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Tatum Syarifah Adiningrum
Faculty School of International Business, BINUS UNIVERSITY International, JWC Campus, Jl. Hang Lekir I No. 6, Senayan, Jakarta 12120
Economics, Econometrics & Finance

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PERFORMANCE REVIEW: KEEPING IT FEASIBLE Adiningrum, Tatum Syarifah
Journal of Business Strategy and Execution Vol 4, No 1 (2011): Publish on November 2011
Publisher : Bina Nusantara University

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Abstract

The strategic human resource management (SHRM) approach tries to link all aspects and practices in HRM directly to organizations’ goals. One of the most important aspects in SHRM is the performance management, in which the HR manager make sure that employee performance are on target, by applying practices such as performance review and merit rating. The following paper discussed the performance review process, what factors make an effective performance review and the benefits of the process, highlighting important aspects of a successful strategic model of performance management, using the strategic model of management of performance. Effective performance review depends to commitment of the organization. Entailed in the commitment is the willingness of the organization to develop a suitable method of train the appraiser to make sure that they fully understand and that they believe in the process. Another important factor is that performance review process should be aligned with organization goals to give it the right direction and fair standard.
Strategic Planning: Shaping Organisation Action or Emerging from Organisational Action? Adiningrum, Tatum Syarifah
Journal of Business Strategy and Execution Vol 5, No 1 (2012): Publish on November 2012
Publisher : Bina Nusantara University

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Abstract

Several perspectives have been offered to explain the strategy making process, and also at the same time offered the best strategy remedy. The perspectives of strategy making can be divided into two main perspectives: mechanic and organic. The mechanic perspectives view strategy as ‘posture and plan’ and the main models used are the design model and SWOT. The organic stream gives alternatives views in strategy development that captures the needs of dynamic interaction with environment and emphasis more on strategic change. Both perspectives will be discussed and their compatibility in the current environment is compared. The two approaches have their own logics, and both are valid depending on the situation and environment the organisation in. However, with the globalization, tight competition and changes in government policies and behavior, organisation is expected to be more flexible in responding to changes and keep and open mind and eyes to unforeseen opportunities and threats. Therefore, nurturing conducive environment for emergent strategies seems like a logical thing to do.
LEARNING ORGANISATION: UTOPIA OR PRACTICAL? Adiningrum, Tatum Syarifah
Journal of Business Strategy and Execution Vol 4, No 2 (2012): Publish on June 2012
Publisher : Bina Nusantara University

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Organisational learning and learning organizational concept are not new in management discipline, however the high popularity of these construct is growing in 1990s onwards to both academics and business managers. From organisational perspective, in order to keep its competitive advantage, to be successful continually, organisations have to keep improving its products and service, and to be able to do that, organisations have to learn, thus becoming a learning organisation. Definitions of learning organisation are varied from each author, from a simple, idealistic to a highly practical one. To manage organisational learning, there are also different ranges of discussions from different academics, ranging from the vague and utopian to highly practical approach. Although engaging in organisational learning is very useful for the development of organisations, becoming a learning organisation is not the one and truly aswer to the sustainability of an organisation. Organisation should pursue change to a better performance, but not all organisation have to change with the same pace and intencity. The most reasonable thing to do in addapting the learning  organisation notion is to consider the sensitiveness of culture and needs, and to decide to what degree an organisation would like to adapt it.
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