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Saturday, August 12, 2017

Are You Ready for a Multi-Cloud Future?

Are You Ready for a Multi-Cloud Future?

Sponsored by: Dell EMC and Intel

There are so many conversations around cloud, moving to various types of cloud services, and how to leverage the power of hybrid. But, it’s important to note just how much cloud services – and hybrid, in particular, have been growing and where they are impacting your business. A recent WSJ article points out that CIOs are knitting together a new IT architecture that comprises the latest in public cloud services with the best of their own private data centers and partially-shared tech resources. Demand for the so-called hybrid cloud is growing at a compound rate of 27%, far outstripping growth of the overall IT market, according to research firm MarketsandMarkets.
Here’s the big factor to consider: The cloud will be distributed with 60% of IT done off-premises and 85% in multi-cloud by 2018.
So where are you on that journey? And how ready are you for a multi-cloud environment? Most of all, do you fully realize what the biggest benefits of moving into a hybrid architecture are?
Today’s data centers aren’t always built around efficiency. Fragmentation and infrastructure complexity can lead to downtime and management challenges. Hybrid cloud systems not only integrate with underlying virtualization systems, but also allow you to create a more efficient data center management environment. You’re combining network, storage, and compute into the management layer to control your most critical resources and optimize your users. The beauty of the modern cloud and data center architecture is that you can create intelligent network and management policies that scale on premises systems and into the cloud. This kind of seamless cloud delivery allows the user to be continuously productive while still accessing either on premise or cloud-based resources.
So, with this in mind – let’s look at a few ways to prepare and deliver a hybrid cloud ecosystem.
  • Get the full benefits of hybrid – involve your business! A great way to prepare for the age of hybrid is to make sure your business actually knows what this means to them. Don’t just forklift your business processes and put them into the cloud. Make sure to understand where cloud services fit in and where they can be leveraged. To get started, work with internal managers, business unit leaders, and IT champions to establish areas of concern or inefficiency. From there, leverage hybrid cloud services and partners to offload those services into a cloud model. By involving your business with the hybrid cloud architecture, you design a platform that’s continuously evolving with the market and your organization.
  • Make sure to leverage hybrid cloud services where you need them. An amazing part of the hybrid cloud is being able to scale on demand. Furthermore, you can use consumption models that allow you to leverage only the services that you require at a given moment. So, if you’re deploying a new application or even an entire call center, look to hybrid to help you offload those functions. That’s the beauty of cloud and hybrid cloud in general – where you’re able to leverage the services that you specifically need to a group of users, applications, workloads, and much more.
  • Empower IT by integrating virtualization, apps, and data. Believe it or not, you may already have a lot of the necessary components for a solid hybrid cloud initiative. In fact, you can further empower your IT systems by integrating hybrid cloud into your virtualization and application delivery ecosystem. Remember, today’s virtualization platforms are designed to integrate with various types of cloud services. For example, if you have new VDI initiatives, or are trying to work with things like big data – a hybrid cloud platform can absolutely help. Or, maybe you have a cloud initiative – OpenStack, for instance. There are powerful, Ready Solutions, part of a Ready Bundlefrom Dell and Intel, which are specifically designed for Red Hat OpenStack and the hybrid cloud. So, not only are you able to leverage cloud resources, you can do this from an OPEX cost perspective.
  • The future is multi-cloud – make sure you keep your cloud agile. A major part of working with hybrid cloud is the agility this architecture brings. However, you truly do need to involve your IT and business units to make this a successful endeavor. To make your cloud and business more agile; you’ll need to ensure that you keep pace with the evolution of technology. Remember, digital transformation can absolutely include a migration into a hybrid cloud platform. However, you don’t have to go through this journey alone. Great partners and ecosystem solution providers like Dell-EMC and Intel are ready to help you on this path and enable powerful levels of business and IT agility. These types of partners are committed to simplifying the path to delivering hybrid cloud services by developing the foundational technology that powers high-performance, energy-efficient, highly available, and secure cloud environments. Working with the right team, you can create a cloud model that’s right for your business and helps create real-world competitive advantages.
As you explore your own cloud options, know that hybrid cloud allows organizations to create powerful agile environments; enabling better business economics and faster responses to the market. However, as with any technology, planning, execution, and management are always critical.
Hybrid cloud options give organizations the ability to deliver rich content to the very mobile and digitized end-user. Most of all, these types of cloud environments create new kinds of business and IT economics impacting various technologies, data center real estate, and even how new strategies are developed. As you create your own hybrid cloud architecture, make sure to take planning, management, security, your users, and – most of all – your business into deployment considerations.

Beban kerja staf Data Center akan berubah

Data Center Trends Shift Staff Workloads

Data centers are becoming lean, efficient strategic assets as they adopt cloud computing, XaaS, self-provisioning models, colocation, and other still-emerging technologies. Achieving the promise of these technologies, however, requires changing work assignments and updating skill sets.
“These trends are redefining the data center work environment by reducing the number of physical devices that need human intervention,” says Colin Lacey, vice president of Data Center Transformation Services & Solutions at Unisys. “This elevates the required skill sets from ‘racking and stacking’ to administering tools and automation.” While some hands-on work will always be required, it’s much less in highly automated or outsourced data centers.

Tasks Shift

Removing lower levels of work does free employees to focus on strategic business priorities, but it also establishes new tasks that didn’t previously exist. As Lacy explains, “Those new tasks relate to how you approach the cloud from a network, security and resilience perspective.”
“Take clouding computing as an example,” he continues. “When you move to a cloud, you immediately remove some administrative details. Infrastructure is prepositioned, and automation, monitoring and reporting capabilities already are in place. That eliminates some of the physical aspects of operating a data center, but it also brings a new set of responsibilities for the client.”
For example, while moving to a cloud has the potential to improve disaster recovery, that feature isn’t automatic. As Andrew Mametz, Vice President of Service Management for Peak 10, elaborates, “We have a disaster recovery plan to guide recovery of our services, but it doesn’t extend to individual customers.”
Clients migrating to a cloud, therefore, must redesign their disaster recovery plans for that specific environment, either purchasing disaster recovery as an added service or designing a different strategy. The point is that data center managers can’t simply migrate to a cloud and think everything is done.
Security details also change. “Data centers probably will need a higher level of security in a public cloud, so data center managers must build that security into their cloud-based architecture rather than focusing strictly on internal security.”
Understanding the many layers and potential entry points into their cloud is vital. That’s true, too, for XaaS and virtual environments.
“Although data center management software or vendors promise certain levels of achievement, the data center managers sometimes realize the resources needed to attain those levels are so overwhelming that they delay or never fully adopt the solution,” points out Jeff Klaus, general manager of data center solutions at Intel Corp.
Incorporating sensors for the Internet of Things (IoT) into data centers is one example of how personnel can become overwhelmed, Klaus says. “Managers have the opportunity to simplify deployment, but deploying the tools to make their work lives easier often has been a nightmare in the past. Companies sometimes have found the path to the promised capabilities is three times more challenging than anticipated.”
As Mametz says, “If you see migrating to a cloud as a 1:1 move, you’re not taking advantage of the cloud’s benefits.” Achieving those benefits is most likely when one person is in charge of implementing the new solution to ensure it works and that its full value is realized.
“You can’t assume the existing staff can or will integrate the new solution,” Klaus says. “Adding a specific person to focus on any particular initiative adds costs, but reduces the risks of failure.”


Changes in headcount depend on the compute solution and its role in the company. “One of the biggest misconceptions in moving to a cloud is that you’ll need fewer employees,” Mametz says. While staffers may no longer be needed to handle the physical equipment, they are needed to maintain the operating system. “They work remotely. It’s a different value proposition.”
“If an organization develops a private or hybrid cloud internally, it may need more resources to deal with the increased complexity,” Klaus says. “Likewise, using even an external cloud or SaaS as a strategic asset to gain more revenue, products or service may require more technical help.” When Intel adopted the Salesforce customer relationship management application to manage its leads, for instance, it still needed experts to adapt and manage the baseline templates to ensure they fit its mission.
The adoption of hybrid IT is transforming the role of IT itself, says Tamara Budec, VP of design and construction at cloud and co-lo provider Digital Realty. With its reliance on new technology to connect internal and external services, sophisticated approaches to data classification and service-oriented architectures, “Hybrid IT creates symmetry between internal and external IT that will drive the business and IT paradigm shift for years to come.”
Consequently, she continues, “The traditional role of the enterprise IT professional is becoming multifaceted. Workloads will move around in hybrid internal/external IT environments. For example, the network engineer and application engineer will be one and the same job.
These data center trends mean, “The border between cloud computing and networking infrastructure will start to blur, as the distinction between networks and what connects to the cloud disappears. This will require skill sets to merge between telecommunication and cloud computing engineers.” While each of those specialists has specific knowledge from past architectures, in this new, blurry infrastructure environment, “They will need to learn to speak the same language,” Budec says.

DCM or Vendor Manager?

As tasks within the data center shift, so, too, does the role of the data center manager. “There is a slight, but important, difference in the competencies needed to manage a data center and to manage service providers,” Klaus says.
“In the past,” Lacey explains, “data center managers focused on capacity for servers, power and cooling. Today, with the cloud or hybrid model, that construct is becoming less challenging.” In the new, outsourced, automated, cloud or XaaS-based data center, managers are faced with managing the compute environment beyond their center’s physical boundaries.
“Data center managers need to adapt quickly or risk becoming extinct,” Mametz says. The term “endangered” may be more accurate. As smaller data centers outsource physical operations or are consolidated, the remaining data centers are becoming larger. Facilities of 100,000 square feet run by large teams are not uncommon.
With data center managers focusing externally, some of their senior administrators may step into the role of consultants. At Intel, for example, the data center capability planning manager not only evaluates new IT technology but also sometimes accompanies Intel’s sales force as a subject matter expert.


The ability to scale computing resources in a matter of minutes makes it easy to lose sight of what’s been requested and deployed and, importantly, what was never decommissioned.  Managing this necessitates fresh attention to governance and core business issues.
IT governance in today’s environment requires a multidisciplinary approach that actively involves multiple departments within the organization. At Unisys, Lacey says, “We look at each tower – IT, security, finance, service, maintenance, etc. – and build linkages among them for a coordinated approach to the adoption and utilization of the new compute structure. Building a cloud without those components aligned is suboptimal.”


The shift towards automation, including clouds, XaaS and colocation, clearly isn’t seamless. Data center employees need retraining to develop the new skills needed to operate efficiently in these streamlined environments.
“Generally, it’s the technical training people need,” Lacey says. “For example, they need to be trained to use VMware’s vCenter interfaces, and scripting and automation to support deployment and provisioning models in a more highly orchestrated fashion.”
Much of the necessary training is available through automation or service vendors at little or no cost. Therefore, Lacey says, “It’s not burdensome for the data centers to provide, and it opens a good career path and valuable skills for employees.”

Getting the Most from the Shift

The changes affecting data centers stem from the need for IT to become strategic differentiators for their organizations, Lacey says. “Analysts predict that companies that don’t embrace digital transformation will be left in the dust,” he underscores. Therefore, “Align the digital strategy to the business,” with input from the departments that will be affected, such as finance, sales and human resources.
The transformations underway in data centers typically begin with isolated approaches within a business unit before being deployed throughout the organization. “Moving bits and pieces of workloads allows validation, but it doesn’t allow significant business benefits until the entire process is moved,” Lacey says.
While XaaS, cloud computing and related automation and outsourcing trends certainly change the way data centers operate, the extent of the disruption depends upon the data center’s strategy. The new technology opens doors to managed security and monitoring as well as enhanced disaster recovery options and easy scalability.

Data Centers 2020…and Beyond

“For the next five years, we’ll see a significant portion of data center workloads existing in the traditional environment,” Lacey predicts. Gradually, they will bridge between traditional and cloud-based models.
As this occurs, he says, “The key challenge is how to bring to hybrid workload management into the organization. An intentional strategy is critical to ensuring workloads run efficiently and to leverage the most appropriate, lowest-cost resources based on legal, regulatory and governance boundaries.”
This article was originally published in AFCOM’s Data Center Management magazine.

3 Cara backup data untuk bisnis anda

3 Ways Your Business Can (and Should) Back Up Data

As technology evolves, producing more data as a result, the backup systems we use to protect this data are also evolving. For businesses there are now several options to choose from when it comes to backing up their data. Below are three distinct ways a business can back up data. Remember, it’s not a question of if you should back up but rather of how. Here is a quick “back up 101” review:

1. On-Premise Backup

The process of storing data locally, whether on hard drives, disks or servers.On-premise solutions are popular and widely known as being “safe”. They are quick, and provide low latency as they are local and backed by networking communications, which are suitable for a variety of different workloads, including those that require high performance.

2. Cloud Backup

A service that replicates the data on a local hard drive or local file system and stores that duplicate data in the cloud. It is a specialized type of offsite data backup, in that the backup is conducted over a conventional Internet connection, and the duplicate data is generally accessible from any web browser.
Like any backup, cloud backup systems are designed for the explicit purpose of protecting against data loss and minimizing the time it takes to restore lost data. Cloud backup is basically stuff on your hard drive that you backed up on the web.

3. Cloud-to-Cloud Backup

This type of backup replicates data stored in one cloud system and stores that duplicate data in another cloud system. Cloud-to-cloud backup is different from cloud backup in that it does not involve any data stored on a local hard drive.
The primary systems protected by cloud-to-cloud backups are web-based applications — from personal apps like Gmail to enterprise-grade SaaS applications like Salesforce — wherein the user often has limited or highly regulated access to their data. Cloud-to-cloud backup systems extract data from these web apps and place them in entirely separate cloud storage systems, ensuring that a software glitch or security breach in the primary system does not irrevocably destroy user data.
Cloud-to-cloud backup systems are also optimized to restore data from backup into the primary web application to minimize downtime and lost productivity.
So, there you have it! No matter the scale of your company, there’s a backup solution that’s perfect for you.

Friday, August 11, 2017

5 step to hire the right people


Pagi itu Ananta uring-uringan. Ananta adalah seorang CEO di sebuah perusahaan Amerika di Indonesia.
Pagi itu kami breakfast di Ritz Carlton Asia Pacific. Kami memang secara regular makan pagi bareng. I learned a lot about the business from him. Dan dia juga suka curhat dan menceritakan permasalahan yang dihadapinya dengan teamnya.
Dan pagi itu kamu mendiskusikan tentang seorang anak buahnya (sebut saja namanya Widya) yang menduduki posisi penting di perusahaanya.
"Gua nggak tahu siapa yang dulu merekruit Widya. Karakternya dia sama sekali gak match sama budaya perusahaan ini. Akibatnya meskipun dia pinter, tetapi sangat sulit bagi Widya untuk mendapatkan support dari senior-seniornya, peernya dan juga anak buahnya. Style Widya sama sekali gak nyambung dengan budaya perusahaan itu.
- Widya hanya memikirikan pencapaian target teamnya sendiri
- Widya kelihatan suka menjilat seniornya tetapi suka menginjak bawahannya
- Widya menggunakan kata kata yang kurang sopan bahkan membentak dalam berkomunikasi
- Widya tidak pernah menawarkan untuk membantu teman lain
- Widya memarahi anak buah nya di depan meeting besar.

Jadi meskipun Widya sangat pintar (dan punya nama besar di inustry itu), tetap saja sangat susah bagi Widya untuk  berinteraksi dengan yang lain, dan akibatnya prestasi Widya pun jeblok.
Ananta meneruskan,"Gua gak ngerti kenapa orang seperti Widya bisa dihire di perusahaan ini."
Ananta pun kemudian menghela nafas dan kemudian mulai makan egg benedict di depan matanya.

Kasihan ya Ananta, harus menghandle kesalahan pendahulunya yang merekruit orang yang salah.
Dan ini masalah penting dalam recruitment.
70 persen masalah kita dalam mengelola karyawan itu disebabkan kesalahan kita waktu merekruit orang.
Dan itu sebagian besar karen kita terlalu memfokuskan pada competence, diploma dan experience.
Lihat saja pertanyaan pertanyaan yang biasanya ditanyakan pada saat interview:
- Anda dulu lulusan dari mana?
- Dulu anda  berpengalaman apa saja?
- Ceritakan prestasi anda yang paling bagus?
- Menurut anda apa saja strength anda ...?

Lihat bahwa pertanyaan pertanyaan interview itu semuanya memfokuskan pada CDE (competence, diploma dan experience).

Padahal seringkali kita merekruit orang orang yang pinter, tetapi ternyata tidak bisa kerja di perusahaan kita. Mengapa demikian? Karena semua makhluk hidup akan lebih berprestasi kalau berada di habitatnya. Ikan akan berenang dengan lincah di air, belut di lumpur, burung terbang di udara dan kuda lari di darat. Coba anda taruh burung di air, mati dia!
Atau anda taruh ikan di lumpur, dia tidak akan bisa berenang cepat.
Ini berarti bahwa anda bukan hanya mengassess kemampuan renang para binatang, tetapi juga kecocokannya dengan habitatnya.
Berarti anda tidak boleh hanya mengasses competence candidate (CDE, competence, diploma dan experience).
Tetapi ternyata yang lebih penting lagi adalah karakternya.
Attitued , Behaviors and Chatacters.
Saya menyebutkan itu sebagai sebuah rumus ...
ABC itu lebih penting daripada CDE.
Attitude, Behavior dan Experience itu lebih penting Competences, Diploma and Experiences!

Jadi bagaimana meng-assess karakter? Tanyakan pertanyaan pertanyaan di bawah ini, misalnya:
- Kapankah anda benar benar berada di masa tersulit dalam hidup anda, bagaimana anda mengatasinya?
- Sebutkan situasi di mana anda berada dalam kesulitan dan harus minta tolong dengan rekan anda? Bagaimana caranya?
- Sebutkan perubahan hebat yang pernah terjadi dalam hidup anda , dan  bagaimana anda menyesuaikan diri dengannya?

Those questions ask about the real condition, and your candidate should demonstrate their real chatacters!

Ok, kita kembali kepada permasalahan Ananta. Well, kebetulan Widya akhirnya mengundurkan diri dan keluar dari pekerjaannya. 
Jadi sekarang Ananta harus mencari pengganti Widya. Dan Ananta harus meyakinkan bahwa dia tidak melakukan kesalahan yang sama dengan pendahulunya. He has to hired the right person!

Apa yang bisa dilakukan Ananta? Saya akan merekomendasikan lima langkah di  bawah ini ....

1. BUILD YOUR CREDIBILITY as a GOOD EMPLOYER (and a good leader)

Pertama anda harus membangun reputasi sebagai great company and great leader.
Talent yang bagus punya choice.
Mereka akan memilih sebuah pekerjaan karena 3 parameter ini:
- the right industry (where they can learn)
- the right company (where they can be proud of)
- the right leader (they want to work with)

Faktor perusahaan dan leader sangat penting. And we cannot lie to them. They talk each other. Kalau anda mengexploitasi karyawan anda, memperlakukan mereka dengan tidak fair, tidak mendevelop mereka dan bersikap kasar kepada karyawan anda, mereka akan bilang ke teman teman mereka . Dan akibatnya talent talent yang bagus tidak akan mau join perusahaan anda. Remember the good talents have a choice!


Kedua, perluaslah kolam di mana anda akan memancing ikan. Kolam yang sama sudah jenuh. Industri itu kecil. Talent yang bagus ya itu itu saja. Untuk menambah pilihan anda , perluaslah kolam anda. Think outside the box!
Ananta rajin menjalin networking dengan talent talent di luar industrinya. Saya dulu rajin ke Singapore untuk membujuk talent talent yang bagus untuk kembali ke tanah air. Dengan begitu kita menambahkan pilihan karena kita juga melakukan pemilihan lintas negara dan lintas industry.


Anda harus benar benar mengerti budaya perusahaan anda. Ada perusahaan yang memang benar benar fokus pada growth, speed, execution!
Ada perusahaan yang fokus pada inovasi dan mengutamakan brainstorming of new ideas.
Ada perusahaan yang mengutamakan harmony dan relationship.
Which one is your company?
Anda perlu mengerti itu agar anda mampu menyeleksi fit candidate anda dengan perusahaan.

4. CHARACTER is more important than COMPETENCE

Seperti yang saya sampaikan di atas, jangan hanya berfokus kepada competence. Ingat, karakter itu lebih penting. Daripada merekruit orang pintar yang gak bisa kerja mendingan rekruit orang yang sedang sedang saja, tetapi punya passion dan semangat yang tinggi untuk bekerja.
Carilah orang yang open mind, suka  belajar dari yang lain, bisa bekerja sama dalam team dan pekerja keras.


Last but not least, dont believe whatever your candidates said. Check , check and check.
Gunakan network anda. Cek performance dan perilakunya di perusahaan perusahaan sebelumnya denga  menanyakan kepada  bekas boss   nya, HR di perusahaan yang lama, mantan anak buahnya, mantan peernya dan juga networking anda di industry tersebut.

Jadi ingat ya, anda bisa mencoba lima langkah ini untuk me-rekruit the right people to your organization ...

1. BUILD YOUR CREDIBILITY as a GOOD EMPLOYER (and a good leader)
4. CHARACTER is more important than COMPETENCE

Salam Hangat

Pambudi Sunarsihanto

Fanky Christian

Wednesday, August 09, 2017

5 KESALAHAN kronis perusahaan

( By Freddy Liong, MBA, CBA, ACMC - Specialist Strategic Business Plan & Leadership System ) 

Perusahaan jamu terkemuka, Nyonya Meneer, dinyatakan pailit oleh Pengadilan Negeri (PN) Semarang pada Kamis (3/8/2017) pekan lalu. Ketuk palu pailit cukup mengejutkan banyak orang, lantaran produk jamu perusahaan yang berbasis di Semarang tersebut dikenal luas masyarakat, dengan tagline-nya yang sangat terkenal: Berdiri Sejak 1919. 

Apa yang bisa dipelajari dari kejadian kejatuhan berbagai perusahaan besar dan perusahaan yang menjadi pioneer di industrinya, namun berakhir tragis? 
Berbagai kesalahan klasik yang umumnya terjadi pada perusahaan seperti ini adalah : 

1. *Tidak adanya business master plan yang terintegrasi* untuk jangka waktu 3 – 5 tahun kedepan. Kalaupun ada business plan : 
itupun hanya dipakai sebatas formalitas saja, tidak dipakai sebagai panduan atau kompas dalam operasional 
tidak mengintegrasikan perencanaan seluruh bagian dalam perusahaan. Seringkali planning yang ada hanya planning dibagian marketing dan produksi saja 
tidak tahu cara menyusun strategis business plan dan bagaimana cara memakainya didalam operasional 

2. *Perusahaan hanya focus pada "perdagangan" saja*. Pada umumnya sebuah perusahaan, sejarahnya akan dimulai dari business owner yang jago dagang. Seiring business nya bertumbuh, gaya kepemimpinannya masih seperti mindset dagang saja. Padahal perusahaan butuh kemampuan leadership dan managerial yang modern untu bisa menghadapi berbagai ancaman dan persaingan.  

3. *Perusahaan tidak mempunyai Leadership System* yang bisa berjalan secara otomatis.Jangan lupa, setiap leader diperusahaan Anda membawa gaya dan mindset leadership yang berbeda-beda, bila perusahaan gagal men standarisasi gaya kepemimpinan para Leader yang ada, maka yang terjadi adalah gaya leadership "nano-nano". Yang ujung-ujungnya akan banyak sekali terjadi mis-komunikasi dan konflik internal 

4. *Tidak membangun corporate culture yang produktif & kompetetif*.  Yang ada adalah budaya kerja peninggalan orde lama yang lambat, dengan kesalahan yang berulang-ulang tanpa ada perbaikan, dan berbagai kebiasaan kerja yang tidak produktif. Banyak Top Management tidak mementingkan untuk membenahi budaya kerja perusahaan dengan pemikiran omzet nya masih bagus ( mindset dagang saja ) 

5.  *Tidak ada budaya continuous improvement*. Yang ada setiap leader bekerja "business as usual". Budaya improvement tidak di sistemkan, tidak diwajibkan. INovasi & kreativitas sedang tertidur. Yang ada adalah budaya "tergantung kesadaran masing-masing". Semua leader sibuk melakukan rutinitas dan "memadamkan api yang sama". Energi yang terbuang sangat banyak, sia-sia dan bikin emosi

Yang lebih mencengangkan, ketika lima point diatas terjadi, para Top Management tidak bertindak apa-apa, sampai seringkali situasinya sudah gawat darurat dan TERLAMBAT diobati. 
Pelajaran penting untuk kita semua : EITHER WE GROW or DIE
Freddway International Coaching memiliki pengalaman panjang dan specialist membantu para top management memperbaiki lima kondisi diatas hingga terjadi transformasi .

Sunday, August 06, 2017

INFOGRAFIK: Indonesia, Pusat E-commerce ASEAN

Indonesia telah menjadi pasar terbesar ­e-commerce di Asia Tenggara. Pada 2014, Euromonitor mencatat, penjualan online Indonesia mencapai US$ 1,1 miliar, lebih tinggi dari Thailand dan Singapura. Namun, jka dibandingkan dengan total perdagangan retail, penjualan e-commerce di Indonesia hanya menyumbangkan 0,07 persen.
Indonesia Pasar E-Commerce Terbesar ASEAN

Artinya, pasar e-commerce Indonesia berpeluang untuk tumbuh semakin besar. Apalagi dengan jumlah penduduk dan tingkat produk domestik bruto (PDB) terbesar di ASEAN. Euromonitor memperkirakan rata-rata pertumbuhan tahunan (CAGR) penjualan online Indonesia selama 2014-2017 sebesar 38 persen.  Produk yang paling laku antara lain buku, video games, produk elektronik, pakaian, serta turisme.
Lazada dan Tokopedia adalah pemain online marketplace terbesar di Indonesia. Tokopedia bahkan mengklaim jumlah pengunjungnya mencapai 10 juta dan menjual sekitar 2 juta produk setiap bulan. Persaingan kelihatannya bakal semakin ketat setelah Lippo Group meluncurkan MatahariMall pada awal 2015.
Persoalannya, ada sejumlah masalah yang menghambat pertumbuhan pasar e-commerce Indonesia. Studi yang dilakukan McKinsey menyebutkan, kekhawatiran utama konsumen antara lain penipuan transaksi, keamanan dalam pembayaran online, hingga kualitas produk yang tidak sesuai dengan promosi gambar . Alhasil, perusahaan yang berhasil mengatasi sejumlah persoalan ini akan mencetak pertumbuhan terbesar dalam jangka menengah.
Memang sejumlah perusahaan telah menerapkan sistem pembayaran di tempat atau cash-on-delivery (COD) untuk mengatasi permasalahan ini. Seperti dilakukan Zalora yang juga memberikan jaminan uang kembali dan membuka layanan konsumen.
DBS Group Research dalam laporannya berjudul E-Commerce in Asia: Bracing for Digital Disruption menyebutkan, selain isu kepercayaan dalam bertransaksi, yang juga menjadi permasalahan adalah menyangkut pengiriman ke wilayah-wilayah terpencil.
Buruknya infrastruktur logistik, khususnya di luar Jawa-Bali, membuat e-commerce sulit memperluas pasar menjangkau wilayah terpencil di Indonesia. Karena itu, penjualan online selama ini terkonsentrasi di seputar Jakarta.
Perusahaan pengiriman barang JNE umpamanya, mengirimkan 60 persen paket e-commerce hanya di wilayah Ibukota. JNE saat ini adalah market leader untuk jasa pengiriman paket dari toko-toko online. 
Tingginya penjualan online di Jawa dan Bali juga didorong  tingkat penetrasi internet wilayah tersebut. Yogyakarta, Jakarta, dan Bali merupakan tiga provinsi dengan tingkat penetrasi internet tertinggi, yakni masing-masing sebesar 47 persen, 43 persen, dan 42 persen. Penetrasi terutama berasal dari para pengguna ponsel 3G. Dengan tingkat demografi dan potensi pertumbuhan ekonomi, ketiga provinsi ini merupakan pasar yang potensial bagi para pemain e-commerce.

Perkembangan Cloud Computing di Indonesia 2014

The Growth of Cloud Computing in Indonesia

Indonesia has a huge potential market for cloud computing. Cloud computing market is still at its nascent stage in the country. It is quickly gaining popularity among Indonesian firms. A report by Springboard Research, a leading online research community, found that around 50% of corporations surveyed in 2011 were using or actively planning cloud initiative.

cloud growth

Cloud computing trend is definitely on the rise in Indonesia. During the past five years cloud has grown at an compounded annual rate of 48% – much greater than the global annual growth rate of cloud computing.

Local companies are quickly embracing cloud technology to cut their cost of operations. The Indonesian government is in the forefront in development of cloud data centers and virtualization technology in the country. They aim to deploy consolidated, distributed data infrastructure with strong disaster recovery capabilities.

Previously, companies hosted all the data in their data centre. However, operating the data centers incurred huge costs. Private data centers required annual maintenance, software updates, and large amount of power to maintain the enterprise data center. By migrating to the cloud firms are able to save the costs associated with operating private data centers.

In terms of segments, the manufacturing sector has contributed the most to the cloud market. Various SMBs and large business concerns operating in the country have also adopted cloud computing to cut their operational costs.

Sensing the rising demand of cloud technology among organizations in Indonesia, a number of local and foreign IT companies has started offering cloud computing solutions to business concerns in the country.

Microsoft is a major player in cloud computing in Indonesia. Most Indonesian companies are powered by cloud computing solutions provided by Microsoft. According to Microsoft Indonesia, the company has also collaborated with around 20 schools in the country for greater access to education through the cloud. Moreover, it has also supported Surabaya-based Airlangga University in Indonesia to transform its administrative portal into a learning management system that would benefit 30,000 students and 1,000 faculty members.

Amazon Web Services is another foreign IT company that is making the wave in cloud computing in Indonesia. The company provides a collection of remote computing services including scalable virtual private servers, database management programs, remote storage and various other cloud storage solutions.

PT Cyberindo Mega Persada (CBNCloud) is a pioneer in providing cloud computing solutions in Indonesia. The innovative cloud solutions offered by the company meets the needs of different types and sizes of business concerns. The company offers several cloud services including Computing as a Service (CAS), Software as a Service (SAS), and Cloud Managed Service (CMS).

Joyent Cloud, an IT company based in San Francisco, has partnered with a Malaysian firm, Anise Asia, to provide cloud computing solutions to business concern in Indonesia. The company is a pioneer in cloud computing and their services are utilized by several major firms including LinkedIn.

Companies such as AGIT, Oracle and VMWare are also offering cloud computing consulting and development in Indonesia. These foreign companies compete with a number of local IT firms in grabbing cloud computing market share in Indonesia.

Telkom Cloud, a subsidiary of Telkom Indonesia, is one of the largest ICT companies in Asian region that offers cloud-computing solutions to government and the businesses.

Infinys System Indonesia is another local IT company that provides similar cloud computing solutions to Telkom Cloud. The company offers cloud communication, cloud collaboration, cloud storage solutions to business concerns operating in the country.

Indonesian IT firms are also offering advance courses related to cloud computing. Purwadhika Nusantara, a large local IT firm, has opened up a campus in Indonesia providing cloud computing programs.

Indonesian Cloud Forum (ICF) is another IT firm that offers educational programs related to cloud computing. These programs provide the required knowledge about cloud computing that entrepreneurs can use to set up a cloud computing business in the country.