来源｜今元集团
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近日，今元集团旗下金柚GEO印尼国家经理Jane Shanery，与金柚GEO服务高级总监Govern Tang展开深度访谈。凭借深耕印尼市场多年的实战积淀，两位负责人从宏观政治环境、本地化市场策略、跨文化适配路径、风险预判与应对等核心维度，深度拆解中企出海印尼的底层逻辑与可落地执行方案，为计划布局东南亚的企业，提供兼具实操性与可复制性的宝贵经验参考。
△中企印尼用工难题如何成功破解？
Q:
您能否分享一个典型案例，说明我们如何支持一家中国公司应对在印度尼西亚的雇佣挑战，以及我们为解决该问题所采取的具体措施？
Could you please share a typical case where we supported a Chinese company in addressing employment challenges in Indonesia, along with the specific measures we took to resolve the issue?
A:
当然。我们曾与一家中国物流公司合作，该公司遇到了内部动荡，员工的不满源于对公司内部政策的误解。我们的解决方案包括迅速审核其公司规章制度，识别出需要正式人力资源条款的领域，并全面修订了政策以提高清晰度和可理解性。随后，我们将修订后的规章提交给劳工部以获得必要的批准。
Certainly. We worked with a client – a Chinese logistics company – that encountered internal unrest. Employee dissatisfaction stemmed from misunderstandings regarding the company's internal policies.Our approach involved conducting a rapid audit of their company regulations. We identified areas requiring formal HR provisions and comprehensively revised the policies to enhance clarity and comprehension. Subsequently, we submitted the revised regulations to the Ministry of Labor for necessary approval.
此举不仅为员工澄清了政策，还为管理层提供了关于印度尼西亚当地实践的关键指导，因为区域人力资源团队对此领域不熟悉。我们促进了人力资源、管理层和员工之间的开放沟通渠道。在存在理解不足的方面，我们的专业知识使我们能够建议高级管理层实施有效的自上而下沟通，最终恢复了工作场所和谐。结果是员工完全理解并遵守了公司规定。
This process not only clarified the policies for employees but also provided crucial guidance to management on local Indonesian practices, as the regional HR team lacked familiarity in this area. We facilitated open communication channels between HR, management, and employees. Where understanding was lacking, our expertise enabled us to advise senior management on implementing effective top-down communication, ultimately restoring workplace harmony. The outcome was full employee comprehension and adherence to the company regulations.
Q:
这个案例是我们标准化人力资源咨询服务的一个范例。我们认为此类支持对于进入当地市场的中国公司至关重要，因为他们往往需要这类指导。
This case exemplifies our standardized HR consulting service offering. We believe such support is vital for Chinese companies entering the local market, as they often require this type of guidance.
A:
确实如此。这对于那些希望将总部规定直接应用于印度尼西亚的中国公司尤其相关，有时这可能会导致与当地标准的冲突。解决问题需要与当地实践保持一致。
Absolutely. This is particularly relevant for Chinese companies seeking to implement HQ regulations directly in Indonesia, which can sometimes lead to conflicts with local standards. Resolution requires alignment with local practices.
Q:
这指出了一个关键点。虽然有人提倡‘全球化’——在全球应用统一政策——但这通常不切实际。一个更合适的概念是‘全球本地化’，即政策根据当地实践和合规要求进行调整，同时保留某些核心要素。所保留的要素维护了公司身份，但实际应用必须尊重当地的合规要求。
This highlights a key point. While some advocate 'globalization' – applying uniform policies globally – it's often impractical. A more suitable concept is 'glocalization', where policies are adapted to local practices and compliance requirements while retaining certain core elements. The retained elements preserve company identity, but practical application must respect local compliance.
A:
我建议保持核心的公司价值观。这些价值观能够且应该带入印度尼西亚；挑战在于调整这些价值观在规章制度中的体现方式，使其适应当地环境，同时保留其精髓。
I recommend maintaining core company values. These can and should be brought into Indonesia; the challenge lies in adapting how these values are expressed in regulations to fit the local context while preserving their essence.
C:
在之前与中国公司的合作中，我讨论过‘中国雇主品牌的全球传播’。您的观点与我关于在适应本地实践和法律环境的同时坚守公司价值观的视角一致，我称之为‘雇主品牌本地化’。
In previous engagements with Chinese companies, I've discussed 'Global Spread of the Chinese Employer Brand'. Your point aligns with my perspective on upholding company values while adapting to local practices and the legal landscape, which I term 'Employer Brand Localization'.
今元集团成立于2014年，是知名的全球人力资源数字化综合服务商。总部位于杭州，在北京、上海、香港、广州、深圳、新加坡、印尼、越南、马来西亚、澳大利亚、土耳其、迪拜、沙特、老挝等地设有分子公司，旗下拥有金柚网、今元人才、金柚GEO、今元橙长、康康ODS、梧桐范式、豆豆兼职多个子品牌。基于企业人才战略与业务场景，构建贯穿员工全生命周期的数字化产品与服务体系。
面向海外需求，提供海外招聘、全球EOR、全球Payroll、海外员工派遣、全球自由顾问用工等一站式全球人力资源服务，覆盖150+国家/地区；面向国内需求，涵盖业务外包、招聘流程外包、岗位外包、社保服务、薪酬管理、人才派遣、企业商保及员工体检、企业培训等，拥有400+服务网点。以“技术+服务”驱动，自主研发AI+HR系列产品。
