PROPOSED PERFORMANCE MANAGEMENT SYSTEM BASED ON BALDRIGE EXCELLENCE FRAMEWORK AT PT ANGKASA PURA II (PERSERO)

• Main Author: Prima K A, Nicolas
• Format: Theses
• Language: Indonesia
• Subjects: Manajemen umum
• Online Access: https://digilib.itb.ac.id/gdl/view/42895
• Institution: Institut Teknologi Bandung

Currently we are in the VUCA era which has the characteristics of Volatility, Uncertainty, Complexity and Ambiguity. The Ministry of SOEs since 2013 has required SOEs to conduct performance assessments using the KPKU which is expected to help SOEs to survive in the VUCA era. PT AP II has conduct the KPKU assessment since 2013, however the implementation of the KPKU in AP II is not yet optimal because it is only used to meet the target score of the Ministry of SOEs and has not been fully used as a reference to improve company performance. The evaluation results of KPKU implementation in AP II show that most employees are feel familiar with the term KPKU or Malcolm Baldrige but do not understand the concept of KPKU or Malcolm Baldrige deeply, most employees find it difficult to understand and answering the questions in KPKU and consider KPKU as additional work. For most of employees, KPKU assessment are only done to pursue the target score only and have not been used as a tool to systematically improve company performance. The main reason for this condition is that the questions in the Baldrige Criteria are difficult to understand because they consist of high-level strategic questions and the level of competency of most AP II employees, especially related to strategy management, is still weak. This research aims to optimize the implementation of KPKU in AP II by designing a performance management system based on Malcolm Baldrige Criteria that is easier for employees to understand with three main steps: (1) translating the criteria questions in Malcolm Baldrige which are non-prescriptive to prescriptive with provide a checklist showing how the company should be managed; (2) assigning business process owner units for each question criterion which is in charge of the process; and (3) determine performance indicators for each question criterion to measure the success of the process. The prescriptive Malcolm Baldrige-based performance management system design makes the implementation of the KPKU in the company more easily understood and implemented by employees. The process of implementing the new performance management system is carried out using the Plan Do Check Action (PDCA) approach in one annual cycle which is expected to be a continuous improvement for the company.