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Chevron is a energy company that started its exploration in Asia in 1924. in 2005, Chevron and Unocal going through acquisition. The acquisition raising the need to harmonize employee performance appraisal process, on the other hand Chevron also wants to raise the skills of its existing member in do...
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| Format: | Theses |
| Language: | Indonesia |
| Online Access: | https://digilib.itb.ac.id/gdl/view/8769 |
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| Institution: | Institut Teknologi Bandung |
| Language: | Indonesia |
| Summary: | Chevron is a energy company that started its exploration in Asia in 1924. in 2005, Chevron and Unocal going through acquisition. The acquisition raising the need to harmonize employee performance appraisal process, on the other hand Chevron also wants to raise the skills of its existing member in doing the performance management process (PMP). PMP itself meant for making individual goals and performance in line with company goals. PMP itself consist of 4 (four) important steps, planning, feedback and review, improving performance and achieving performance. Each step focus on open communication and discussion between member and leader. Up to this point, most of Chevron employee do the PMP just in the frame of formality, because of the company’s rules saying that “no PMP, no Pay!” In order to improve member skill in doing PMP, refresher training have to be developed. The steps starting from deciding the objective of the training, developing training content, designing the delivery process. Once those steps have been done, the next thing is developing implementation plan. Computer Based Training is most possible alternatives with consideration that every member has access to computer and technology capability to deliver the training with multimedia as the method of delivery. |
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