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All Journal Jurnal Manajemen Teknologi Journal of Business and Management
Gustomo, Aurik
School of Business and Management, Institut Teknologi Bandung
Computer Science & IT Decision Sciences, Operations Research & Management

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Organizational Health Index and Organizational Agility Maturity Criteria as Measurement Tools of Organizational Transformation Effectiveness Harjanti, Swasti Sri; Gustomo, Aurik
Jurnal Manajemen Teknologi Vol 16, No 1 (2017)
Publisher : SBM ITB

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (8382.413 KB) | DOI: 10.12695/jmt.2017.16.1.7

Abstract

Abstract. As a response to negative growth in the mobile legacy projection - which supports 50% of Telkom revenue, and a positive high growth projection in the ICT and digital business revenue, Telkom decides to shift the business to digital. To be a successful digital company, Telkom has created strategic initiatives, including organizational transformation adopting Customer Facing Unit (CFU) concept that has been done for several months but there still no evaluation method for the success. This paper purpose is to evaluate the implementation of one human capital management strategic initiatives - CFU transformation implementation success, through Organizational Health Index and Organizational Agility Maturity model and formulate a recommendation for Telkom to create a more healthy and agile organization. This research using 11 synthetized dimension of Organization Health Index and Organizational Agility Maturity Model method as tools. Questionnaire consist of 53 practices that represented by 55 questions that asks about respondents extent to which they agree (satisfaction) and whether it meet respondents expectation. Survey result shows that Telkom already in a healthy condition and agile as an organization. This result concluded that by methods used in this research, the transformation could be stated as a success. However, according to the result, maintain and improvement of current health and agility still needed, especially improvement regarding innovation and learning.Keywords:Organization, organizational agility, organizational health index, telecommunication, transformationAbstrak. Dalam merespon proyeksi pertumbuhan negatif dalam bisnis mobile – yang menjadi 50% sumber pendapatan Telkom, dan pertumbuhan positif yang tinggi di bidang ICT dan bisnis digital, Telkom harus masuk ke dalam bisnis digital. Untuk itu Telkom telah membuat beberapa strategi, termasuk transformasi organisasi yang mengadopsi konsep Customer Facing Unit (CFU). Transformasi ini sudah dilakukan selama beberapa bulan namun belum pernah dievaluasi kesuksesannya. Tujuan dari penelitian adalah untuk mengevaluasi kesuksesan transformasi melalui metode Organizational Health Index dan model Organizational Agility Maturity. Penelitian ini juga merumukan rekomendasi bagi Telkom untuk menciptakan kondisi organisasi yang lebih sehat dan mampu bergerak cepat. Penelitian ini menggunakan sintesa dimensi Organization Health Index dan model Organizational Agility Maturity. 53 indikator dari hasil sintesa diwakili oleh 55 pertanyaan yang menunjukkan kepuasan dan ekspektasi responden. Hasil survey menunjukkan bahwa Telkom memiliki organisasi yang sehat dan mampu bergerak cepat. Kesimpulan dari penelitian ini adalah berdasarkan metode yang digunakan, proses transformasi dapat dikatakan sukses. Namun, usaha-usaha untuk mempertahankan dan meningkatkan kondisi saat ini masih diperlukan, terutama peningkatan terkait inovasi dan pembelajaran.Keywords:Organisasi, organizational agility,organizational health index, telekomunikasi, transformasi
PROPOSAL TO IMPROVE PERFORMANCE APPRAISAL FOR LEVERAGING EMPLOYEE PERFORMANCE: THE CASE STUDY AT BPJS KETENAGAKERJAAN Safitri, Rivanny Deva; Gustomo, Aurik
Journal of Business and Management Vol 10, No 3 (2021)
Publisher : Journal of Business and Management

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Abstract

Performance appraisal can be defined as one of the strategic approaches that will help a company to achieve the objective through improving the performance of the human capital that the company owns. In real practice, it has been considered as the most difficult process and most problematic HR areas for the parties involved. It indeed has been a challenge for many companies, but its program can be run in a more effective way if the management is able to fit practice, goals, and the strategy in utilizing it. In this research, an example of challenges in performance appraisal occurred in one of the biggest government entities, BPJS Ketenagakerjaan. A research conducted in which it aims to explore the performance appraisal system and the weaknesses in it. The data was collected through an in-depth interview with the Human Capital Department and the employee as users. The collected data were processed using Qualitative Coding and Analysis upon the interview result in order to understand and generate the findings. From the study, it has been indicated that in the components adopted by the company through the system, several practices have shown ineffectiveness. The issue is placed in the realization of individual appraisal data specifically in KPI measurement where all employees in the certain department have similar appraisal results. As a result, the HR function of performance appraisal that the company has can not be utilized properly. Hence, as a recommendation, BPJS Ketenagakerjaan needs to improve the performance appraisal system which focuses on fairness among employees and company’s succession cohesively through improving the cascading target process and appraisal method adjustment. Keywords : Performance Appraisal, Employee Performance, Key Performance Indicator, BPJSKetenagakerjaan.
Determining Performance Factors of The Salesman Using Nvivo: Case Study of PT. So Good Food Bandung Dewi, Meliana Aulia; Gustomo, Aurik
Journal of Business and Management Vol 10, No 3 (2021)
Publisher : Journal of Business and Management

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Abstract

The Food and Beverage industry gives a significant contribution to the national economy. JAPFA is the biggest agriculture food company in Indonesia, while PT. So Good Food Bandung is a local distributor of JAPFA products. This research intends to determine the performance factors of salesman in PT. So Good Food Bandung the case study of unreached sales target by analyzing the current skills development, the caused of salesman low skills, and generate a recommendation to increase skills development. This research used a qualitative approach and Nvivo to generated coding. The result indicates the category of a high performance standard that shows the behavior of Vocal about Career Aspiration, Exude Passion and Positivity, Eager to Develop New Skills, Behave as a Company Ambassador, Aware of Responsibility. Meanwhile, the low performance standard shows the behavior of Lack of New Improvement, Lack of Motivation, Lack of Communication Skills, Constantly Complain, each of the interview participants will generate the score of coding based on that behavior. The finding of this research is expected to give a recommendation for a training program as a tool to increase skills development by considering the result of this research.Keywords: Performance Factors, Salesman, Nvivo, Training Program, Skill Development
Co-Authors Dewi, Meliana Aulia Harjanti, Swasti Sri Safitri, Rivanny Deva