According to the World Health Organization (WHO), the issue of mental health is predicted to escalate, resulting in a global economic loss of US$ 16.3 trillion by 2030. In response to this phenomenon, the Indonesian government issued Ministry of Manpower Regulation Number 5 of 2018 concerning Occupational Safety and Health in the Workplace Environment. This regulation aims to measure and control the potential hazards of work-related psychological factors as a preventive step to mitigate the physical and mental health impacts on workers.  

However, in practice, the measurement of psychological factors in this regulation is deemed not comprehensive enough and does not align with good psychological measurement standards. Therefore, as part of efforts to prevent work-related stress in Indonesia, Mofara is involved in a team collaborating with the Ministry of Manpower to develop tools for measuring work stress and psychosocial factors, as well as conducting training sessions to raise awareness about stress and psychosocial hazards issue as well as its measurement.

Issues with traditional psychological assessments such as response bias, faking, and negative applicant reactions (e.g. finding the assessments lengthy and boring) highlight the need for innovation to minimize faking, which could lead to the oversight of talents genuinely capable of meeting the company's needs. 

Therefore, Mofara is part of a research team collaborating with BDO Indonesia to create a Game-Based Assessment. This method evaluates candidates using games to assess various traits and qualities, making it nearly impossible to fake responses.

Preview : https://www.youtube.com/watch?v=piyt87Z3IQ8 

Based on Governor Regulation Number 23 of 2019, the Central Family Data and Information Unit, the Jakarta Provincial Office for Empowerment, Child Protection, and Population Control is tasked with collecting, processing, presenting, and managing the individual and family data information system. Moreover, its function is strengthened by Governor Regulation Number 93 of 2020, which assigns it the specific role of collecting, verifying, and processing One-Stop Family Data, further implemented through the Carik Jakarta program. Unfortunately, the quality of data collection, verification, and processing is not yet optimal at this time. 

Therefore, having worked with several senior experts from the Ministry of National Development Planning of the Republic of Indonesia, Mofara was engaged as an Organizational Consultant. This effort aimed to transform this unit into the best data producer in Jakarta, so the data could serve as a basis for various policies and work programs by other organizations in Jakarta, ensuring initiatives in Jakarta are well-targeted and aligned with needs. These efforts included identifying organizational root problems and providing recommendations for improvement that encompassed several internal and external aspects:

1. Identify existing issues through interview methods and quantitative organizational diagnostic research.

2. Formulate business strategy recommendations (including vision, mission, and success indicators).

3. Craft internal business process recommendations following international standard processes, such as the Generic Statistical Business Process Model, to enhance data quality.

4. Develop organizational structure and job description recommendations for each employee aligned with the ideal business processes.

5. Provide the list of the best candidates in employee selection to become expert staff in this unit, assessed through interviews using a psychological approach

6. Provide recommendations for the development and training system of field data collectors (Family Welfare Empowerment Association) based on volunteer management principles to maximize field data collector performance.

In 2021, one of Indonesian biggest dealerships encountered difficulties when it ceased to be the main dealer for a well-known car brand. Moreover, Covid-19 forced technological advancements. Henceforth, this dealership needs to be more dynamic and adaptable to meet customer needs and improve the customer experience. However, this step is not easy because the organization is too hierarchical, which makes it difficult to become more agile. 

Mofara worked as a team member on initiatives to make the organization more agile and adaptable by using the STAR Model Approach by Galbraith to recommend improvements in various areas such as business strategy and structure.