Km Bob Proposal Yordan

RJ cg

strivingfor vibrant solutions

Introduction Knowledge management infrastructure

For BOB Pertamina Hulu - PT. Bumi Siak Pusako, to survive and sustain its growth it needs to develop and nurture new knowledge , stimulating innovation, sharing existing tacit knowledge within its organization.

Knowledge entry

One of the concern at BOB During the construction phase of a project, mainly in finding oil reserves, is most project-related problems, solutions, experiences and know-how are in the minds of individual engineers and expert. The tacit knowledge & experience are still exists in the head of engineers and experts. When they decide to put down their job in the organization, they will bring all the know-how and experiences with them. Therefore, this situation represents a major loss for BOB who do not preserve the know-how and experiences of senior engineers and experts.

Organizational knowledge Stored knowledge

Experiences and knowledge should be preserved and managed in order to ensure that they belong to and stay in BOB. They should be captured, modeled, stored, retrieved, adapted, evaluated and maintained. Knowledge Management in oil & gas phase deals primarily with the process of creating value from knowledge about finding oil reserve, do effective drilling operations, manage organization and companies. In a dynamic oil & gas business environment, the ability to exchange information from various source and the different formats becomes crucial to reusing and updating knowledge. When individual learns together, they will grow more rapidly than could have occurred otherwise

Personal knowledge

Knowledge retrieval

Objectives The “end state” of Knowledge Management at BOB is a transformation to become a learning organization, where Knowledge Management will be embedded within organizational culture. In this way , BOB can constantly adapt to dynamic and drastic environmental business change by aligning knowledge processes with company objective. The implication of this Knowledge Management project at BOB will result in :

Approach Our approach to implement Knowledge Management at BOB PSK are 01. Top down The overall strategic direction of the organization is used to identify the focus of the knowledge management initiative. This is reflected in a series of activities designed to meet this broad goal. 02. Bottom up Research is conducted into the activities of staff involved in key business processes. The findings of this research highlights key staff needs and issues, which are then tackled through a range of knowledge management initiatives.

“Problem”

“Transition State”

“End State”

Explicit Knowle dge Tacit Knowle dge

Restructuring Explicit Knowledge

KM readiness

KM Implementation

Objective:

Objective:

o Audit organization structure & attributes that encouraging or discouraging the capturing of tacit knowledge in BOB o Review how organization manage its explicit Targ knowledge et:

o Restructuring the way o Implement the system needed organization store and utilize to build the “KM culture”, to the explicit knowledge transform tacit knowledge into o Restructuring the attributes in explicit knowledge that can be order to encourage the well-documented and widely “sharing culture” for tacit utilized by organization knowledge Targe Process t: :

Objective:

People

Restructuring Planning

Community of Practice

Culture

Re-engineering process

Leadership Actions

Content

Socialization

Company Policy

Process

Implementation

‘Daily Routine’ Technology Enabler

Output: o Gap analysis between what happened, what actually happen, and what should happen o Identified System (hard & soft) need to be resolved, to flourish the condition for KM

Output: o Proper utilization of explicit knwledg

KM Nurturing

o People readiness for integrated KM implementation

Output: o Well-established organization infrastructure needed to strengthening the “sharing culture”, in order to make it as part of daily work, a working habit

o Well established system to

o Technology to help

Objective:

System Verification

Diagnostic

Transforming Tacit Knowledge

o Perpetuating the ‘sharing culture’, make sharing thing as a habit, part of daily work, embedded in business process

Target :

Working Culture Enabling Learning Environment Informal Meeting, “work & play”

Output: o A strong sharing habit that enable learning organization o Well-documented of tacit knowledge o Well established system and culture in utilizing and evolving tacit knowledge

Diagnostic

Activity

Timeline & Man Power

Output

Tools & Method

People Assess how people characteristic in BOB are ready for KM implementation

 Recommendation on existing and should-be condition of people, gap analysis  Necessary action to be taken (in the form action plan for phase 2)

Survey questionnaire (webbased) Qualitative survey (manual)

2 weeks (1 senior consultant)

Culture, context Assess how BOB culture, values, habit will encourage/discourage the KM implementation

 Recommendation on existing and should-be condition of culture, gap analysis  Necessary action to be taken (in the form action plan for phase 2)

Survey questionaire (webbased) Qualitative survey (manual)

2 weeks (1 senior consultant)

Content Assess how BOB structured the explicit knowledge, characteristic of tacit knowledge to be captured that will impact to complexities related in transforming the tacit knowledge Process into explicit

 Recommendation on existing and should-be condition of content, gap analysis  Necessary action to be taken (in the form action plan for phase 2)

Survey questionaire (webbased) Qualitative survey (manual)

2 weeks (1 senior consultant)

 Recommendation on existing and should-be condition of BOB process, gap analysis  Necessary action to be taken (in the form action plan for phase 2)

Survey questionaire (webbased) Qualitative survey (manual) Organization manual analysis Process analysis

3 weeks (2 senior consultant)

Assess how organization structure, attributes, and process will encourage/discourage the KM purpose Mgmt support, quality of information

Consultant Fee USD 15,000

Diagnostic

Activity Restructuring Planning:  Identify needs of enhancement in organization structure & system  Modify organization structure and selected system Re-engineering Process:  Identify needs in how organization process should structuring its explicit knowledge & tacit knowledge  Modify process in order to re-arrange explicit knowledge in suitable way & ready for transforming the tacit Socialization: knowledge To ensure the understanding of people within organization regarding system, process, policy, procedures that impose the KM Implementation implementation RollOut: Develop implementation blueprint, assist realization of the blueprint, find problem areas, develop solution to mitigate the problem

KM Readiness

Timeline & Man Power

Output

Tools & Method

Modified organization structure that fit with the KM purpose: Collaborative structure Learning-based structure Fit organization system/attributes to endorse the needed culture for Modified system in KM implementation structuring explicit knowledge properly: Efficient & effective process Complete & systematic SOP Collaborative working habit Proper work mechanism to  Index level of people capture tacit knowledge understanding on BOB structure, system, process  Impact on tacit knowledge sharing and capturing  Well-adjusted of organization structure and process  Increased proper coordination between different areas of organization (cultivating ‘sharing culture’ for the

Process-based

3 weeks (1 senior consultant)

Business Process Analysis Meeting Taxonomy After Action Review

8 weeks (2 senior consultant)

Workshop Internal media Internal web

1 week (1 senior consultant)

Socialization Close monitoring Coordination measure

4 week (1 senior consultant)

Consultant Fee USD 25,000

Diagnostic

Activity

KM Readiness

KM Implementation

Output

Tools & Method

Timeline & Man Power

Community of Practice  Create & join community in related subject, profession  Evaluate effectivity of community to the learning activity

 Quantity of community practices within BOB (mainly in G&G area)  Effectivity of tacit knowledge capturing (growth of G&G knowledge in system)

Analysis & Recommendation

4 weeks (1 senior consultant)

Leadership Actions  Implement coaching & mentoring system between supervisor & subordinate  Regular and accurate performance review Company Policy  Policies related to learning organization enforcement  Procedures to ‘force’ the learning habit

 Achieved KPI  Effectivity of tacit knowledge capturing (growth of knowledge in system)

Analysis & Recommendation

4 weeks (2 senior consultant)

 Formal enforcement upon learning culture  Increased activity of learning through sharing

Analysis & Recommendation

1 week (1 senior consultant)

Daily Routine Implant all learning activities in dailly G&G working process (meeting, coordination, information sharing, cross-function activities, etc) Technology Enabler Install system to enable tacit knowledge capturing

 Learning through sharing as a routine-based activity  Decreased respon time or problem solving in G&G  Increased the likelihood of oil reserve finding  Good system to capture tacit knowledge and transform it into explicit knowledge  Good system to ensure the growth of the

Processs Analysis Recommendation

4 week (1 senior consultant)

System dynamic Knowledge portal Data mining

4 week (1 senior consultant)

Consultant Fee USD 30,000

Diagnostic

Activity

KM Readiness

KM Implementation

Output

Working Culture  Appraise the sharing habit, sharing culture and working culture in BOB  Analyze and propose recommendations to maintain and increase sharing behavior in a required level

Index level of sharing behavior and working culture in BOB

Enabling Learning Environment  Ensure the attaractiveness of office environment will facilitate and encourage the learning environment

 Physical office lay-out that encourage employee to learn through exchange ideas  Information technology that support the exchange of information within and outside organization  Leadeship that stimulate people to engage and learning  Quantity of informal meeting inside the organization  Quantity of (informal) meeting across industry  Index level of knowledge growth  Percentage of working hours spend for learning through knowledge sharing (per-individu)

Work & Play  Ensure learning activity become habit within organization, represent by many ‘informal meeting’ within BOB  Strengthening leadership action to perpetuate the habit

Tools & Method Survey Questionnaire (webbased) Process analysis

Company policy

Survey Questionnaire (webbased) Depth observation Interview Process Analysis

KM Nurturing

Timeline & Man Power 4 Weeks (1 senior consultant)

Consultant Fee USD 15,000