"MBO3" + "HCM"

IMPLEMENTING UNIT MANAGEMENT MODEL

"MBO3" (Management By Organization capital - Output - Outcome) is a Performance Management Implementation Model in the Implementing Work Unit (Middle Management). Why focus on MIDDLE MANAGEMENT (Executive Management)? Because MIDDLE MANAGEMENT (Executing Unit) in any company is the key to determining the success of a Business Company and must be managed with the right Performance Management Implementation Model.

"MBO3"

Management By Organization

Capital - Output - Outcome

The "MBO3" model connects the PERFORMANCE of the resources in the company and brings out the high business value of each resource. And, there is a harmonious WORKING ORKESTRA moving together to produce the COMPANY'S BUSINESS MISSION.

Finally, the slogan "WORK TOGETHER" instead of "WORK TOGETHER" is not just a slogan, but can be realized systemically in the company organization.

_{With "MBO3", Our Employees (Indonesian HR) are structured to have an OUTCOMER Mindset, invited to understand what SOLUTIONS each User or Internal Customer needs and how to determine effective steps to provide these solutions.}

The END TARGET of MBO3 is:

1. Each Work Unit has a formulation of TARGET OUTCOME (Department Capital).
2. Each position has a formulation of OUTCOME TARGET that is directed to the Company's Business Target (Job Capital).
3. Each HR Individual is able to produce Business Target Outcome in each position (Business Returned Value).
4. The operational costs of each Work Unit are at a reasonable level.
5. HR Work Behavior is in line with the Company's Core Values.
6. HR Costs are at a Reasonable Level (Best Practice).

• Company Leader
• HUMAN CAPITAL Section Leader
• Human Capital Management Practitioner
• Head of Work Unit
• Management Lecturer
• Those of you who are interested in HRM
• S2 and S3 students in the field of Management
• Management Book Writer

"MBO3" management is the most suitable Business Management Model to be applied in Indonesia

• The success of HR Training Management is measured by the number of Training Hours.
• Performance Management is focused on the WORK PROCESS.
• HR Performance Evaluation System tends to be Subjective.
• HR Performance Evaluation Scoring System is "forced" to fulfill the principle of "Normal Distribution Curve".
• HR Loyalty is measured by length of service.
• There is no close connection between the results of the training program and the company's business.
• Job Description documents are not optimally utilized for the Company's Business.

KPI targets are set TOP DOWN adjusted to the company's business needs in the performance appraisal year. And, KPI is the full right of the management to set it according to the business target set.