STRATEGI IMPLEMENTASI BUDAYA PERUSAHAAN MELALUI SISTEM PENGHARGAAN YANG SESUAI DI PT PJB (KANTOR PUSAT)

• Main Author: Sriwidodo Sari, Heru
• Format: Theses
• Language: Indonesia
• Online Access: https://digilib.itb.ac.id/gdl/view/5089
• Institution: Institut Teknologi Bandung

</b>Abstract:<p align=\"justify\"> <br /> Globalization era has given its impact to power sector that forces PT PJB to keep continuing its efficiency and maintaining its power quality. Supporting this effort, the company carries out fundamental completion on human resources as its most important assets. Five elements of work culture has been established through long process so that PT PJB has now Corporate Culture providing direction for the employees from different layers in achieving best performance. The five elements of work culture are: Integrity, Excellence, Team Work, Service, and Environmental Concern.<p align=\"justify\"> <br /> This Corporate Culture will be more effectively (implemented) if rewards applied to everyone who has made achievement in his works. This rewards program will help the employees understand better about the values in the Corporate Culture. Their commitment to follow the Culture will grow in line with the rewards given to their achievement.<p align=\"justify\"> <br /> Designing and developing rewards system, according to Newstrom and Davis (1981), we should understand about: (1) History and Corporate Culture, (2) Corporate objectives and strategy (3) Shared perception and employees\' expectation.<p align=\"justify\"> <br /> Based on the statement above, the issues arise on PJB are as follows: (1) Is rewards system has been applied in accordance with Corporate Culture (2) What does the company expect from rewards system in supporting Corporate Culture (3) What strategy does the company build to implement the rewards system?.<p align=\"justify\"> <br /> From analyzing the data gained from questionnaire, it can be concluded that rewards system is properly applied in accordance with the Corporate Culture, which is in the process of development today and need to be completed. This can be seen through the gap raised between rewards system now applied and the one expected by the employees. The gap mainly occurs on Non-Management level than Management level. Totally, the factors that both support the gap and are important elements of the expected rewards system are: (1) Trustworthy andesponsibility (2) Performance Quality (3) Loyalty and discipline (4) Competence, work knowledge (5) Cost Awareness.<p align=\"justify\"> <br /> Therefore, it is necessary to adjust the rewards system, mainly to the factors required and is considered to be important by the employees. Then everyone must be committed to implement them and special attention must be given to the Non Management level by means of socialization and shared perception.<p align=\"justify\"> <br /> Process of Work Culture socialization can be done through Performance Appraisal and rewards, recognition upon good performance and promotion. Besides, maintaining Corporate Culture by: (1) Motivating managers and their subordinates to implement the culture (2) Top Management should take part as a leader in implementation (3) Subculture synergy within the company.<p align=\"justify\"> <br /> Finally, having solid Corporate Culture can be a strategic way for the company to face the change and is considered to be one of the pillars to support competitive advantage for the organization to achieve qualified Human Resource.<p align=\"justify\">