Environmental, Social, and Governance (ESG) initiatives that support responsible and sustainable operations.
"As a company operating in the nickel mining and processing industry, we recognise that large-scale operations come with equally significant responsibilities. Every initiative we undertake is driven by our commitment to operating responsibly and with measurable outcomes," said Iwan.
One of the innovations highlighted during the forum was the utilisation of nickel slag—a by-product of the Rotary Kiln Electric Furnace (RKEF) process—as a soil ameliorant to support post-mining land rehabilitation and reclamation. The initiative demonstrates how processing by-products can be repurposed to deliver more sustainable environmental management.
Iwan also presented the company's decarbonisation initiatives, including the recovery and utilisation of waste heat from production processes, the use of solar energy across operational areas, the implementation of B35 biodiesel, and the adoption of alternative fuels such as used cooking oil. These initiatives are supported by real-time water quality and air emissions monitoring systems integrated with the government's environmental monitoring platform as part of the company's environmental management programme.
"For us, responsible business practices go beyond regulatory compliance—they are embedded in the way we operate. Every innovation we develop is designed to ensure our mining activities continue to create value while maintaining a strong commitment to environmental and social responsibility," he added.
Harita Nickel's participation in the KAGAMA HSE Forum 2026 reflects the trust placed in the company to share its experience with HSE professionals, academics, regulators, and industry peers. Through this forum, the company's operational practices and innovations developed on Obi Island contributed to broader discussions on advancing more sustainable mining practices in Indonesia.<script src="https://cdn.flmngr.com/widgets.js?apiKey=FLMNFLMN" data-ts="1785893335080"></script>

Harita Nickel Shares ESG Innovations at KAGAMA HSE Forum 2026

The future often begins with a small step: the courage to learn something new. On Obi Island, those steps are reflected in the determination of dozens of young people who have chosen to prepare themselves for a changing world. As industries become increasingly modern and technology-driven, the demand for skilled, adaptable, and competitive talent continues to grow.
In response to this growing demand, Harita Nickel has launched the fourth batch of its PELITA Vocational Program (Youth Skills and Competency Development), focusing on Overhead Crane Operator training. The program is designed to expand access to competency development opportunities while preparing Obi Island’s younger generation to take an active role in the future industrial ecosystem.
Over the course of four months, participants embarked on a comprehensive learning journey that combined classroom instruction, hands-on field practice, and competency assessments. The program provided an opportunity to strengthen technical skills, cultivate discipline, and build readiness for an increasingly dynamic and evolving workplace.
Their dedication ultimately led to a significant achievement. A total of 40 participants successfully earned an Operational License Certificate (SIO), verified by Indonesia’s Ministry of Manpower and the National Professional Certification Agency (BNSP). During the PELITA Batch IV Graduation Ceremony held on Friday, June 26, 2026, the graduates officially received their Class II Overhead Crane Operator SIO, a professional license authorizing them to operate lifting cranes with capacities ranging from 25 to 100 tons in accordance with established competency and occupational safety standards.
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<figcaption>Participants of PELITA Batch IV gathered at the Cinema Room, Activity Center PT HPL, on Friday, June 26, 2026, to celebrate the successful completion of their training journey during the Graduation Ceremony.</figcaption>
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For Harita Nickel, the achievement represents far more than a graduation ceremony or a professional certification. It reflects a long-term commitment to developing local talent and strengthening the human capital needed to support sustainable industrial growth. Through the PELITA Program, the company continues to invest in the potential of Obi Island’s young generation, equipping them with the skills and competencies required to adapt, grow, and seize opportunities in an increasingly dynamic industrial landscape.
Deputy Head of Technical Support at Harita Nickel, Agung Aribowo, emphasized that the company’s commitment extends beyond building an integrated industrial ecosystem. Equally important is its ongoing effort to enhance the quality of human capital, particularly among local communities on Obi Island.
“Opportunities to improve the quality of human resources on Obi Island must continue to be expanded, so that the island’s young men and women can keep developing their potential and contribute positively to the place we all call home,” said Agung.
The impact of the program is best reflected in the experiences of its participants. One of them is La Bae La Jafar, a young man from Manatahan Village who sees PELITA as the beginning of a new chapter toward a brighter future.
“Alhamdulillah, this is a journey I am truly grateful for. I used to work as a crew member, and now I feel proud to have developed my potential and advanced my career,” he said.
For Bae, the program offered more than just technical training. Beyond the operational skills he gained, he learned that discipline, responsibility, and a commitment to continuous improvement are essential foundations for navigating future challenges and opportunities. These values, he believes, are just as important as professional competencies in shaping individuals who are resilient, dedicated, and capable of making meaningful contributions in the workplace.
A similar perspective was shared by Dr. Daud Djubaedi, Head of the South Halmahera Manpower and Transmigration Office, who emphasized the importance of continuous self-development in preparing young people to navigate an ever-changing world. According to him, opportunities to build skills and competencies should be embraced as valuable investments for the future.
“More important than the certificate itself are discipline, attitude, and the consistent application of safety culture principles in the workplace,” said Daud.
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The SIO certificates, certified by Indonesia’s Ministry of Manpower and the National Professional Certification Agency (BNSP), were officially presented by the Head of the South Halmahera Manpower and Transmigration Office.
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He also expressed appreciation for Harita Nickel’s PELITA Program, noting that it has created meaningful opportunities for local communities to enhance their competencies while contributing to the development of regional human capital.
“Human development programs like this represent a tangible source of hope for local communities. They should be sustained and further expanded so that more people have the opportunity to develop their skills and unlock their potential,” he added.
The conclusion of PELITA Batch IV marks not the end of a journey, but the beginning of a new chapter. Every skill acquired, every experience gained, and every value instilled throughout the program serves as a foundation for Obi Island’s young generation to grow alongside the changes shaping the future.
Through PELITA, Harita Nickel believes that sustainable development is driven not only by investment and technology, but also by people—individuals who are willing to learn, adapt, and take an active role in an evolving world. By investing in local talent today, the company aims to help build a future where communities are empowered to seize opportunities and contribute to long-term progress.<script src="https://cdn.flmngr.com/widgets.js?apiKey=FLMNFLMN" data-ts="1783319567421"></script>

Empowering Today’s Generation, Building Obi’s Future

Working in the mining industry is about more than operating heavy equipment or spending hours behind a computer screen. It also requires employees to communicate effectively, collaborate as a team, and maintain high levels of productivity.
To support these objectives, Harita Nickel's Ternate Representative Office (KPT) held its third Employee Gathering of 2026. The annual off-site event was designed to strengthen relationships among employees, provide a refreshing break from daily routines, and foster a greater sense of loyalty to the company.
Held at Masirete Beach in Ternate on Saturday (27 June 2026), the gathering brought together all KPT Harita Nickel employees in a warm and family-oriented atmosphere.
Head of Harita Nickel's Ternate Representative Office, Dedi Hermansyah, said the Employee Gathering was far more than a ceremonial event or a recreational outing. Rather, it serves as an important platform for strengthening team cohesion and reinforcing employees' enthusiasm for their work.
"This is the third time we have organised this event, and we hope it will continue as an annual tradition for the company. This year's gathering carries the tagline 'Sama Rata, Samua Rasa', which reflects the strong sense of togetherness and family that we value," Dedi said.
The relaxed atmosphere across departments also gave employees an opportunity to recharge after six months of demanding work. According to Dedi, moments like these are important for maintaining employees' psychological well-being so they can remain energised and ready to meet future challenges.
<figure class="image"><img src="https://api.tbpnickel.com/storage/images/blobid0_17.jpg" width="750" height="422">
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<pre id="tw-target-text" class="tw-data-text tw-text-large tw-ta" dir="ltr" tabindex="-1" role="text" data-placeholder="Terjemahan" data-ved="2ahUKEwiS-Myet_aVAxUY2DgGHcgTDuIQ3ewLegQIDRAW" aria-label="Teks terjemahan: One of the activities aimed at fostering togetherness among the workers.">One of the activities aimed at fostering togetherness among the workers.</pre>
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The excitement grew during the team games, where organisational hierarchy gave way to togetherness. Everyone—from the head of the office to staff members—joined in side by side, creating an inclusive and enjoyable environment.
The event featured a variety of recreational competitions, including Picture Guessing, Ball Toss, Interactive Quiz, Cup Grab, and Zig-zag Race, adding to the lively atmosphere throughout the day.
"Through this third Employee Gathering, we hope initiatives like this will continue as an annual event that everyone in the KPT Harita Nickel family looks forward to each year," Dedi concluded.
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Harita Nickel Ternate Representative Office Strengthens Team Spirit Through 'Sama Rata, Samua Rasa'

In high-energy operations, measured energy management is a key factor in maintaining efficiency and operational reliability, as well as supporting the company’s decarbonisation targets. At Harita Nickel, energy requirements underpin a range of key operational areas, from mining and processing to electricity generation on Obi Island, South Halmahera.&nbsp;
Throughout 2025, Harita Nickel recorded a total energy consumption of 113,191,654 GJ, of which 38,937,906 GJ was generated through the Sustainable Energy Initiative (SEI), comprising 64.7% new energy and 35.3% renewable energy. During the same period, the company also implemented various sustainable energy initiatives, including the use of biodiesel, the development of solar photovoltaic (PV) systems, the utilization of waste heat from the acid plant's processes, the use of electric vehicles within its operational areas, and the use of coal gasification.
On the operational side, more efficient energy use helps reduce costs, minimize waste, and improve visibility into consumption patterns across each work area. From an environmental perspective, well-targeted energy optimization also contributes to reducing carbon emissions from operational activities.
To achieve structured and purposeful energy management, Harita Nickel continues to strengthen its energy governance through the implementation of an Energy Management System (EnMS) based on ISO 50001, as part of the company's Decarbonization Roadmap. Implementation is being carried out in phases.
The EnMS implementation is also part of Harita Nickel’s medium-term targets in its decarbonisation roadmap. The company aims for a 30% reduction in GHG emissions by 2032 through improved energy efficiency, optimization of the energy mix, and wider use of non-fossil energy sources. In practice, this target is measured against a 2024 baseline for existing facilities. For newly built facilities, measurements will be taken once they are operating at full capacity.&nbsp;
"Implementation is being carried out in stages: starting with awareness-building through training sessions, followed by a readiness assessment to establish baselines and targets, and then preparing for continuous improvement across operational areas," said Zahedi Zakaria, ESG Transformation Manager at Harita Nickel.
This initial phase began in 2025 with Harita Nickel conducting a Level 1 Energy Audit covering the mining, smelter, and refinery areas. The audit served as a preliminary assessment ahead of a deeper energy use analysis under the EnMS framework.
EnMS implementation began with mining operations in 2025 and is being expanded in 2026 to include the smelter and power plant. By covering these key operational areas, Harita Nickel is building a clearer picture of energy use and identifying efficiency opportunities at each site.
This momentum continued in May–June 2026, when the company conducted an EnMS Awareness and Gap Assessment Training Program. The one-week training involved participants from across operational functions, including the Production, Power Plant, Maintenance, Health, Safety &amp; Environment (HSE), and Human Resources (HR) departments. The agenda also included an executive briefing for operational leadership to align strategic support for this initiative.
"During the training sessions, participants were introduced to the fundamentals of management systems, relevant regulations, and the requirements of ISO 50001:2018. Beyond building technical knowledge, the training also strengthened cross-functional understanding of how energy management can be integrated into day-to-day operational activities," Zahedi added.
Through this process, the company was able to identify areas of high power consumption, uncover previously unmeasured inefficiencies, and map out energy optimization opportunities.
This approach builds on previous measures, with the company recording a reduction and avoidance of 3,151,013 tCO₂e in emissions throughout 2025 through various measurable energy initiatives.
The outputs from the training and gap assessment will serve as the foundation for setting energy performance targets, developing efficiency action plans, and integrating energy indicators into operational evaluation processes. Through these steps, Harita Nickel continues to build the organization's capacity to manage energy in a more disciplined, measurable, and sustainable manner, as part of its efforts to support more efficient and low-carbon operations.
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To find out more about Harita Nickel’s sustainability initiatives and decarbonization roadmap, please access the 2025 Sustainability Report via <a href="https://api.tbpnickel.com/storage/images/Keberlanjutan/Tentang%20Keberlanjutan/Laporan%20Keberlanjutan/Sustainability%20Report%202025%20-%20Harita%20Nickel.pdf">this link</a>.
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Building a More Systematic Approach to Energy Management through an EnMS

In today’s dynamic work environment, the success of a team is determined not only by the competence of its individuals, but also by the sense of responsibility each member demonstrates in delivering their work. This principle lies at the heart of Accountability, one of HARITA’s core values, which continues to be strengthened through various employee development initiatives.
As part of its commitment to fostering a strong workplace culture, PT Halmahera Jaya Feronikel (HJF) organized an Internal Sharing Knowledge session centered on the theme of accountability. During the session, Agung Ariwibowo, Technical Support Deputy Department Head at Harita Nickel, shared his insights and experiences on the importance of accountability in supporting both individual and team performance.
The discussion was highly interactive, featuring a variety of case studies and real-life experiences that reflected employees’ day-to-day work. Through the session, participants were encouraged to understand that accountability is not merely a concept, but a character trait that must be demonstrated through every action and decision in the workplace.
According to Agung, accountability is a personal obligation to take responsibility for work outcomes in pursuit of shared goals.
"Accountability is closely tied to an individual’s character, shaped by how they carry out and fulfill every responsibility entrusted to them," he explained.
He added that accountability is reflected in an individual’s ability to consistently complete their responsibilities and deliver results that can be accounted for.
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<figcaption>Harita Nickel employees attend a Core Values Sharing Session at the PT Halmahera Jaya Feronikel (HJF) office.</figcaption>
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To build a strong sense of accountability, Agung emphasized the importance of developing the habit of analyzing every challenge encountered in the workplace. By understanding the root cause of an issue, individuals can focus more effectively on solutions and continuous improvement.
"We should avoid blaming one another or generalizing problems. What we need to build are the habits and behaviors that support the creation of a work system that improves day by day," he explained.
During the discussion session, one participant raised a common challenge frequently encountered in operational areas: ensuring the continuity of work during handover processes and employee leave periods. In response, Agung highlighted the importance of ownership and integrity in carrying out every responsibility.
According to him, individuals who possess a strong sense of ownership are more likely to ensure that their responsibilities are properly managed and completed, including through effective coordination and smooth handovers with colleagues when transitioning tasks.
Agung also explained that an accountable mindset brings significant benefits to both individuals and the organization. Among these are increased self-confidence, stronger work ethics, higher productivity, improved quality of work, and greater opportunities for innovation and creativity in achieving shared objectives.
A similar perspective was shared by Dadi Fajri Tayeb, Human Resources Recruitment, Training &amp; Development Supervisor at Harita Nickel. He expressed hope that knowledge-sharing sessions such as this would help Harita employees not only understand the company's core values, but also translate them into everyday workplace practices.
In closing the session, Agung encouraged all participants to consistently give their best efforts and strive to exceed established targets. He emphasized that a commitment to continuous learning and self-development enables individuals to create a greater impact for both their teams and the company.
Ultimately, accountability is more than a value written into the company’s culture—it is a character trait demonstrated through everyday actions. By embedding accountability into every aspect of their work, Harita employees can build trust, enhance performance quality, and contribute collectively to the company’s sustainable growth and long-term success.

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Accountability: The Foundation of High Performance at Harita

Not every contribution to workplace safety comes from control rooms, procedures, or evaluation meetings. For Ade Fridolin, a Security Officer at Harita Nickel’s Obi Industrial Site, a culture of safety begins with simple daily interactions: greeting people, offering help, and building trust.
In the mining industry, where safety is a top priority, Ade believes that a safe working environment is built not only through systems and supervision, but also through genuine care among colleagues. Good communication and mutual respect, he says, are essential foundations for fostering a shared commitment to working safely.
“It all starts with ourselves. The key is to work sincerely so that what we do remains aligned with our original motivation—to serve others wholeheartedly,” Ade said.
His perspective has been shaped by his life journey. Born in Ambon, Ade once dreamed of becoming a soldier in the Indonesian National Armed Forces (TNI). Although he took part in the selection process, life eventually led him down a different path in the security profession. His experience of leaving home and working in the security sector taught him that a sense of safety comes not only from having security personnel on duty, but also from making people feel cared for, respected, and valued.
He continues to carry that belief in his role today. Every day, Ade welcomes employees, guests, and job applicants arriving at PT Halmahera Persada Lygend’s (HPL) Main Office 909 with a warm smile and friendly greeting. For him, these simple interactions help create a more open workplace atmosphere and encourage effective communication, including when reminding others about the importance of following safety procedures.
“When people feel comfortable and trust one another, they are more open to feedback and safety reminders. That is how a strong safety culture grows,” he said.
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<figcaption>At the PT HPL main office, Ade is often the first friendly face employees and guests encounter, warmly greeting them and readily offering assistance.</figcaption>
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Ade’s approach has left a positive impression on those around him. Afrizal Ryan, a Recruitment Officer at Harita Nickel’s Human Resources Department, said Ade’s presence creates a welcoming environment for both employees and job candidates.
“Mr. Ade always greets us when we arrive at the office and when we leave for the day. His friendly attitude makes people feel comfortable and appreciated,” Ryan said.
Ryan added that Ade is also known for assisting job applicants throughout the recruitment process, helping them adapt more easily to a new work environment.
His dedication has also earned recognition from Mirnawa Rambing, a Security Team Leader at Harita Nickel. According to her, Ade demonstrates that the role of security personnel extends beyond safeguarding the workplace.
“Ade shows that security is not only about protecting the work area. It is also about providing a level of service that makes people feel safe and valued. His attitude has become a positive example for other members of the team,” Mirna said.
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<figcaption>For Ade, a strong safety culture in the mining industry begins with professional security services that foster a safe and secure working environment for all employees.</figcaption>
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Ade’s approach reflects HARITA’s core values, particularly humility in service and accountability in carrying out responsibilities. Through consistent everyday actions, he contributes to creating a workplace that is safe, welcoming, and supportive of Harita Nickel’s safety culture.
Ade Fridolin’s story shows that a strong safety culture does not always begin with major policies or advanced technology. Through genuine care, service, and meaningful communication, he demonstrates that even the simplest interactions can play an important role in building a safer mining workplace.
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Building a Culture of Safety Through Simple Greetings: Ade Fridolin’s Approach at Harita Nickel