As valuable assets in the development of the company, REKIND consistently conducts continuous employee development through a Knowledge Management development system.

In terms of education, there has been an increase in the number of employees from S1 and S2/S3 educational levels.

The improved quality of employee education is achieved by implementing more strict selection process and providing a scholarship program for the development of employee competence in accordance with the Company’s future developmental needs. As indicated in the employee ranks table, the employee development system

has been developed properly through a system implemented by the Human Resources Management. There has been an increase in the number of employees in echelons IV and V. This is a result of the cadre formation process as well as the company’s expansion which has created new positions.

A  superior’s level of power over his/her employees depends on various factors. The most influential factor is the nature of the contractual relationship between the two parties. This relationship is affected by three significant factors: interest, control and motivation. In general, the superior’s responsibility is to manage and balance these factors

in a way that allows for a harmonious and productive employment relationship. The superior and managerial control within an organization lies on many levels and it has important implications on staff and productivity, since control results in the fundamental relation between the desired outcome and the actual process.

The superior must balance the interests, such as decreasing wage problems by maximizing manpower productivity in order to materialize a profitable and productive employment relationship.