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All Journal Jurnal Manajemen Teknologi Journal of Business and Management The Indonesian Journal of Business Administration Jurnal Manajemen Indonesia
Aurik Gustomo
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Computer Science & IT Decision Sciences, Operations Research & Management

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Analysis of Corporate Culture Existence in Pertamina EP Darmadi, Linda Pratiwi; Gustomo, Aurik
Journal of Business and Management Vol 1, No 2 (2012)
Publisher : Journal of Business and Management

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Abstract

The research aimed to know the current condition of corporate culture in Pertamina Eksplorasi Produksi (PEP), its culture design and Management approach related to employees implementation of corporate culture. The methodology used is by collected PEP Company’s profile, business ethics and works (EKB) files and list of employees’ population. Primary data is collected by questionnaires that distributed to 130 samples and interview with management. There were 3 dimensions (sincere, strong and sensible) which created 19 variables based on business work and ethics files of PEP. Those variables created 4 new factors (professionalism, commercial branding, corporate confidentiality and courage).  Overall, the most understood by employees is factor commercial branding and the lowest is corporate’s confidentiality. Suggestion PEP is management should create atmosphere of less underestimated the small problem that rise in workforce, for example, in confidentiality of data, employees still underestimated few problem like destroy the data that period of retention already expired.Keywords; Corporate Culture, Pertamina EP, Factor Analysis, Business Ethics and Works.Category: Human Resources Management; Organizational Development and Culture.
Decreasing Employee Turnover though Improving Employee Engagement in PT.Central Santosa Finance Yuniarti, Melina; Gustomo, Aurik
The Indonesian Journal of Business Administration Vol 5, No 2 (2016)
Publisher : The Indonesian Journal of Business Administration

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Abstract. This research aim to decrease employee turnover in PT. Central Santosa Finance especially in Cimahi branch  through  finding any factor that influenced the level of Employee Engagement and maked  some improvement.Explanatory study was conducted with used employee engagement model such as: Gallup, DDI, ASTD and Aon-Hewitt as a reference and will be confirm with empirical study to find an apropriate model for PT. Central Santosa Finance. Based on that model, conducted employee engagement survey by spreading 149 questionnaire for the whole of employees in PT. Central Santosa Finance. To find the root cause of the problem IPA Matrix (Important Performance Analysis) and indepth analysis were used in this research. The result from the analysis was found there are two factors and three variable factors which should be improve; the first factor is Goal (vision and mission of company), the second is Working Condition which is have two variable; Material and equipment to do the right work and the other variable is salary, benefits, safety and work environment. This study has some recommendation to improve. There are: Socialization about the importance of company’s vision and Mission,  Building The Infrasturcture and framework, Creating Good Working Condition for Employees, Design improvements to Work Process and Working Condition and Redesign the scheme of Compensation and the last improvement is Evaluation and Controlling. Keywords: Employee Engagement, Turnover, Important Performance Analysis, Goal and Working Condition
An Analysis and Measurement of Employee Engagement level for Human Resource Division Improvement: Case Study at PT. Dasindo Media, Bandung Branch Sutanto, Hendra William; Gustomo, Aurik
The Indonesian Journal of Business Administration Vol 2, No 19 (2013)
Publisher : The Indonesian Journal of Business Administration

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Employee Engagement has been sounding recently as one of the issues in Human Resource business practices. Dale Carnegie Training as one of the training provider in Indonesia, under the management of PT. Dasindo Media, provides the training programs that help the company to engage more with their employees and treat them as valuable asset. However, as a learning organization, Dale Carnegie Training Bandung also faces the engagement issue within internal of the company. The early research found out that since the year of 2009, there has been unstable sales performance, unhappy working conditions, and high turnover in sales team. As research being done within internal company, it found out that there are four elements of employee engagement model issues that interfere the sales performance, they are: company, total rewards, people, and work factor. A further study is being done for those factor by using Analytical Hierarchy Process method to determine the importance level, interview and structure questionnaire design to determine performance level, and both calculation brings out result for urgency priority level should be prioritize for Human Resource Division system change practices. The result of urgency level priority is to fix the total rewards and work factor, especially resource variable. Several possible solutions are brought out to fix the total rewards variable, such as designing proper pay structure and determining possible and fair benefit outcome to maintain fairness to each employee, and doing specific recruitment process to maintain work balance in achieving sales target.  Keywords: employee engagement, Analytical Hierarchy Process, importance level, performance level, urgency priority level.
Analisis Beban Kerja untuk Perencanaan Kebutuhan Karyawan pada Satuan Kerja Administrasi Perusahaan PT Timah (Persero) Tbk Hutagalung, Renny; Gustomo, Aurik
The Indonesian Journal of Business Administration Vol 2, No 19 (2013)
Publisher : The Indonesian Journal of Business Administration

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Abstract

PT Timah (Persero) Tbk is a leading exporter of tin as well as the largest mining company in the world. As the industry competition is so tight, the company seeks to strengthen its business strategy of the company's long plan (2013-2017) that is doing the tin mining efficient and environmentally friendly in order to achieve profitability. One preparation to achieve the strategic HR planning that is ripe with a set amount of human resources that ideal. The final project is focused on employee workload measurement with observations using the method of work sampling observations made at intervals of several employees in the work unit Corporate Administration. Each employee was asked to fill in diary form sampling with principal activities, events and activities inhibitor leeway on work time. Workload information will be used to calculate the amount of the administrative needs of the employees of the Company. Workload information can also be used to predict future employee needs. Based on these calculations in this year, this data will be used to predict how much the number of employees needed for each job for next year. Number of employees in accordance with the workload will support the needs of employees in strategic planning unit in particular Corporate Administration and PT Timah (Persero) Tbk in general. Keywords : Planning Needs of Employees, Workload, Work Sampling.
Proposal to Improve Employee Engagement at PT Telekomunikasi Indonesia, Tbk Prananta, Josia; Gustomo, Aurik
The Indonesian Journal of Business Administration Vol 2, No 4 (2013)
Publisher : The Indonesian Journal of Business Administration

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PT. XYZ transformed into T.I.M.E.S. Company in 2009. This transformation were done to maintain their position as market leader in telecommunications industry. PT. XYZ also transform their organization to support this transformation.Based on survey results XYZ Employee Survey in 2011, the employee satisfaction level in PT. XYZ was categorized high but, this achievement is not supported by the company’s performance. Based on PT. XYZ’s internal report in 2011, only 9 of 69 T-lab areas that able to meet their performance targets. This survey report was confirmed by Theme O Meter (TOM) survey in 2011, that show the level of XYZ’s 5C application is hasn’t meet the corporate target. According to Daft (2009), this condition is caused by ineffective organization. According to Right Management (2010), The organization effectiveness can be enhanced by increasing the level of employee engagement.This research focused on measuring the level of employee engagement in newly transformed unit at PT. XYZ by using a questionnaire survey that composed using the combination of several theories that related with the employee engagement theory.  The questionnaire analysis result show that the most influencing factor to employee engagement is the collaborative innovation factor. Therefore the optimization of collaborative innovation needs to be done. Based on further analysis result, PT. XYZ is suggested to redesign the Theme O Meter (TOM) assessment question, apply the TOM assessment result as the leader’s KPI, and improve the method and the weight of the score in 360o assessment to optimize the collaborative innovation culture.  Keywords: PT. XYZ, employee engagement,collaborative innovation 
Redesigning Non-Academic Employee Compensation System of School of Business and Management (SBM) ITB Dwi Putri, Yuti; Gustomo, Aurik
The Indonesian Journal of Business Administration Vol 1, No 8 (2012)
Publisher : The Indonesian Journal of Business Administration

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Abstract

Compensation system of School of Business and Management (SBM), Institut Teknologi Bandung (ITB), covers lecturers and non-academic employees’ compensation system.  The system that regulates non-academic employees has not met the criteria of internal equity and external competitiveness. The current compensation system is  also likely to apply the model of 100% fixed salary, so it has not been able to encourage employee motivation to perform at the maximum. Therefore, it is necessary to evaluate and redesign the implemented compensation system of SBM ITB from the internal point of view. To capture the business issue, questionnaire distribution and FGD activity were conducted on 30 representative employees concerning internal equity, external competitiveness, employee contributions, management of the pay system, and budget capabilities. The results reveal that employees felt dissatisfied with the payroll components and also questioned about the existence of communication forum to facilitate information sharing and grievances. The possible alternative solutions are applying person-based compensation model considering the educational background and job experience as the entry level criteria,   job-based   compensation   model,   and   adjustable benefit alocation with specific payroll components of each and also reinforcing the communication forum for employees. Keywords: compensation system, person-based compensation model, job-based compensation model, benefit, payroll
Proposals for Improving Job Performance Through Employee Engagement at PT. X Arumi, Anindita Daisy; Gustomo, Aurik
The Indonesian Journal of Business Administration Vol 1, No 7 (2012)
Publisher : The Indonesian Journal of Business Administration

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PT.X formed its business units in accordance with the development of a pregnant mother to give birth, while other business units were formed in accordance with the company’s concept.Currently PT. X is facing a problem where the number of customer complaints increased while the company’s profit decreased due to the low service performance given by the employees and the low knowledge needed to carried out the work. Corresponding with the problem, the research will see the employee engagement at PT.X, propose solutions to improve employee engagement, and the implementation plan.Questionnaire was distributed to the employees to determine the level of employee engagement in PT. X, which was formulated based on the Development Dimension International, American Society for Training and Development, Gallup, and Twelve Company Capabilities’ employee engagement models. Based on the questionnaire result, some solutions were proposed related to the human resource issues in PT. X.The proposed solutions were the setting up of data sharing system, job descriptions, standard operating procedures, product knowledge, feeedback system, training, performance criteria, and reward system. Keywords : employee engagement, job description, performance criteria,  reward system.
Human Capital Strategic Initiative in Creating Value of Competency Dictionary at PT. United Tractors (Tbk) Sujaya, Gina Mayasari; Gustomo, Aurik
The Indonesian Journal of Business Administration Vol 2, No 13 (2013)
Publisher : The Indonesian Journal of Business Administration

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Abstract

United Tractors excellence in developing the company's business can be seen from the number of awards earned United Tractor, one of which is the acquisition of the award for Best Corporate Transformation in Indonesia in 2012. Business transformation made United Tractors done by sticking to two goals there are economic value creation and the creation of organizational capabilities. In the creation of this organization capabilities, United Tractors attaches importance to the development of employees in the company's capabilities. One of the Human Capital strategy is performed at the end of 2012 is to develop a competency dictionary company, which insists on changing Business Management Competency (BMC) in the enterprise business process. Competency dictionary value creation would need to be based on the analysis of the value creation of the organization in order to be in accordance with the organization's internal situation of the company. Organizational analysis performed in this study is through exploratory study using a qualitative approach based on the 7-S model to perform In-depthh interviews and literature review of corporate documents as the main data and using the data supporting a qualitative and quantitative research conducted by the internal and external resources of the company. The results showed that there are three variables, namely organizational skills, systems and staff that the first priority would be enhanced organizational variables. With the analysis, it can be arranged proposed Human Capital strategic initiative in creating the company's competency dictionary value. Keywords: Organizational Diagnosis, Business Management Competency
Model of Employee Engagement: Case Study of PT Timah (Persero) Tbk Kuncoro, Nur Adi; Gustomo, Aurik
The Indonesian Journal of Business Administration Vol 3, No 1 (2014)
Publisher : The Indonesian Journal of Business Administration

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Abstract – PT Timah Tbk need for high employee commitment and engage to support company vision, mission, and goals. We conduct a research about variables affecting employee engagement to be able to create solution and implementation for improvement. Questionnaires were distributed to Bangka, Belitung and Kundur districts using stratified sampling method at echelon 3 position level to non-echelon level. Analysis used to find out effects of each variable is SEM (Structural Equation Modelling). The results suggest that leadership, organization culture, recognition, work focused, and compensation are dominant variables having effects on the employee engagement. Highest loading factor value is organization culture variable. Organization culture of PT Timah Tbk has alteration appropriate to vision, mission, and external or internal environmental conditions. It is change have not completely concerived by employees. Solution to be made is to perform socialization from lowest level to senior managers and leaders give examples of organization cultural application to employment.  Keywords : Employee Engagement, Organization Culture, Structural Equation Modelling
A proposal to increase employee performance through employee engagement survey in pt KBI Harvid, Albertus; Gustomo, Aurik
The Indonesian Journal of Business Administration Vol 2, No 1 (2013)
Publisher : The Indonesian Journal of Business Administration

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Abstract

PT. Karunia Berca Indonesia (KBI) is one of the best steel galvanizing factory in Indonesia. KBI have some problems like lack of willingness to train, lack of employee development program, and lack of facilities. That 3 factors are performance indicator. Low on employee performance will decrease the revenue. With root cause analysis can be found the main problem in PT KBI is lack of performance. To increase employee performance, KBI must determine the engagement for the employee using employee engagement survey. The survey composition is a synthesis from ASTD Gallup, and DDI. After collecting, the questionnaire data, the analyzed is done with SPSS program. The results are determining 2 main problem about engagement in PT. KBI, there are, receive adequate resources variable, and Efficient work Environment (culture) variable. Deeper interview for 2 main problem is done with some staff in PT. KBI. Interview result about receive adequate resources, KBI is lacking Indoor area for painting and wielding, and the storage capacity. The second problem is about training habit. KBI want every employee to go training, but the employee think training is wasting time. The solution for the first problem are adding roof for outdoor activity and expanding the area for storage. The solution for the second problem is, creating champion to help brainstorming the other employee about training. Keywords: Employee engagement, training , Change management, employee performance
Co-Authors Adyansyah Patonangi Albertus Harvid Anindita Daisy Arumi Anita Silvianita Azmi Azizah, Azmi Bella Tria, Bella Bhaskara Putra Mahardika, Bhaskara Putra Dyta Tameswari Utoro Fildzah Ikramina Firda Herlina Gina Mayasari Sujaya Hendra William Sutanto Inayah Inayah Indah Yuliana Josia Prananta Linda Pratiwi Darmadi M. Parulian Hutagaol Mario Herman Fazary, Mario Herman Mia Mayasari Muhammad Syirodj Nur Adi Kuncoro, Nur Adi Pandu Narendradewo Purwanti Wulandari Putri, mentari adriaeni Rachmat Calief Zulfikar Rahayu, Popy Renny Hutagalung Rizky Aditya Kusuma Siti Rosidah Sjafri Mangkuprawira Sondang Romian Purba, Sondang Romian Utomo Sarjono Putro Vincya Tunggadevi Yuniarti, Melina Yuti Dwi Putri