Adi Suprajitno, 070942009 (2011) STRATEGI PENGEMBANGAN ORGANISASI BERBASIS SUMBER DAYA MANUSIA (SDM) DI PT. PAL INDONESIA (PERSERO). Thesis thesis, UNIVERSITAS AIRLANGGA.

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Abstract

Conditions PT PAL INDONESIA (PERSERO) during the last three years continues to deteriorate. These conditions clearly raises issues of Human Resources (HR), from 2010 was a reduction of employment for 900 people from the 2400 total workforce. This is done as a condition of the proposed PT. PPA (Asset Management Company) for PT PAL could get a loan. Under conditions of limited resources, PT PAL INDONESIA (PERSERO) center to design a development strategy based on human resource organization. Although still dependent on funding from government, the company restructured (2010-2011), profit (2012-2013) and construction or development (2014). With a target of increasing the productivity of human resources and a strong corporate culture, change the mindset that led to a superior human resources, the company launched a revitalization program, HR competencies, dynamic organization, developing leadership skills and project management, and empowerment of personnel who will bring personnel who have the power exploration . According to Robert Kreitner and Angelo Kinicki (2001), there are two forces that drive the emergence of the needs of PT PAL INDONESIA (PERSERO) to make changes, from internal as productivity, the amount of labor that is too large and unproductive age. While the external form of changes in market, government pressure and political social conditions Based on organizational development strategy, according to Dan Schendel and Charles Hofer, Higgins (1985), PT PAL INDONESIA (PERSERO) run the kind of organizational strategy “defensive”, while still doing Enterprise Strategy and Business Strategy though a synergistic relationship between the government and PT PAL INDONESIA (PERSERO) is still not awake. Meanwhile, Thomas N. Garavan sees that the Human Resources Development Strategy (SPSDM) should focus on the interplay between HRD practices and contexts, where context is: a. global environment, b. strategy, structure, culture, and organizational leadership, c. value and uniqueness of where the company attached to specific jobs and d. individuals goal. From the context of this research in the analysis, so it looks organizational development strategies PT PAL INDONESIA (PERSERO) today.

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