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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” “Transition State” Explicit “End State”
Knowle
dge

Tacit
Knowle
dge
Restructuring Explicit Transforming Tacit
Knowledge Knowledge

Diagnostic KM readiness KM Implementation KM Nurturing

Objective: Objective: Objective: Objective:

o Audit organization structure o Restructuring the way o Implement the system needed o Perpetuating the ‘sharing
& attributes that organization store and utilize to build the “KM culture”, to culture’, make sharing thing as

System Verification
encouraging or discouraging the explicit knowledge transform tacit knowledge into a habit, part of daily work,
the capturing of tacit o Restructuring the attributes in explicit knowledge that can be embedded in business process
knowledge in BOB order to encourage the well-documented and widely
o Review how organization “sharing culture” for tacit utilized by organization
manage its explicit knowledge Targe
Targ Process Target
knowledge t:
et: : :
People Restructuring Planning Community of Practice Working Culture

Enabling Learning
Culture Re-engineering process Leadership Actions
Environment
Informal Meeting, “work &
Content Socialization Company Policy
play”

Process Implementation ‘Daily Routine’

Technology Enabler

Output: Output: Output: Output:

o Gap analysis between what o Proper utilization of explicit o Well-established organization o A strong sharing habit that
happened, what actually knwledg infrastructure needed to enable learning organization
happen, and what should strengthening the “sharing
happen o People readiness for culture”, in order to make it as o Well-documented of tacit
integrated KM part of daily work, a working knowledge
o Identified System (hard & implementation habit
soft) need to be resolved, to o Well established system and
flourish the condition for KM o Well established system to 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 KM Readiness

Timeline & Man

Activity Output Tools & Method Consultant Fee
Power

Restructuring Planning: Modified organization Process-based 3 weeks USD 25,000

 Identify needs of structure that fit with the (1 senior consultant)
enhancement in KM purpose:
organization structure & Collaborative structure
system Learning-based structure
 Modify organization Fit organization
structure and selected system/attributes to
system endorse the needed
culture for
Re-engineering Process: Modified system in Business Process Analysis 8 weeks
KM implementation
 Identify needs in how structuring explicit Meeting Taxonomy (2 senior consultant)
organization process knowledge properly: After Action Review
should structuring its Efficient & effective
explicit knowledge & tacit process
knowledge Complete & systematic
 Modify process in order to SOP
re-arrange explicit Collaborative working
knowledge in suitable habit
way & ready for Proper work mechanism
transforming the tacit
Socialization: to
 Index level of people Workshop 1 week
knowledge
To ensure the capture tacit knowledge
understanding on BOB Internal media (1 senior consultant)
understanding of people structure, system, Internal web
within organization process
regarding system, process,  Impact on tacit
policy, procedures that knowledge sharing and
impose the KM capturing
Implementation
implementation Roll-  Well-adjusted of Socialization 4 week
Out: organization structure Close monitoring (1 senior consultant)
Develop implementation and process Coordination measure
blueprint, assist realization  Increased proper
of the blueprint, find coordination between
problem areas, develop different areas of
solution to mitigate the organization (cultivating
problem ‘sharing culture’ for the
Diagnostic KM Readiness KM Implementation

Timeline & Man

Activity Output Tools & Method Consultant Fee
Power

Community of Practice  Quantity of community Analysis & 4 weeks USD 30,000

 Create & join community practices within BOB Recommendation (1 senior consultant)
in related subject, (mainly in G&G area)
profession  Effectivity of tacit
 Evaluate effectivity of knowledge capturing
community to the (growth of G&G
learning activity knowledge in system)

Leadership Actions  Achieved KPI Analysis & 4 weeks

 Implement coaching &  Effectivity of tacit Recommendation (2 senior consultant)
mentoring system knowledge capturing
between supervisor & (growth of knowledge in
subordinate system)
 Regular and accurate
performance review
Company Policy  Formal enforcement upon Analysis & 1 week
 Policies related to learning culture Recommendation (1 senior consultant)
learning organization  Increased activity of
enforcement learning through sharing
 Procedures to ‘force’ the
learning habit

Daily Routine  Learning through sharing Processs Analysis 4 week

Implant all learning as a routine-based Recommendation (1 senior consultant)
activities in dailly G&G activity
working process (meeting,  Decreased respon time or
coordination, information problem solving in G&G
sharing, cross-function  Increased the likelihood
activities, etc) of oil reserve finding
Technology Enabler  Good system to capture System dynamic 4 week
Install system to enable tacit knowledge and Knowledge portal (1 senior consultant)
tacit knowledge capturing 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)