Pindad CEO : Organization Should Favor the Well-Performed Employees

PT Pindad (Persero) was re-done one step major changes for the company advancement. That step was formed in an event which titled Culture Transformation and Performance Management System Kick Off of PT Pindad (Persero) that was held on Monday, September 8^th, 2014. This event was held at Education and Training Department Hall and attended by the leaders and managers of PT Pindad (Persero). This event was opened by PT Pindad (Persero) CEO and led by consultant team of Hay Group.

Company was surrounded by competitiveness that became more restrictive and more dynamic. Therefore, was needed a system that motivating every company elements to perform more effective and efficient to reach the target that been determined. The performance management was mapping the company business strategy and narrowed down to the extent of each individual has personal targets that should be achieved in order to prove their performance in a year and led to the granting of incentive as motivation. The performance management was also changing the paradigm where leaders was not an annual evaluator yet acts more like coach to their staffs in reaching the targets. In a summary, the performance management system was helping the employees to answer four kind of questions : What I have to do?,  How well I have done it?,  Help me to improve!, and Reward me for did it well.

On his guidance, PT Pindad (Persero) Sudirman Said said that the outcome of this project would be a measuring instrument that could assess the performance of individual employees as the basis for the granting of incentives, End of the project is how we can have a measuring instrument of performance. At the end of the year, the Board of Directors will also formulate KPI (Key Performance Indicators) and what kind of performance that will be held throughout the year to measure the extent to which the targets have been achieved. Organizations must favor to those who perform, so we'll have a measuring instrument to give incentives.

On the same occasion, each Division was presented a couple of things to the Board of Directors such as the issues or obstacles which faced in each Division, solutions that could overcome these constraints, as well as the support from the company in helping resolve existing problems. Some problems which were discussed and given direction by the Board of Directors is the fulfillment of the facilities that still lacking, the human resources problem that considered less sufficient to fulfill the company needs especially the experts ability that able to rewrite the product specifications to attract consumer or market target, the communication quality that existed either between working partners, leaders and subordinates, and also between company and consumer, and the last one is the appropriate budget using, and so that could be achieved the perfect quality, perfect delivery and perfect budget..

The cultural transformation and performance management system journey still going through a long and difficult time, But, PT Pindad (Persero) CEO was hoped that this kind of forum could be held back on a regular basis every three or six months to discuss problems that was occurred in each Division. Beside, all of company elements were hoped to have performance target that could be finished before the end of the year, so that on the next year, each division would have a document as a reference for the future target that could generate a better performance management system at PT Pindad (Persero). (Anggia/Sendhy)