It has been three years since PT Pertamina Geothermal Energy implemented Performance Management system and people review. This new system established based on organizational performance profile survey of Pertamina in 2006. On employees survey indicated unfairness appraisal with it obliged ranking approach. Pertamina (Persero) develop a new performance management system will enable evaluator and evaluee to have better communication. Constrasting to the previous system where the ranking process is not transparent and subjective. It appears what people achievement (productivities index) is based on the agreement in the kick off period; the proportional is around 60%. Others component knowledge, competencies, skill which is contributed 40%.

On the PT Pertamina Geothermal Energy performance appriasal system there are some interesting issues that researcher would like to discuss. Furthermore I would like to stress on calibration process so called discussion of people review. It compares each employees compare employees. The method is based on the layer to get the above average rating, average and the below average. The system completed by normal distribution that required by Pertamina (Persero) as the standard. Related to the situation, several challenges identified thorought PT Pertamina Geothermal Energy performance appraisal are people development. Issue of employee expectation related to organizational performance profile survey in 2006, and how company could align the people to company objective.



Research Location : PT Pertamina Geothermal Energy



Read at Library Only.