Indonesia UU Cipta Kerja HR Quiz

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Test key HR changes

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HR Lasmono Group

Indonesia

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Froggy Jumps Indonesia UU Cipta Kerja HR QuizVersión en línea Test key HR changes por HR Lasmono Group 1 What is PKWT in Indonesian employment terms under UU Cipta Kerja? a Volunteer/independent contract b Permanent/open-ended contract c Fixed-term employment contract 2 Under UU Cipta Kerja, outsourcing is allowed for what kind of functions? a All company functions b Only in non-core areas c Specific job functions 3 What is a typical maximum working hour per day under UU Cipta Kerja? a 6 hours b 10 hours c 8 hours 4 How should overtime be compensated under the law? a Premium rate (minimum 1.5x) b Flat rate without premium c No overtime pay 5 What governs regional minimum wage and wage standards? a National wage cap only b Regional minimum wage rules c Company-set pay without rules 6 Which social security programs are typically mandatory for Indonesian employers? a Private insurance only b BPJS Ketenagakerjaan and BPJS Kesehatan c No social security requirements 7 What is essential when terminating an employee (PHK) under the law? a Immediate dismissal with no notice b Only written notice, no due process c Due process and severance/compensation as applicable 8 What compliance actions should employers maintain? a Only payroll, nothing else b HR records, reporting, and licensing adherence c No documentation needed 9 Which HR documents should be updated to reflect UU Cipta Kerja changes? a Only recruitment ads b Employment contracts and handbooks c No changes needed 10 Best-practice for Lasmono Group under the law? a Outsourcing all HR functions b Reactive fixes after issues arise c Proactive compliance program with training and audits

Froggy Jumps

Indonesia UU Cipta Kerja HR QuizVersión en línea

Test key HR changes

por HR Lasmono Group

What is PKWT in Indonesian employment terms under UU Cipta Kerja?

Volunteer/independent contract

Permanent/open-ended contract

Fixed-term employment contract

Under UU Cipta Kerja, outsourcing is allowed for what kind of functions?

All company functions

Only in non-core areas

Specific job functions

What is a typical maximum working hour per day under UU Cipta Kerja?

6 hours

10 hours

8 hours

How should overtime be compensated under the law?

Premium rate (minimum 1.5x)

Flat rate without premium

No overtime pay

What governs regional minimum wage and wage standards?

National wage cap only

Regional minimum wage rules

Company-set pay without rules

Which social security programs are typically mandatory for Indonesian employers?

Private insurance only

BPJS Ketenagakerjaan and BPJS Kesehatan

No social security requirements

What is essential when terminating an employee (PHK) under the law?

Immediate dismissal with no notice

Only written notice, no due process

Due process and severance/compensation as applicable

What compliance actions should employers maintain?

Only payroll, nothing else

HR records, reporting, and licensing adherence

No documentation needed

Which HR documents should be updated to reflect UU Cipta Kerja changes?

Only recruitment ads

Employment contracts and handbooks

No changes needed

Best-practice for Lasmono Group under the law?

Outsourcing all HR functions

Reactive fixes after issues arise

Proactive compliance program with training and audits

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Indonesia UU Cipta Kerja HR Quiz

Froggy Jumps

Sobre esta actividad

Creada por

Descarga la versión para jugar en papel

Top juegos

Froggy Jumps

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Froggy Jumps

Salva a la Ranita

Froggy Jumps

Indonesia UU Cipta Kerja HR QuizVersión en línea

por HR Lasmono Group

What is PKWT in Indonesian employment terms under UU Cipta Kerja?

Under UU Cipta Kerja, outsourcing is allowed for what kind of functions?

What is a typical maximum working hour per day under UU Cipta Kerja?

How should overtime be compensated under the law?

What governs regional minimum wage and wage standards?

Which social security programs are typically mandatory for Indonesian employers?

What is essential when terminating an employee (PHK) under the law?

What compliance actions should employers maintain?

Which HR documents should be updated to reflect UU Cipta Kerja changes?

Best-practice for Lasmono Group under the law?

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