DESIGN OF JOB DESCRIPTION AND JOB PERFORMANCE INDICATOR AT PT. WAHANA SAMBADHASAKTI
PT Wahana Sambadhasakti is a new company founded in 2008 and engaged in the field of geothermal industry. The success of the company depends on its resources that make the organization a success or not depends on the purpose of resources, especially human resources.HR performance one determined by t...
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| Format: | Theses |
| Language: | Indonesia |
| Online Access: | https://digilib.itb.ac.id/gdl/view/17912 |
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| Institution: | Institut Teknologi Bandung |
| Language: | Indonesia |
| Summary: | PT Wahana Sambadhasakti is a new company founded in 2008 and engaged in the field of geothermal industry. The success of the company depends on its resources that make the organization a success or not depends on the purpose of resources, especially human resources.HR performance one determined by the existence of human resources management system, that is capable in achieving the performance. The new human resource management system can be integrated after the first stage the company's successfully prepared all the job information,which is known as Job DescriptioN. Nowadays, a company does not have a full job description,so that this final project aimed in making an appropriate job description with its performance indicator (not like others conventional job description). Method used in this project through several stages. The first stage is to do analysis work with <br />
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in-depth interview, continued by compiling an open-questionnaire to assist the analysis of each job description. The establishment of performance indicators based on the classification job description. Then do the calculation with the weighting of performance indicators by distributing a closed-questionnaire. Validation of data conducted managerially. Data processing is done using the method of Analytical Hierarchy Process (AHP) with the help of Expert Choice software. In the method of Analytical Hierarchy Pocess, the inconsistency ratio represent a validation of questionnaire data, so it can be decided whether to be performed on the repetition of the questionnaire. Final project recommendation result the clarity and completeness of the 17 position descriptions consist of job description and Key Performance Indicator (KPI). The implementation can begin immediately with the assessment method based on Standard Performance Rating Scale through peer-assessment executed by a direct supervisor and one coworker who is in the same level. |
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