#TITLE_ALTERNATIVE#

• Main Author: DWIARTHA (NIM 29110032) ; Pembimbing : Ir. John Welly M.Sc., SURYA
• Format: Theses
• Language: Indonesia
• Online Access: https://digilib.itb.ac.id/gdl/view/17341
• Institution: Institut Teknologi Bandung

PT Pindad is one of the State-Owned Enterprises engaged in the manufacture of weaponry and defense equipment in Indonesia. Nowadays, PT Pindad’s growth is in the stagnant position because their main buyers were from Indonesia's military only. The development of other sectors, outside their core business also hasn’t show any exhilarating progression. Trying to improve their business condition, PT Pindad was implementing the Enterprise Resource Planning (ERP) in the Weaponry. The project become a pilot project; aim to fix the system and coordination between units and functions. Change Management Program accompanied the project so that the implementation process could run well. However, problems arisen with the current change management program was not in line with the actual needs. This Final Project is expected to be able to bridge and give an illustration about how change management program should be run according to Kotter’s 8-Steps Change Management. Kotter method will be used as a basic framework to formulize the change management program. Analysis process was done using the literature study, the Focus Group Discussion (FGD) and in-depth interview. From the result analysis it was found that the current change management program in PT Pindad was lacking conformity to Kotter 8-Steps Change Management. To complete the phases so that suits with Kotter's method, it was required three changes through in-depth elaboration. First, in order to produce appropriate vision, according to Step-3 Kotter, STAR Model modeling organization was used. Second, to acquire the means of communicating with employees associated with vision, according to the Step-4 Kotter, Strategy Map was used. Third, to know whether employees in the PT Pindad were ready to be empowered, according to the Step-5 Kotter, DICE Framework was used. Change management program offered by Kotter was not the only capable framework that can be used in the scope of research. However, it was useful as a benchmark in the development of change management program within organization. Time limitation when conducting the final project makes the author halt the process of creating change management program based on Kotter’s method on the Step-5. Analyses for the next steps are recommended for further study.