Articles

The Analysis of Organizational Culture for Improving Corporate Performance at PT. XYZ Discreet

/in /by

PT. XYZ Discreet is a subsidiary of a State-Owned Enterprise (BUMN) in the manufacturing sector which was founded in 1983. PT. XYZ Discreet contributes to defense & security needs and various industrial products that help in other fields such as transportation and commercial explosives. Organizational culture is essential in determining the success of achieving company goals. Therefore, every company must know what type of culture they are running and what kind of culture is preferred at PT. XYZ Discreet has yet to assess the current and preferred corporate culture. As is well known, BUMN companies and subsidiaries have a new corporate culture, BUMN AKHLAK. Based on an assessment conducted by ACT Consulting, the value of implementing AKHLAK BUMN at PT. XYZ Discreet is not maximized or gets a C value (37.7). The purpose of this study is to provide recommendations for the preferred corporate culture based on survey results. The research methodology used is quantitative data by distributing questionnaires using the Organizational Culture Assessment Instrument (OCAI) to employees of PT. XYZ Discrete. The survey results show that at PT. XYZ Discreet has a current culture Hierarchy culture, but the survey results also state that employees prefer Clan culture as their corporate culture. In other words, they support the culture with kinship, openness, loyalty, mutual trust, and agreement in every activity. From the results of research that has been done at PT. XYZ Discreet, this cultural transformation can be assisted by a bottom-up approach; leaders should have more understanding of employees, the transformation of leadership style, and forming the agent of change for corporate culture. These things aim to improve internal capabilities at PT. XYZ Discreet.

Assessment of Performance Appraisal in Visakhapatnam Port Trust (VPT)

/in /by

Once the employee has been selected, trained and motivated, he is then appraised for his performance. Performance appraisal is the step where the management finds out how effective it has been at hiring and placing employees. Thus, teachers evaluate the performance of students, bankers evaluate the performance of creditors, parents evaluate the behavior of their children and all of us consciously or unconsciously evaluate our own actions from time to time. In social interactions, performance is considered a systematic and planned manner to achieve widespread popularity in recent years.

Performance appraisal is essential to understand and improve the employee’s appraisal. It was viewed that performance appraisal was useful to decide upon employee promotion/transfer salary determination and the like. But the recent development in human resources management, it indicates the levels of desired performance levels, of actual performance in gap between this two. This gap should be bridged through human resources development techniques like training, executive development etc., For the main asset is employees according to the employee’s performance the production, sale is happened to the organization according to that the profit and growth of the organization is increased or decreased for that the employee performance is most important. The employee performance is known by performance evaluation only.

In other words, performance appraisal can be defined as the systematic evaluation of the individual with respect to their performance on the job and their potential development and his or her judgments, targets achieved by him or her, etc. The study aimed to investigate the assessment of performance appraisal is given to the employees working in the Visakhapatnam port trust.