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All Journal Journal of Business and Management The Indonesian Journal of Business Administration Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences Jurnal Pajak dan Bisnis (Journal of Tax and Business) Jurnal Riset dan Aplikasi: Akuntansi dan Manajemen Jurnal Sistem Informasi Journal Integration of Social Studies and Business Development
John Welly
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Religion Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences

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Identifying learning styles for effective learning and development in manufacturing industries using learning style questionnaire Sadar Adi Pratomo, Dian; Welly, John
The Indonesian Journal of Business Administration Vol 7, No 3 (2018)
Publisher : The Indonesian Journal of Business Administration

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Abstract—A start up training provider company has been running for one year and planning to incorporate experiential learning approach to improve its product so their client (learners) will have better learning outcome. Company needs to understand how experiential learning can deliver an optimal outcome to be gained by the learners (clients). Field research hence took place among manufacture workers at Cikarang Plant as one of Company’s clientele in December 2017. Research is designated to identify learners’ current learning styles and how they can gain benefit from experiential learning program. Analysis is using Learning Styles Questionnaire (LSQ) test by Honey & Mumford.  Test is performed among 30 employees with age ranging from 18 to 53 years old having high school to undergraduates as their last education and have working experience between 0 to 35 years. Conclusion is that 60% of their learning style is Activist-pragmatist. This style preference is caused by their age background and cognitive quotient accumulated throughout their life experience. There are two experiential learning solutions offered to enable an effective improvement of their learning styles. Those are audio-visual and on-line simulation game to be implemented by Company’s facilitators and adapted into identified learning styles.  Keywords: Learning Styles Questionnaire (LSQ), Experiential Learning, employee development, training program
Redisigning career plan and development to optimize pt krakatau daya listrik performance Diah Kartika Irawati, Monica Rahayu Siska; Welly, John
The Indonesian Journal of Business Administration Vol 7, No 2 (2018)
Publisher : The Indonesian Journal of Business Administration

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Abstract. Since PT Krakatau Daya Listrik (KDL) established as subsidiary PT Krakatau Steel Tbk. (PT KS) on 1996, business process and strategy of PT KDL should be supported PT KS goals. Focus in Human Capital development evaluation, to achieve PT KDL target there are some issues as obstacles of PT KDL. Career planning & development system cannot fulfilled what employee needs and cannot supports PT KDL achievement. Based on analysis from employee satisfaction survey and SWOT PT KDL in Rencana Jangka Panjang Perusahaan (RJPP 2017-2021), PT KDL should gain more information to find out the root cause and compare with literature for redesigning the system. Design alternative should be present to expert representative Human Capital from several company and to Board of Directors. Root cause of this problem issue not only related with system of career planning, but start from implementation and how to  assess in performance management system. To overcome the issues, PT KDL should create new design start from performance management to develop people and implemented in career planning and development to optimize company performance. Keywords:  performance management, career planning, career development
Measuring Corporate Culture Internalization at Consumer Division of PT. Telekomunikasi Indonesia Suryawan, Dedy; Welly, John
The Indonesian Journal of Business Administration Vol 5, No 2 (2016)
Publisher : The Indonesian Journal of Business Administration

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Abstract - PT. Telekomunikasi Indonesia as one of the big companies and had a role in providing the telecommunication service in Indonesia realized the important role of the company culture. Telkom also since 2009 to build a corporate culture to support changes in the corporate culture. In 2013 company built a culture called The Telkom Way (TTW). PT. Telkom was doing internalization phase in 2015 for company cultural transformation. The internalization phase is where The Telkom Way are implemented thorough the company in daily operational activities. PT. Telkom after the internalization phase need to measure the result with appropriate tool to make sure the condition of implementation The Telkom Way in the organization. Cultural Transformation at PT. Telkom is in order for the company to stay competitive and to be company with high-performance culture. Hence Degree of Value Integration (DVI) and DICE Framework was used to measure and understand the current position of internalization phase. This research establish the result that most of Telkom values have achieved “Embedded” by the employees in Consumer Division at PT. Telkom Indonesia. This good result is supported by the DICE Score that the change management in PT. Telkom is in the “Win Zone”. Win Zone means that the project is statistically possibly to succeed. Although the values have a good result, still it must be maintained by the company. Keywords: Corporate Culture, Organization Culture Measurement, Degree of Value Integration, DICE Framework.
Analysing employee behavior to improve organizational performance at pt. Dki Kurniati, Diah; Welly, John
The Indonesian Journal of Business Administration Vol 7, No 3 (2018)
Publisher : The Indonesian Journal of Business Administration

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Abstract. The impact of global competition in legal service providers and global economic preasure lead to many lawfirm in Asia-Pasific face difficult in balancing between compensation and talents. That also happened in PT. DKI lawfirm which faced high turnover rate and low employee performance in internal management. Therefore, PT. DKI law firm is looking for a way to improve organizational performance and employee behavior and lower turnover rate to compete with other corporate law firms using MAE model (Behavior = Motivation, Ability and Environment) and action research framework. The purpose of this research is to find out what drivers in MAE Model caused high turnover and decrease of employee performance in company. This model analyzes nine drivers that are the main components in the formation of organized behaviors: Recruitment, Selection, Training, Performance Management, Compensation, Culture, Organizational Development, Organizational Design and Human Resource Planning. All data collection is done through quantitative and qualitative methods. Primary data were collected from the questionnaire and then the results of the questionnaires were made into the material by the researcher to analyze the current condition of the company and make a solution to the problem solving. In making problem solving proposals, researcher involves representatives of employees to diagnose and plan corrective measures. The results of the joint diagnosis and joint planning are then re-presented to management for review or improvement and given decisions on the implementation of improvement plan.Keywords: Employee Behavior, Organizational Performance, MAE Model, Action Research Model, Legal Service Provider
IMPROVEMENT ON PT FREEPORT INDONESIA (PTFI) PERFORMANCE MANAGEMENT SYSTEM Kaisiepo, Anthonius; Welly, John
The Indonesian Journal of Business Administration Vol 6, No 3 (2017)
Publisher : The Indonesian Journal of Business Administration

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Abstract. Performance management is a driver for organizational excellence. The success of any organization relies upon the performance of the employees, therefore employees? performance is an important consideration for businesses. The objectives of this research are to identify the challenges or barriers that facing in the implementation of performance management in PTFI, and in conjunction with that to provide the improvement recommendation. It is important to evaluate performance management practices in PTFI, to ensure performance management in PTFI is able to drives employee behavior to align with organizational goals. This research using qualitative descriptive research method. According to the results of this study, the implementation of performance management in PTFI is considered not effective, the targets set by the Company in terms of mine production and safety aspect are difficult to achieve, in addition the Company's internal work climate is not conducive. Here are problems that cause performance management at PTFI is not effective: there is no linkage between Company goals and individual goals, issues on supervisor capabilities, and performance management practices that lead to perceived injustice. To overcome the existing problems, the proposed business solution in this study is as follows: the implementation of the balanced scorecard as a measure of company performance that can translate corporate strategy, vision, and mission to the level of execution, trainings to improve supervisory skills, improvement on feedback process, and improvement on rating scale.Keyword: performance, performance management, balanced scorecard, strategy, key performance indicator, organization.
Examining the influence of leadership behavior and decision - making on employee performance in ninprofit organization case study at yayasan idh Putri Wardhani, Yashinta; Welly, John
The Indonesian Journal of Business Administration Vol 7, No 3 (2018)
Publisher : The Indonesian Journal of Business Administration

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Abstract – Yayasan IDH is a small scale nonprofit organization who work and doing projects in Indonesia to tackle environmental issue related to agriculture commodities and estate crops. Yayasan IDH relatively is a new established entity which newly operated, with total 22 employees and in parallel also need to developed procedures and policies including human resource system, to achieve operational excellent. With the rapid employee growth in the last two years, Yayasan IDH will also need to strengthen its position as an organization including its human resource management. Using the modified Kouzes – Posner approach, leadership assessment at Yayasan IDH would like to capture the leadership and decision – making individual behavior and its influence on employee performance. The leadership assessment expected to address issue concerning leadership behavior and decision – making behavior and give recommendation to the discovered issue. Keywords:  decision making, employee performance, human resource, leadership, nonprofit organization
Evaluating MBA Graduates Holistic Leadership Competencies Case Study (MBA SBM ITB and MBA ITB Graduates Who Work In PT. Telkom Indonesia) Karnova, Sarach; Welly, John
The Indonesian Journal of Business Administration Vol 6, No 2 (2017)
Publisher : The Indonesian Journal of Business Administration

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Abstract- MBA school’ challenge on producing competent leaders is being debated for a long time. Several transformations in MBA school has been done in order meet business and society’ need of leaders. These stakeholders need leaders who are not only thinking of profit, but also able to run business ethically, contribute betterment for company, human society and environment.  There are lots of leadership model has been produced. Quatro, Waldman, Galvin (2007) proposed leadership model which offer holistic approach of leadership competencies. These skills are mapped into 4 domains of leadership that consist of analytical, conceptual, emotional and spiritual (ACES). Based on this model, an effective leader should practice competencies from all 4 leadership domains. This research aimed to evaluate MBA ITB graduates who is working in PT Telkom Indonesia in terms of the implementation of holistic leadership competencies mapped by ACES model. The results of this evaluation are used as input for improving the quality of teaching methods in MBA ITB. The supported data is obtained through questionnaire were spread to MBA ITB graduates in PT Telkom Indonesia and interview with some lecturers MBA ITB.  From the findings, the most important skills of a leader come from Spiritual and Emotional domains. 2 remaining domains also resulted high value, thus still need to be developed. Some possible improvement that author offer to provide cross-disciplinary courses, building partnership with company, assigning real project to students, re-working case study, also improving lecturing and lecturers.  By implementing these improvements, author believe MBA ITB will have better performance and produce better leaders for business and societyKeywords: Leadership, human resource, MBA School
Formulating Change Management Program to Support ERP Implementation at Weaponry Division, PT Pindad Dwiartha, Surya; Welly, John
The Indonesian Journal of Business Administration Vol 1, No 2 (2012)
Publisher : The Indonesian Journal of Business Administration

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PT Pindad as one of the State Owned Enterprises in Indonesia, manufacturing the defense and security equipment recently conducting change in their business system by implementing Enterprise Resource Planning in the Weaponry Division. To support the implementation of ERP, it should be accompanied by good change management program. However current change management program seems to ignore the implementation stages features in Kotter 8-Steps. Anticipating this condition, the author suggesting Kotter 8-Steps as a basic framework of research. The findings from FGD and in-depth interview shows that Step-3: Creating a Vision, Steps-4: Communicating Vision for Buy-in and Step-5: Empowering Action had not been done systematically causing the possibility of failure looming large. To support the analysis, STAR Model of organization, Strategy Map, and DICE Framework were being used to fill the void on the Kotter Program. However, PT Pindad had not done Kotter’s Step-6 to Step-8 because the change management process was still in the preliminary phase. Keywords: PT. Pindad, change management, strategy map, STAR model organizational design, DICE framework
Create Brand Attractiveness to Support Attracting Strategy by Using Employee Value Proposition (Case Study in PT. Dirgantara Indonesia (Persero)) Febriana, Unggaran; Welly, John
The Indonesian Journal of Business Administration Vol 2, No 13 (2013)
Publisher : The Indonesian Journal of Business Administration

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Half of the total employees of PT. Dirgantara Indonesia almost and already in retirement, especially for engineers almost half of the total engineers no longer an employee of PT. Dirgantara Indonesia, because they actually have long retired. That happened becausethe customers PT. Dirgantara Indonesiaprefere to choose a retired senior engineers to run their projects. This will cause obstacle in the transfer of technology, knowledge and expertise. This situation going worst with recruitment activities undertaken by PT. Dirgantara Indonesia are not going well it can be seen from the data of total applicants in 2011 fell as much as 1:5 to 1:3 in 2012 make PT. Dirgantara Indonesia have a difficulty to regenerate the engineers and other employees in general. The declining number of applicants due to low employer brand ofPT. Dirgantara Indonesia. To be able to create an employer brand that appeal to prospective employees can be used EVP models. Before using the model, first we need to know the employee value proposition in PT. Dirgantara Indonesia. From the observations and discussions with the expert form PT. Dirgantara Indonesia, employee value proposition in PT. Dirgantara Indonesia is leadership, work, performance evaluation, reward, and company. From the analysis that has been done, there a five solution to build the EVP. But because there are a lot of constraints and limitations in the implementation of five improvement areas, PT. Dirgantara Indonesia can run first the most critical areas and provide significant impact and also can respond to the problems PT. Dirgantara Indonesia. Policy is very important to address the issue of transfer of technology, knowledge and skills. And then training and development is important because based onpre-research result training and development is the most important preferences for the job seeker Keywords: EVP, Employee Value Proposition model
Analysis and Development of Change Management Framework in Jatis Solutions Febria, Dwina; Tjakraatmadja, Jann H; Welly, John
The Indonesian Journal of Business Administration Vol 2, No 7 (2013)
Publisher : The Indonesian Journal of Business Administration

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The study aims to analyze change management implementation in Jatis Solutions and develop solutions to the finding issues to mitigate obstacles and accelerate the change stick. The company wanted to renew its business strategy and has announced it to the employees in Q4 2010.  The organization was restructured, the business process also changed according to the new strategy. Turnover ratio was increased from 17% to 58% in 2011. A study conducted in 2012, analyzing the change implementation by comparing with Kotter’s 8-steps Change Management model. Realizing the change is stuck in removing obstacles and creating short term wins steps, the interconnection business elements of the current change was measured using 7S McKinsey to see the probable imbalance of elements which might be the core obstacles to the change. The initiatives execution then measured using DICE methodology to understand the obstacles on winning the short terms. Improvements to change programs are proposed by preparing readiness for change to managers and employees motivation programs. Keywords: Change Management, IT Delivery Service, Kotter’s 8 Leading Step of Change, 7S McKinsey, DICE methodology
Co-Authors Abi Dzarr Alghifari Wijanarko, Abi Dzarr Alghifari Abid Abdurrahim Adyssa Riska Larasati Zakaria, Adyssa Riska Larasati Al Fakhry, Achmad Ja'far Anastasia Anastasia Angga Pramudita Anugrah Nindya Putra, Anugrah Nindya Dewi Arianti Diah Kartika Irawati, Monica Rahayu Siska Dwina Febria Friska Putri Pratiwi Ginting, Monica Sry Bina Br Gultom, Naomi Theresia I Gusti Bagus Wiksuana Ismail Aulia Pradifa Jann H Tjakraatmadja Kaisiepo, Anthonius Karnova, Sarach Marlon Novie Akay Mochamad Arief Rahman Ramadhian Muhammad Reza Aryanto Noviatni Dwi Utami Jatnika Nurochman . Pradipto Kusumowiwoho Putri Wardhani, Yashinta Raden Akbar Anzalna Ratri Vibhuti Widyasari Wismakumara Reza Kurnia Rio Lukman Tawekal, Rio Lukman Rugaya, Sulalah Sadar Adi Pratomo, Dian Septian Budhi Raharja, Septian Budhi Surya Dwiartha Suryawan, Dedy Unggaran Febriana Vivi Linda Putri Yoanes Bandung Yuni Eka Pradipta Ningrum Yuni Ros Bangun