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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 Organizational knowledge
who do not preserve the know-how and experiences of senior Stored knowledge
engineers and experts.
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. Personal knowledge
When individual learns together, they will grow more rapidly than
could have occurred otherwise
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”
Restructuring Explicit
Knowledge
Diagnostic
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:
People
Culture
Content
Process
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
“Transition State”
KM readiness
Objective:
o Restructuring the way
organization store and utilize
the explicit knowledge
o Restructuring the attributes in
order to encourage the
“sharing culture” for tacit
knowledge
Process
: :
Restructuring Planning
Re-engineering process
Socialization
Implementation
Output:
o Proper utilization of explicit
knwledg
o People readiness for
integrated KM
implementation
o Well established system to
Explicit “End State”
Knowle
dge
Tacit
Knowle
dge
Transforming Tacit
Knowledge
KM Implementation KM Nurturing
Objective: Objective:
o Implement the system needed o Perpetuating the ‘sharing
to build the “KM culture”, to culture’, make sharing thing as
System Verification
transform tacit knowledge into a habit, part of daily work,
explicit knowledge that can be embedded in business process
well-documented and widely
utilized by organization
Targe
Target
t:
Community of Practice Working Culture
Enabling Learning
Leadership Actions
Environment
Informal Meeting, “work &
Company Policy
play”
‘Daily Routine’
Technology Enabler
Output: Output:
o Well-established organization o A strong sharing habit that
infrastructure needed to enable learning organization
strengthening the “sharing
culture”, in order to make it as o Well-documented of tacit
part of daily work, a working knowledge
habit
o Well established system and
o Technology to help culture in utilizing and evolving
tacit knowledge
Diagnostic

Timeline & Man

Activity Output Tools & Method Consultant Fee
Power

People  Recommendation on Survey questionnaire (web- 2 weeks USD 15,000

Assess how people existing and should-be based) (1 senior consultant)
characteristic in BOB are condition of people, gap Qualitative survey (manual)
ready for KM analysis
implementation  Necessary action to be
taken (in the form action
plan for
phase 2)
Culture, context  Recommendation on Survey questionaire (web- 2 weeks
Assess how BOB culture, existing and should-be based) (1 senior consultant)
values, habit will condition of culture, gap Qualitative survey (manual)
encourage/discourage the analysis
KM implementation  Necessary action to be
taken (in the form action
plan for
phase 2)
Content  Recommendation on Survey questionaire (web- 2 weeks
Assess how BOB structured existing and should-be based) (1 senior consultant)
the explicit knowledge, condition of content, gap Qualitative survey (manual)
characteristic of tacit analysis
knowledge to be captured  Necessary action to be
that will impact to taken (in the form action
complexities related in plan for
transforming the tacit phase 2)
knowledge
Process into explicit  Recommendation on Survey questionaire (web- 3 weeks
Assess how organization existing and should-be based) (2 senior consultant)
structure, attributes, and condition of BOB process, Qualitative survey (manual)
process will gap analysis Organization manual
encourage/discourage the  Necessary action to be analysis
KM purpose taken (in the form action Process analysis
Mgmt support, quality of plan for
information phase 2)
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 Roll-
Out:
Develop implementation
blueprint, assist realization
of the blueprint, find
problem areas, develop
solution to mitigate the
problem
KM Readiness
Timeline & Man
Output Tools & Method Consultant Fee
Power
Modified organization Process-based 3 weeks USD 25,000
structure that fit with the (1 senior consultant)
KM purpose:
Collaborative structure
Learning-based structure
Fit organization
system/attributes to
endorse the needed
culture for
Modified system in Business Process Analysis 8 weeks
KM implementation
structuring explicit Meeting Taxonomy (2 senior consultant)
knowledge properly: After Action Review
Efficient & effective
process
Complete & systematic
SOP
Collaborative working
habit
Proper work mechanism
to
 Index level of people Workshop 1 week
capture tacit knowledge
understanding on BOB Internal media (1 senior consultant)
structure, system, Internal web
process
 Impact on tacit
knowledge sharing and
capturing
 Well-adjusted of Socialization 4 week
organization structure Close monitoring (1 senior consultant)
and process Coordination measure
 Increased proper
coordination between
different areas of
organization (cultivating
‘sharing culture’ for the
Diagnostic
Activity
Community of Practice
 Create & join community
in related subject,
profession
 Evaluate effectivity of
community to the
learning activity
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
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
KM Readiness KM Implementation
Timeline & Man
Output Tools & Method Consultant Fee
Power
 Quantity of community Analysis & 4 weeks USD 30,000
practices within BOB Recommendation (1 senior consultant)
(mainly in G&G area)
 Effectivity of tacit
knowledge capturing
(growth of G&G
knowledge in system)
 Achieved KPI Analysis & 4 weeks
 Effectivity of tacit Recommendation (2 senior consultant)
knowledge capturing
(growth of knowledge in
system)
 Formal enforcement upon Analysis & 1 week
learning culture Recommendation (1 senior consultant)
 Increased activity of
learning through sharing
 Learning through sharing Processs Analysis 4 week
as a routine-based Recommendation (1 senior consultant)
activity
 Decreased respon time or
problem solving in G&G
 Increased the likelihood
of oil reserve finding
 Good system to capture System dynamic 4 week
tacit knowledge and Knowledge portal (1 senior consultant)
transform it into explicit Data mining
knowledge
 Good system to ensure
the growth of the
 Diagnostic KM Readiness KM Implementation KM Nurturing

Timeline & Man

Activity Output Tools & Method Consultant Fee
Power

Working Culture Index level of sharing Survey Questionnaire (web- 4 Weeks USD 15,000
 Appraise the sharing behavior and working based) (1 senior consultant)
habit, sharing culture and culture in BOB Process analysis
working culture in BOB
 Analyze and propose
recommendations to
maintain and increase
sharing behavior in a
required level

Enabling Learning  Physical office lay-out that Company policy

Environment encourage employee to
 Ensure the attaractiveness learn through exchange
of office environment will ideas
facilitate and encourage  Information technology
the learning environment that support the exchange
of information within and
outside organization
 Leadeship that stimulate
people to engage and
learning
Work & Play  Quantity of informal Survey Questionnaire (web-
 Ensure learning activity meeting inside the based)
become habit within organization Depth observation
organization, represent by  Quantity of (informal) Interview
many ‘informal meeting’ meeting across industry Process Analysis
within BOB  Index level of knowledge
 Strengthening leadership growth
action to perpetuate the  Percentage of working
habit hours spend for learning
through knowledge sharing
(per-individu)