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Berikut informasi lowongan kerja MERCHANDISER MANAGER – KATEXINDO CITRAMANDIRI, PT yang dipublikasikan pada February 16, 2016 at 06:02PM. Silahkan anda simak untuk syarat, kualifikasi dan data pendukung yang diperlukan.

jobsDB Ref. JID200003001550218

Employer Ref. RN160216



PT Katexindo Citramandiri (PMA garment factory) located at KBN Cakung, is a member of TAL Group – world leader in producing innovative clothes that combine style, comfort and function. Our group specialize in the manufacture of quality men’s and women’s garments for the world’s leading brands, such as Polo Ralph Lauren & Phillips Van Heusen. Currently we produce 1 out of 6 dress shirts sold in the USA.

In our company, we know that hiring the right people is big part of what makes us a successful company. We are always looking for highly motivated people to be developed in our dynamic yet challenging environment.

Currently, we are looking for suitable candidates to fill the post of :





Role Profiles:



1. Customer Order Servicing and Engagement
Direct Deal: ensure the CS team is following the Direct Deal Standard Operating Procedures (SOPs) and
meeting performance standards as agreed with TGA. Proactively seek feedback from TGA to help further
develop the CS team’s capability.


  • Customer Service: take responsibility for:
    • Clarifying and confirming product requirements for new style samples and communicating these to the Sample Room
    • Proactively communicating to the customer product design and/or materials recommendations based on feedback, alternatives, suggestions, concerns from Sample Room and/or Production
    • Providing on-demand status updates to customers during the production process
    • Responding to customer inquiries or feedback throughout the entire process from order confirmation through to post-sale end consumer feedback. Use the full expert input and support from other functions (e.g. QA) when appropriate
    • Fully understanding and responding to all points in customers’ communications
    • Representing the customer by conducting random audits to monitor style and quality of fabric, sub-materials, samples and bulk garments and report problems identified to relevant departments
    • Working with Logistics to make shipping arrangements and keep customers informed of such arrangements to guarantee timely delivery
    • Special Customer Requirements: assemble cross-functional teams to ensure new or special requirements for existing customers are properly understood and can be handled by the Factory
    • Customer Engagement: work with CS Senior Manager and TGA to monitor customer satisfaction and engagement, review with CS staff and implement continuous improvement programs
    • Definition of engagement: having captured the customer’s “heart and mind” so that the customer consistently speaks positively of the Factory, has a clear desire to work and/or be associated with the Factory, and exerts extra effort to contribute in some way to the Factory’s success


2. Fabric and Sub-Materials Control


  • Fabric Ordering: hold Immediate Employees (IEs) accountable for monitoring the ordered quantity based on historical order, best estimate YPD and the on-hand fabric inventory, and working with MM to agree on the order Role Profile || Customer Service Manager || Aug 1, 2014 v1.00SFS quantity. Ensure full utilization of fabrics in a timely manner to reduce the cost incurred by prolonged storage
  • Sub-materials Ordering: hold IEs accountable for working with Procurement Processing Supervisor to order required sub-materials and control leftover amount. Collaborate with Purchasing, Lab and Production to explore more cost-effective material substitutes that satisfy customer requirements
  • Fabric Problems:
    • Communicate with suppliers / Fabric Sourcing to resolve late-delivery problems
    • Communicate with suppliers / Fabric Sourcing to arrange for replacements / claims based on feedback from Lab / MM as needed work with Operations to adjust for fabric problems


3. Customer-Driven Mindset


  • Understanding Customers: within the CS team, create a deep understanding of customers and their requirements through studying their end consumer requirements. Communicating with customers in-person, by phone and by email. Visiting their shops. Monitoring their websites, catalogues and business news. And through regular updates from TGA
  • Total Service Concept: within the CS team, create a “total service” mindset, i.e. develop a deep knowledge of customers’ requirements – enabling the ability to make proactive product and services recommendations to them. Being continuously in touch with customers during order, production and delivery. And proactively following up to check status and solve problems if necessary. To determine the customers’ satisfaction levels and continuously seek new ways to serve them better
  • Customer Connection: implement programs to develop a committed customer-service mindset and foster employee pride in producing for the Factory’s customers
  • Continuous Improvement: continuously improve customer understanding, employee pride in producing for the Factory’s customers and a committed customer service mindset throughout the Factory


4. Internal Customer Engagement


  • Cross-functional Work Processes: ensure CS team is following the established cross-functional work process flows and interactions with other Factory departments necessary to support garments being produced and delivered on time, within customers’ quality and quantity standards and within the budgeted cost
  • Communication of Customer Orders: hold the relevant IEs accountable for communicating customer orders in an accurate, complete, and timely format to appropriate departments in and following up to confirm understanding
  • M3 Effectiveness: hold the relevant IEs accountable for entering on-time, accurate and complete information on customer orders into M3
  • Fabric and Sub-materials: hold the relevant IEs accountable for monitoring fabric and sub-materials delivered to Production and the Sample Room within the Group standard for delivery lead-time, and resolve problems when needed
  • Internal Relationships: personally build relationships with managers and staff from other departments to support effective teamwork
  • Internal Customer Engagement: monitor internal customer satisfaction and engagement with CS interaction and service/support to them, review with the CS team and implement continuous improvement programs

5. Managerial Leadership of Immediate Team


  • Business Context: communicate the ‘bigger picture’ context in which IEs need to plan and execute work (e.g. world, country, industry, Group, customer and inter-departmental considerations)
  • Collaborative Teamwork: establish process for meeting regularly and holding IEs accountable for effective and collaborative teamwork at their level
  • IE Performance Management*: agree on SMART goals and assignments with each IE and provide continuous managerial guidance and feedback. Provide support for enhancing performance in the current role, conduct midyear progress reviews and determine year-end performance appraisal ratings
  • IE Development*: assess the strengths and development needs of each IE and coach him/her in developing their FSKs and MLCs in line with the Role Profile of his/her current job
  • Recognition and Reward: provide differential recognition and recommendations for reward incentives for IEs (pay, promotion, development opportunities)
  • De-selection: recommend re-assignment or termination of IEs where appropriate, supported by a fair ‘due process’ and structured performance improvement program
  • Appeals Process: provide an appeals process for employees one level down (EoDs) who have a grievance with his/her Immediate Manager (IM)



Note: Manager accountable for:


  • Coaching IEs to improve their performance and their abilities in their current job
  • Assessing future potential of employees one-level down(EoDs reporting to the manager’s IEs) and mentoring EoDs in terms of their career development for future roles, 3) identifying and developing successors for his/her IEs where relevant.


6. Alignment with TAL Core Values and Culture


  • Personal Alignment: understand and personally commit to the Group’s core values and culture
  • ‘Walk the Talk’: lead by example and behave consistently with the Group’s core values and culture
  • Reinforcement and Support: communicate and visibly use the Group’s core values as guidelines for daily decision making. Support Group initiatives to reinforce the core values and culture
  • Coaching: coach IEs to behave consistently with the Group’s core values and culture


7. Personal Effectiveness


  • Assessment: take accountability for self-assessment of how to improve own personal effectiveness in the current role
  • Feedback: ask for feedback regarding personal effectiveness from relevant parties
  • Development Plan: pro-actively discuss ways for improving personal effectiveness with own IM. Seek opportunities for learning and growth. Participate fully in development opportunities provided by the Group and consciously apply the learning from the development programs






  • Candidate must possess at least a Bachelor’s Degree, Engineering (Industrial) or equivalent
  • Required language(s): English, Bahasa Indonesia
  • At least 5 year(s) of working experience in the related field is required for this position
  • Applicants must be willing to work in North Jakarta
  • Preferably Manager / Assistant Managers specializing in Engineering – Industrial or equivalent
  • Full-Time position(s) available


If you feel that you can meet the qualification and up to the challenge, please send your complete application (application letter, resume, expected salary, and any  related supporting documents) and current color photograph at size 4 x 6 cm by clicking button below

jobsDB will send your application for review directly to


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