KPI Indicator:

KPIs or key performance indicators can be interpreted as a measure or indicators that will
provide information to what extent we have been successful realize the strategic goals we
have set. In preparing our KPI should establish performance indicators should be clear,
specific and measurable(measurable).
KPI also preferably should be stated explicitly and in detail so that it becomes clear what is
being measured. On the other hand, the cost to identify and monitor KPI should not exceed
the value of which will be known from the measurements. Avoid excessive measurement
which is not much to add value.
Once we formulate KPIs for each strategic objective there, then the next step is to determine
the target levels for each KPI.
Determination of the target figure should follow the SMART method or abbreviation of:
Spesific

:it means that the targets have to be specific, detailed and focused,

Measurable

: the target can be measured by numbers

Achievable

: The targets are realistic and can be achieved (achievable)

Relevant

: The selected targets are relevant aspects and relating to the main
duties

Time

: it means we also need to specify the time to achieve these targets /

deadlines,

Centro Digital is a small unit business. To measure their performance we have already
develop some factors: such as:

Recruitmen:
Recruitment is a process of attracting, screening and selecting qualified people

for a position within an organization. It is an important management activity in

securing an effective workforce. Good recruitment is about finding the right person

for the job and has implication for business performance, image with customers and
industry, staffing levels and profitability.
Training program:
Training program can be define as the educational preparation for performing
a job that is typically provided to staff by the business that has recently hired them
before they become active in service to the company. Employee training is
increasingly required to assist the work force in using modern techniques,
tools, strategies and materials in their jobs.
sometimes, so many business owners is because it's viewed more as an
expense than an investment. This is completely understandable when you realize that
in many companies, training and development aren't focused on producing a targeted
result for the business. As a result, business owners frequently send their people to
training courses that seem right and sound good without knowing what to expect in
return. But without measurable results, it's almost impossible to view training as
anything more than an expense. training's viewed as a capital investment with
thoughtful consideration as to how you're going to obtain an acceptable rate of return
on your investment.
As it relates to training and development, a needs analysis is really an outcome
analysis--what do you want out of this training? "What's going to change in that
business or in the behavior or performance of the employees as a result of this training
that's going to help the company?"
By knowing what you have targeted, you will be easily to measured it. By
measuring this you can balance it between the cost and the benefit that would you get.
Employee satisfaction
Employee satisfaction is the terminology used to describe whether employees
are happy and contented and fulfilling their desires and needs at work. Employee
satisfaction is no different than physician satisfaction. It is comprised of how happy the
person is with their life outside the office, how pleased they are with their job and the
overall experience they have in the workplace. Measuring employee satisfaction is one

parameter of the health of the practice. Employees that are satisfied can make a
practice more successful and more pleasant.But if,When they are not, they can make
your day and customer miserable.
Employee retention:
Employee retention almost has a direct correlation to the culture of the
company. So focusing on employee retention really starts at the core of the leadership
of the company or department and the culture they are trying to create. The cost of
turnover is extremely high and the residual effects on morale are even higher as damage
control as employees search for rationale and reasons as to why employees are leaving.
The overall productivity and quality of work generally increases with a satisfaction.
The desire to make the department or company a better place to work also gains
traction and organizational lift and inevitably a buzz from the outside the organization
where it becomes The Place to Be. Finally, the signs of strong employee retention
correlate with the employees engagement and being treated fairly. Retention is a strong
measurement that gives the other side of organizational health along with profitability.
Productivity:
Employee retention almost has a direct correlation to the culture of the
company. So focusing on employee retention really starts at the core of the leadership
of the company or department and the culture they are trying to create. The cost of
turnover is extremely high and the residual effects on morale are even higher as damage
control as employees search for rationale and reasons as to why employees are leaving.
The overall productivity and quality of work generally increases with a satisfaction.
The desire to make the department or company a better place to work also gains
traction and organizational lift and inevitably a buzz from the outside the organization
where it becomes The Place to Be. Finally, the signs of strong employee retention
correlate with the employees engagement and being treated fairly. Retention is a strong
measurement that gives the other side of organizational health along with profitability.
Measures of productivity describe how well the resources of an organization
are being used to produce input. They are very useful in achieving and maintaining
high level of performance in any organization, particularly in improving the efficiency

of various operations within the organization as well as for the total organization.
Productivity measures are also used for planning, monitoring, and improving
performnace at national levels.
Productivity measures provide a means to managers to ascertain, plan control
and improve efficiency at different levels of organization. The also facilitate
comparison of performance of different companies within a market or industry. This
helps manager set improvement targets for organizations long term strategic plans,
and in developing suitable competitive strategy.
Productivity measures are also essential for motivating employees through
payment of incentive for high productivity. In addition, the availability of comparative
performance data itself becomes a tool for self motivation of employees.

No

The

main Key

Target

performance

Performance

Level

area

Indcators

of

new

employee 10

performance

75-80%

the is increasing
in printing skills

2 motivation

and Number

of 15

1 month

Hours for doing

training program

3.

Capability

of 15

75-80%

20

75-80%

Printing skills
4.

Employee
Satisfacion

Employees

Percentage

Retention

Employees

of 15

0%

turnover (resign
rate)
6

for 25

Employee

Revenue

Produktivity

seasonal month

of

(early semester)

company

Revenue
the

70
million/
month
during
seasonal
time
The Strategy To achieve the target:
1. Rekruitment

Total

si

ore

Score

Tahum

evaluation:

2. Training

Sc

Akhir

Priority

1. Recruitmen

Realisa

To achieve the target, you must select the good employee. The meaning of word
goods is this employee are suitable for the company needs. Centro Digital can make
document of new worker performance. This report content of what the employees do
within one month, what have they lern from the organization, and their performance
effect the operational process.
2. Training
To achieve the target, first we must select the good trainer, good traineer means they
are experte in that field, for example Mr. Suroto can design the good cover for each
bpok that ordered. Then when the employees have training about the design program,
it would be better if Mr. Suroto take place the trainer position.
Second, we should desaign and develop a training program that easy to be understand,
attractive, fun and cover the material. By doing this employee will easily abosrb the
material.
Third, learning by doing. This company is type of business which is need more
softskill than decional skill. Most of the employee should be able to cover all of
process in printing. They should able to design, copying the book, printing the book,
and binding the paper.
3. Employees satisfaction
Based on mashlow theory there are 5 factors that will lead to customers satisfaction.
The basic needs: this basic needs can be fulfill by giving the employee;s food and
daily need, then the enough time to take a rest.
safety needs : this aspect can be fulsill by maintanance the safety aspect of work place
for the employee. Before the employee work they should be told about the safety,
health and environment.
social belonging: it can be achieved by creating a conformtable workplace, harmonic
situation and postive competition.
Esteem : owner can give the appreciation for the employee who has do a good
performance. the owner can give them some incentives or bonus.

self actualization : Envolving the employee to solve the business problem and give
them right to take decision. Such as reject or accepting the customer order
4. Employees retention
The thing that Centro can do are the same as what they do to increase the employees
satisfaction. When a company has high employees satisfaction, it will lead to lower
employees turnover.
5. Productivity
To achieved the revenue target, centro need to do their operational process effciently.
Sometimes there are mistakes on copying the book pages that caused by wrong
customer orders and centro doesnt burden this expense to customer. It will affect the
decreasing in supplies inventory but does not give any revenue or benefit to company.
The other strategy is Centro Could increase their market segments. Not only in
serving the accounting books for Accounting students but also in printing the book for
medical students. As we know that mediacl student salso need a lot of book that
published by other country.
Besides increase the customers target, they also could increase the marketing activity.
Centro would be better if they are not only use traditional method on marketing,
mouth to mouth but also they can increase the marketing by making a big banner in
front of the office. Why we need it? Because the old one has been broken and have
not been replaced. Centro also can give a way brochure in all of airlangga faculty,
preference in campus A and B and for new student that recently accepted.