USULAN DESAIN BARU SISTEM MANAJEMEN KINERJA MENGGUNAKAN KERANGKA INTEGRATED PERFORMANCE MANAGEMENT SYSTEM (IPMS) UNTUK DIVISI SERVIS DI PT UNITED TRACTORS TBK
PT United Tractors Tbk has three main business: Construction Machinery (Heavy Equipment Distribution), Mining Contractor, and Mining Business. The three main businesses are managed through two divisions, namely the product division and the services division. The product division relates to the sales...
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| Format: | Theses |
| Language: | Indonesia |
| Online Access: | https://digilib.itb.ac.id/gdl/view/26353 |
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| Institution: | Institut Teknologi Bandung |
| Language: | Indonesia |
| Summary: | PT United Tractors Tbk has three main business: Construction Machinery (Heavy Equipment Distribution), Mining Contractor, and Mining Business. The three main businesses are managed through two divisions, namely the product division and the services division. The product division relates to the sales of heavy equipment distribution, while the service division deals with the After Sales Service. <br />
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The methodology steps that used are: identification of the problems, determining the research objectives, reviewing a study of related theoretical framework, conducting Focus Group Discussion (FGD) and reviewing the "best practice" implementation of the performance management system and analyzing the company's annual report to obtain supporting data required, designing a new performance management system, and providing recommendations and plans for implementing a new performance management system. <br />
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This research is conducted within the scope of United Tractors Service Division in which they require the new design of a comprehensive and integrated performance management system framework. The design new of performance management system framework based on Integrated Performance Management System (IPMS) framework. <br />
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Because of the previous performance management system is not running smoothly and there is no historical data that can be used as an internal benchmark, the authors ask FGD with the internal team management to identify the problems and propose new performance variables, which initially amounted 18 to 43. The results of this study are not forcing management to change the company's policy. <br />
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