MULTI ELECTRICAL LEVEL COOKERS

Arranged by:

Waode Sardiyanti Sri Nikmatiah (16522024)

Afian Cavin Widiatama (16522007)
M Hafidz Briliat (165220256)

INNOVATION AND ORGANIZATION DESIGN LABORATORY

INDUSTRIAL ENGINEERING DEPARTEMENT
FACULTY OF INDUSTRIAL TECHNOLOGY
ISLAMIC UNIVERSITY OF INDONESIA
2019
 BAB I

1.1BACKGROUND

Establishment and expansion of business requires an investment that is not small in

number, capital needed is usually adjusted to the company's goals and the form of the
business entity. In order for the company's goals to be achieved as planned, a study is
needed to assess whether the investment to be invested is feasible or not implemented to
achieve the stated objectives. Feasibility studies are needed to avoid failure after the project
is carried out. One of the objectives of conducting a business feasibility study is to find a
way out in order to minimize the obstacles and risks that may arise in the future because the
future conditions are full of uncertainty. Definition of Business Feasibility Study is an
activity that studies deeply about an activity or business that will be carried out, to
determine whether a business is feasible or not. In this case we aim to develop a product
that aims to facilitate its users with a tool that helps and respects the users are multi
electrical level pan cookers.

1.2RESEARCH PURPOSES
The purpose of the process of making electrical levels stove is to help its users in the
process of cooking food and to make time efficient and save electricity that is used during
the cooking process.
1.3BENEFITS OF RESEARCH
The benefits obtained from this study are:
1. For use :
a. make it easier in the cooking process
b. save electricity
c. efficiently and saves time in the cooking process
d. multifunctional
e. practical and easy to use
f. easy to carry everywhere

2. For researchers and writers.

The benefits obtained for researchers are being able to learn and develop new things besides
those obtained in lectures.
 BAB II

2.1 COMPANY PROFILE

1.2.1 Company Name

The company name is CV U-PAN, this company is Pan Production business.
The company’s name inspered the production and creators team as well as
consumen given the clue or sign that cooking with CV U-Pan production its
really fun.

Company Logo
The corporate logo is a language that communicates to consumers,
independent of verbal information. The importance of the logo, and
particularly the role of corporate and brand logos in order to create a
sustainable competitive advantage, has received the attention of marketing
scholars and practitioners.
The company that is observed logo is CV U-pan with yellow line, we
want to make it simply and easy to remebers :

U-PAN

The researcher and we recommend the meaning of the logo that the
yellow color means warmth and a sense of happiness and seems to want to
create a desire to play. psychologically, the yellow meaning leads to the
happiest color, and many psychological studies say that yellow can increase
concentration.

1.2.2 Vission and Mission

A vision statement is a vivid idealized description of a desired outcome that
inspires, energizes and helps you create a mental picture of your target. It
could be a vision of a part of your life, or the outcome of a project or goal.
The company have a vission, that we found out on internet:
“.Become a leading and respected business electronic esspecially pan in asia”
 A mission is a statement of the reason or reasons for the existence of
the organization, the ultimate purpose the organization serves in society, and
the boundaries within which it operates. A mission is one of the four key
building blocks of an organizational plan. The other three are vision, goals,
and strategy. A mission sets direction and defines the boundaries, both of
which are critical to the organization's effectiveness and success.
So we created that The company have a mision . The mission that we
have been the researchers to this company are:
1. Produce consistent company growth from year to year through perfect
implementation and customer satisfaction
2. Develop a product and sales to satisfy the customer
3. Develop the enterprise in order to compete in the market
4. Saving energy electricity for better future

1.2.3 Value and Belief

Values include beliefs and attitudes that guide behavior and relationships
with others. They are often unspoken as well as difficult to universally
define. For example, one value a team might choose is “respect”. The key
question is how the team demonstrates respect for other members of the team
and for those outside the team with whom they deal.
Actually the company does not have a specific value. However the
observer recommend some value that can be applied in this company which
are:
1. HONEST
Honesty in the workplace encourages a sense of trust among
employees, the company and the community. The leadership style
and environment in the workplaceoften affects the level
of honesty employees exhibit on the job. Changes to the way the
company is run can help highlight and encourage honesty from your
staff.
2. PERSERVENCE
Everyone who takes an idea and makes it into something valuable
does it through hard work. Tied very closely to hard word
is perseverance, continuing forward without regard to
discouragement, opposition or previous failure. The downside to
hard work and perseverance is they take time.
 3. DILIGENT
Diligence is needed in all spheres of life as it is one of the key
ingredients for success. Those who use the sheer power of diligence,
succeed in their goals surely. If you are a student, you can make
yourself successful in your studies on the basis of your diligence. If
you are an employee, diligence causes you to be regarded as an asset
to your organization and leading you toward the excellence
eventually, diligence does not only delight you but it also does to your
owners keeping you in their good books always.
1.2.4 Company Motto
The motto is a sentence, phrase, or word as a slogan, the guidelines describe
the motivation, passion, and purpose of an organization.
In this company, the company does not have a motto company yet. So the
researchers recommend a motto for the company which is:
“Our customer is our priority to be champion”
1.2.5 Tagline Company
Tagline is a short phrase that is used to establish or reestablish the image,
identity and position of the particular brand. This helps in enhancing brand
recall and recognition. Tagline also can stated as a short phrases that help in
communicating with customers and have descriptive knowledge about the
brand. It can be stated that tagline is a moto and a verbal signature of the
brand or product that helps in creating image of the brand.

In this company, the company does not have a tagline yet. So to make
an improvement, the researchers recommend a tagline to the company which
is:
“Best product to our beloved customer”

1.2.6 Identify Business Processes

There are several definitions of “business process”. The most influential ones are
presented by Hammer and Champy, they states that a business process is: A
collection of activities that takes one or more kinds of input and creates an output
that is of value to the customer. A business process has a goal and is affected by
events occurring in the external world or in other processes.
 Tabel 1 Business Process

Pr
ocess Making kinds of plactics product
Name
M Receive order Production Delivery
ain
Process
A  Receive order  Preparation of  Payment
ctivity from customer raw materials  Delivery
Process  Order  Design and
confirmation models
 Production
process
 Finishing
E  Customer order  Order the  Customer
vent the product and kinds of Pan send the
Process give the design that the criteria payment
they want have been  Check
 Confirmation of agreed before whether the
the design and  Production payment has
that will be used process. First been
 Making an order is choose the received
receipt kinds of  Delivered the
materials and product to
spect shape, the customer
model, design,
and electricity
watt which one
is most
populers and
then assembly
the parts
according to
the design
wanted by
 customer
 Finishing

Level 0 Making pan

Level 1 Receive order Production

Product
delivery

Design and
Level 2 material
confirmation
Preparation of
raw material
Production
process
Finishing
Payment
process

Level 3 Make Order

receipt
Order material Cutting Assembly
Deliver the
product

Figure 1 Organizational Level

Level 0 Level 1 Level 2 Level 3

Order material
Preparation of
Receive Order (pan)
raw material

Cutting into
some parts
Making the Production
Production
kinds of pan process
Assembly the
parts

Product
Finishing
delivery packaging

Figure 2 Organizational Level

2 Interpersonal Work Unit

Table below consists of interpersonal work unit of Sinar Joyo Boyo Plastics
enterprise.

Table 1 Interpersonal Work Unit

Activity / Work Unit

 Process Owner Employee
Receive order Approval Operational
Preparation of Decision maker Operational
raw materila
Production Information Operational
process
Finishing Information Operational
Payment process Information Operational
Delivery process Information Operational

The table shown us the structure organization in CV U-PAN,

And the job desks itself to each staffs and the owners. To help and explained
recognized the information of the structures.

3 Job Description
Job description is an orderly record of the essential activities involved in the
performance of a task that is abstracted from a job analysis and used in
classifying and evaluating jobs and in the selection and placement of
employees. Job description of the company that researcher observed will be
explained in table below.

Table 2 Job Description

N Po Task Responsibilities
o sition

1 O  Decision maker  Ensuring all the

wner  Making work plan business run
and annual budget smoothly
 Receiving order  Responsible to
 Supervised the all off the rights
employee of employee
2 E  Doing all  Reporting all
mployee production process progress of
such as cutting, production
 assembly until process to the
finishing owner
 Delivered the
product to the
customer
 Operation to
maintance and
mange the
customers

4 Procurement HR
Procurement process of human resource in Sinar CV U-PAN is done by recuiting
people who has a qualification for the task that needed to hire new worker. This
enterprise has qualification for hiring new employee which are has a working
experience in CV U-PAN and has a good skill. The owner prioritize people who has
a working experience. The owner placing the new employee to the vacancy
• Lead the entire board or executive committee
• Offering vision and imagination at the highest CEO
• Leading a general meeting, in terms of "to ensure the implementation of an orderly"
justice and opportunity for all to contribute appropriately "adjusting time allocation
per item problem" determining the order of the agenda "directing the discussion
towards consensus" explains and concludes actions and policies
• Acting as representative of the organization in relation to the outside world
• Play the leading part in determining the composition of the board and sub!
Committees, so that harmony and effectiveness are achieved
• Take decisions as delegated by BOD or in certain situations that are deemed
necessary, which are decided, in a meeting! BOD
• Carry out the responsibilities of the company director in accordance with ethical
and legal standards, as a reference in & (any director's policy document standards
that you may use)

5 Human Resources Development

In this company, there is no development program to increase the capability of the
employee. Since development program is very important for the quality of the
 employees, the researcher suggests the enterprise to make some development
program, such as:
1. Weekly evaluation to evaluate the worker and sharing each other. This program
gives benefit.
2. Monthly training to improve or add the skill of the worker.
 Recruiting the Right People for the Right Job

The success of recruiters and employment specialists generally is measured by the number of
positions they fill and the time it takes to fill those positions. Recruiters who work in-house – as
opposed to companies that provide recruiting and staffing services – play a key role in
developing the employer's workforce. They advertise job postings, source candidates, screen
applicants, conduct preliminary interviews and coordinate hiring efforts with managers
responsible for making the final selection of candidates.

 Maintaining a Safe Environment

Workplace safety is an important factor. Under the Occupational Safety and Health Act of 1970,
employers have an obligation to provide a safe working environment for employees. One of the
main functions of HR is to support workplace safety training and maintain federally mandated
logs for workplace injury and fatality reporting. In addition, HR safety and risk specialists often
work closely with HR benefits specialists to manage the company's workers compensation
issues.

 Employer-Employee Relations

In a unionized work environment, the employee and labor relations functions of HR may be
combined and handled by one specialist or be entirely separate functions managed by two HR
specialists with specific expertise in each area. Employee relations is the HR discipline
concerned with strengthening the employer-employee relationship through measuring job
satisfaction, employee engagement and resolving workplace conflict. Labor relations functions
may include developing management response to union organizing campaigns, negotiating
collective bargaining agreements and rendering interpretations of labor union contract issues.

 Compensation and Benefits

Like employee and labor relations, the compensation and benefits functions of HR often can be
handled by one HR specialist with dual expertise. On the compensation side, the HR functions
include setting compensation structures and evaluating competitive pay practices. A comp and
benefits specialist also may negotiate group health coverage rates with insurers and coordinate
activities with the retirement savings fund administrator. Payroll can be a component of the
compensation and benefits section of HR; however, in many cases, employers outsource such
administrative functions as payroll.

 Labor Law Compliance

Compliance with labor and employment laws is a critical HR function. Noncompliance can result
in workplace complaints based on unfair employment practices, unsafe working conditions and
general dissatisfaction with working conditions that can affect productivity and ultimately,
profitability. HR staff must be aware of federal and state employment laws such as Title VII of
the Civil Rights Act, the Fair Labor Standards Act, the National Labor Relations Act and many
other rules and regulations.

 Training and Development

Employers must provide employees with the tools necessary for their success which, in many
cases, means giving new employees extensive orientation training to help them transition into a
new organizational culture. Many HR departments also provide leadership training and
professional development. Leadership training may be required of newly hired and promoted
supervisors and managers on topics such as performance management and how to handle
employee relations matters at the department level.

Professional development opportunities are for employees looking for promotional opportunities
or employees who want to achieve personal goals such as finishing a college degree. Programs
such as tuition assistance and tuition reimbursement programs often are within the purview of
the HR training and development area.

6 Compensation
In simple terms, compensation is everything that a company offers its employees in
return for their talent and time. There are two kind of compensation which are
financial compensation and nonfinancial compensation. Financial compensation
usually paid in the form of salaries, wages, or bonus. However, nonfinancial
compensation are given not in form of money for instance, the worker will be
promoted. The company that researcher observed only give their employee financial
compensaion. They will give salary to the employee everytime the employee finished
their job and will give bonus to them who finished it faster that the due date.

 The financial incentives include:

1. Pay and Allowances:

It includes basic pay, grade pay, and dearness allowance; travelling allowance, pay
increments, etc. Good pay and allowances help the organization to retain and attract
capable persons.
However, good pay and allowances need not motivate all the people, especially who
are enjoying security of job in government organizations and those for whom
corruption is a way of life.

Some of the other issues are associated with bad attitudes, grievances, absenteeism,
turnover, poor organizational citizenship, and adverse effect on employees’ mental
and physical health.

2. Incentive Pay:

Incentive pay plans are meant to increase output, which can be measured
quantitatively. For incentive plan targets, the employees must have confidence that
they can achieve the targets.

3. Gain Sharing:

It is a reward system in which team members earn bonus for increasing productivity
or reduce wastages. To illustrate, if the wastage is reduced from 5% to less the
benefits may be shared equally with the team.

4. Profit Sharing:

It means sharing of profits with the employees by way of distribution of bonus. Profit
sharing plan has its shortcomings – one, that it has become a regular feature in
government departments irrespective of performance and two, it may have no
relation with individual efforts.

5. Stock Options:

Many companies use employee stock options plans to compensate, retain, and attract
employees. These plans are contracts between a company and its employees that give
employees the right to buy a specific number of the company’s shares at a fixed price
within a certain period of time.
 Employees who are granted stock options hope to profit by exercising their options at
a higher price than when they were granted. In India, stock options have primarily
been used as a retention tool for a more selective group of employees.

6. Retirement Benefits:

It includes the accumulated provident fund, gratuity, leave encashment and pension.
The provision of terminal benefits provides assurance to employees during the
service for their future

 ome of the important non-financial incentives include:

1. Job security:

Nothing can motivate a worker, appointed temporarily, better than provision of job
security. Even if a temporary worker puts in greater efforts, lack of job security will
always pose a threat. If such a worker is given job security, he will be more
committed to the organization.

2. Challenging work:

Workers, who are dynamic in nature, do not show preference for routine jobs. They
are always ready to accept challenging assignments, challenge can be brought
through mentoring, job redesigning – job enlargement and job enrichment.
Understand the capabilities of every individual in the organization and accordingly
assign him work.

3. Recognition:

It is important that the employer recognizes hard work. Even a word of appreciation
from him would motivate the employees to maintain the same level of performance
or do even better. Employees ranked a personal ‘thank you’ as the most sought after
form of recognition, followed by a handwritten note of appreciation from the boss.
 4. Better job Titles:

Job titles do matter. Employees do show preference for certain designations. A

salesman, for example, would like to be designated as a sales executive and a
sweeper to be Sanitary Inspector.

5. Opportunities for Advancement:

There should never be a stagnation point for any employee during the prime time of
his career. The employer must always provide opportunities for his employees to
perform well and move up in the hierarchy.

7 Human Resources Maintenance

Employee benefits and services retain human resources in the organization, foster
loyalty and act as a security for the employees. Sound safety policy and health
programme prevent accidents and maintain good health of employee. At the same
time, in order to properly maintain human resources, an organisation needs to create
condition in which employee are willingly to work with zeal, initiative, interest and
enthusiasm, with a high personal and group morale satisfaction, with sense of
responsibility loyalty and discipline with pride and confidence which requires
various motivational techniques. According to Bangun (2012) there are two
important points in the maintenance of resources human, namely communication
performance and occupational safety and health (K3).

1. Communication Performance
It is used to transfer the information to make the work can be understod clearly.
In the company that the researcher observed the owner himself will delivered
directly to his employee the product that the customer wants. And the owner will
ensure whether the employee understand or not. The owner also will supervised
the employee to ensure the employee work properly and to control the quality of
the product
2. Occupational Safety and Health (K3)
To protect the safety of the employee while doing their work, the company
already provide the safety tools such as mask, gloves, and protective glassess.
 However, the owner state that some of their employee not use the safety tools
that have been provided.

BAB III

3.1 BUSINESS PROCESS AND STRATEGY

3.1.1 Raw material

One of the important instrument on the production process is raw material

because the quality of raw materials can affect the quality of production.

This shows that raw materials have a role in achieving effective production
activities. Raw material the quality is not good can be one of the causes of the
occurrence of defective products, so we need a way selection and storage of
correct raw materials.

3.1.2 Production process

There are several preparations that must be prepared before carrying out the
production process, plus the need to ensure availability of raw materials. The
statement of the two informants can be concluded that the preparation before the
production process is to ensure the availability of raw materials, employee hand
hygiene, as well as the equipment to be used has been washed and confirmed to
be hygienic. The FI informant added that in addition to plastic gloves, hair net and
mask are also needed to ensure hygiene. From the results observations made, it
appears that the foreman prepares raw materials and equipment to beused for
production and ensuring that employees have used gloves and masks to be
hygienic.

3.1.3 Distribution Process

before the product is distributed, then check is required first. checking is

also done on product quantity. A product can be said to be good and decent
distributed if the product does not experience disability, the product
quantity is in accordance with the order, cardboard or the packaging is in
good condition, and has not exceeded the expiration date.
 SOP for Raw Material Selection and Storage
Phase I Phase II

Start A

receive raw
put raw
material materials
s into
containers

close
mate container
rials meeting

raw
tightly close
Checked materials
the quality containers
according to
put
qualificatio
containers in
ns
temperature
24 c
insert
on accordance clean
with the containers do a
qualificatio and insect full 3-
ns or not repellent day
check

no end
A
Return to
suppliers
 3.2.1 Standard Operating Procedure (SOP) After

No. Doc : BJ-SOP-01.01-BJ.01.04

CV U-PAN
Be in effect : 01-Apr-17

STANDARD OPERATING PROCEDURE Revision : 00

HOW TO MAKE A SOP
date Revisi : -

page : 1

1. Aims
Determine a standard form for writing SOPs and how to revise them.
2. Persona quality
The person responsible for matters relating to the SOP is the person in charge.
3. Procedures
3.1 SOPs should be written as active and as short as possible with clear and explicit words.

3.2 SOPs should start with the following sections:

3.2.1 Introduction containing document numbers, validity date, revision, revision date, title, page,
author, examiner, and who approves the SOP.

3.2.2 Information on the purpose of the SOP, using the standard paragraph length.

This is intended to emphasize the implementers or users of documents that they are responsible for
understanding the content and purpose of the SOP concerned.

The executor can also provide any problems that may arise in the implementation of the SOP, both
errors that can be caused due to things that are less clear or inconsistent in the SOP.

DISPOSITION NAMA position signature

Made by

Checked by

Approved by

According to Hamdan (2011), a Standard Operating Procedure (SOP) is a guideline that

contains standard operational procedures that exist within an organization. Every good
quality management system is always based on SOP.

According to the International of Standards (ISO) 9001 in the book Smart Making SOP
(2014), SOP is the life of the management system and is usually termed level two
documentation.
According to Atmoko in the book Smart Strategies in Developing SOPs (2015: 48), states
that SOPs are guidelines or references for carrying out work duties in accordance with the
functions and performance appraisal tools of government agencies. The way it works is
based on technical, administrative and procedural indicators in accordance with work
procedures, work procedures and work systems in the work unit concerned.

3.2.2 Definition of Raw Material Purchases

The purchase of raw materials is a series of activities to supply types, the number of
specifications / quality of raw materials according to the applicable regulations / policies in
the institution (Mukrie in Purwaningtyas, 2013). Purchasing raw materials is an important
procedure for obtaining raw materials, usually related to the right product, the right amount,
the right time and the right price. In purchasing raw materials various procedures can be
applied depending on the policies, conditions, size of the institution and the ability of the
institution's resources.

3.2.3 Definition of the Production Process

Mukrie in Purwatiningtyas (2013), explained the purpose of processing food ingredients is:

a. Reducing the risk of losing substances

b. Increase value

c. Increase and maintain color.

d. Free of potential ingredients and substances that are harmful to the body.

3.2.4 Definition of the Packaging Process

Food packaging is important to protect food from damage. Various packaging is available
on the market including cardboard, boxes, plastic, styrofoam and others.

According to Sudrajat (2016), packaging, among others, can function to accommodate

products during the distribution process from producers to consumers, protect and preserve
products, as product identities, protect bad influences from the outside of the product.
Packaging is also used as promotion and marketing, of course with consideration easy to
recognize, see, understand, and remember

3.2.5 Framework

In order to be able to answer the problem formulation and based on various reference
sources and empirical studies of previous studies, the frame of mind that is referred to is as
follows:
 Actials condition

Repair Analysis

Design of Initial Draft (Ver.0)

Trials

NO
Repairs

YES
Standardizati
on

SO
P

3.2.6 Data Analysis of Research Results

Business Process

According to Soemohadiwidjojo (2014: 57), business processes or also called business

methods are a collection of activities or processes that are structured and interconnected
within the organization to manage resources in order to achieve a goal that creates added
value for the organization. Based on the scope of its activities, the organization's business
processes can be divided into two types, namely the main process (core process) and
supporting processes (supporting process).

The main processes and supporting processes in the industry are as follows:

A. Main Process

a. Menu planning

b. Production process

c. Product marketing

d. Submission of products to partners

B. Supporting Process

a. Procurement of raw materials

b. Maintenance of cooking utensils

c. Finance

From identifying these activities, the main processes and activities that are more detailed are
determined for each.

CV U-PAN has 3 (three) business processes, namely purchasing raw materials, production
processes and packaging processes. The process has procedures and to develop these
procedures, work instructions are drawn up, the procedure involving the process carried out
by the employee

The fundamental difference between procedures and work instructions is the scope of the
process / activity that is regulated. Procedures are used to organize processes / activities that
involve many parties (cross personnel or across work units), and explain what, why, where,
when, who, and how the process / activity was carried out. The work instructions apply to a
limited scope. Work instructions that are arranged will be clear guidelines so as to minimize
the occurrence of errors in activities in CV U-PAN

Standard Operating Procedure (SOP)

The Standard Operating Procedure (SOP), or "Procedure" is a clearer and more detailed
document to describe the methods used in implementing and implementing organizational
policies and activities as set out in the guidelines. Basically, the procedure is written
instruction as a guide in completing a routine task or repetitive task in an effective and
efficient way, to avoid the occurrence of variations or irregularities that can affect the
overall performance of the company (Soemohadiwidjojo, 2014). Draft Standard Operating
Procedure (SOP) that will be used in the business process of purchasing raw materials,
production processes and packaging processes.

1. The Process of Purchasing Raw Materials

One of the business processes supporting CV U-PAN is purchasing raw materials. The
purchase of raw materials is based on requests from partners for processing a number of
foods. So that after conducting interviews and observations, there is a Standard Operating
Procedure (SOP) for purchasing raw materials

2. Processing / Production Process

The production process in CV U-PAN is the main activity, this procedure is related to work
instructions on food processing. Draft Standard Operating Procedure (SOP) made.

3. Packaging Process

The packaging process on CV U-PAN is also one of the main factors in business processes.
Packaging the product is done after the dish has been processed and delivered to partners.
The product packaging itself has not been encountered so far, because packaging has been
done well. So that in the packaging process is not equipped with work instructions. The
packaging process Standard Operating Procedure (SOP) can be seen as below:

3.2.7 Monitoring

Monitoring aims to get feedback on the needs of ongoing programs, to find out the
gap between planning and target. By knowing this need the implementation of the
program can make adjustments by utilizing the feedback. The gaps that become those
needs may include costs, time, personnel, and tools, and so on.
1. Monitoring must be carried out continuously
2. Monitoring must be feedback for improving organizational program activities
3. Monitoring must benefit both the organization and the users of products or
services.
4. Monitoring must be able to motivate staff and other resources for achievement
5. Monitoring must be oriented to applicable regulations
6. Monitoring must be objective
7. Monitoring must be oriented towards program objectives.

Evaluation

This evaluation produced a draft SOP for the production to distribution process for
the company CV UPAN so that the resulting product can have quality and quality
stability awake. The SOP that has been designed can be run and dropped for the CV
U-PAN plastics company, namely:
1) SOP for raw material selection and storage
2) SOP of production
3) SOP for product packaging and storage
4) SOP for distribution
The draft evaluation SOP is structured and detailed so that it can be used as a
guideline, so that anyone who reads the SOP will carry out the same procedure and
can produce products that are in accordance with standardization.

2.4.1 example of table form evalution

Training Practice Log

Participant’s Name: Work Area:

Dat Durati Describe the skill Trainee Trainer Mor

e of on of (eg Issue Sign Sign e
Trai Traini components to a Pra
nin ng Process Order) ctic
g sessi e
Ses on Req
sion uire
d
Ye
s/
 No

3.3 SWOT Analisys

3.3.1 Qualitative and Quantitative Analysis

The SWOT analysis is one of several strategic planning tools that are used by businesses and
other organizations to ensure that there is a clear objective defined for the project or venture,
and that all factors related to the effort, both positive and negative, are identified and
addressed. In order to accomplish this task, the process involves four areas of consideration:
strengths, weaknesses, opportunities, and threats. It should be noted that, when identifying
and classifying relevant factors, the focus is not just on internal matters, but also external
components that could impact the success of the project.

SWOT Analysis is the most renowned tool for audit and analysis of the overall strategic
position of the business and its environment. Its key purpose is to identify the strategies that
will create a firm specific business model that will best align an organization’s resources and
capabilities to the requirements of the environment in which the firm operates. In other
words, it is the foundation for evaluating the internal potential and limitations and the
probable/likely opportunities and threats from the external environment. It views all positive
and negative factors inside and outside the firm that affect the success.

There are two kinds of analysis: qualitative and quantitative. Qualitative analysis relies on
subjective judgment and cannot be quantified, but the research can uncover invaluable data
due to its open collection process and allows researchers to develop hypotheses. Quantitative
analysis can be quantified, and can be used to prove hypotheses.

IFAS (Internal Strategic Factors Analysis Summary) compiled to formulate strategic factors
such internal strength and weakness in the framework the company. Meanwhile, EFAS
analyze external conditions of the overall aspect, at least based on the factor of political,
economic, social, cultural, security from external environmental conditions of company.

Table 3.1 Strength analysis IFAS

No Strength Code
1. The order is always done on schedule. A
2. Good quality and creative employee. B
3. Design can be customized. C
4. Experience that has been long enough in their field D
5. Quality products E

Table 1.4 Weakness analysis

No Weakness Code
1. The workplace is not well-arranged F
2. No advertisement G
3. Traditional method H
4. Limited types of raw materials I
5. A little product variant is only a kinds of plastics J

Table 1.5 Weighting table

Factor A B C D E F G H I J TR Weight
A X 1 1 1 0 1 1 1 1 1 8 0.178
B 0 X 1 0 0 1 1 1 1 1 6 0.133
C 0 0 X 0 0 1 1 1 1 1 5 0.111
D 0 1 1 X 0 1 1 1 1 1 7 0.155
E 1 1 1 1 X 1 1 1 1 1 9 0.200
F 0 0 0 0 0 X 1 1 1 0 3 0.067
G 0 0 0 0 0 0 X 0 0 0 0 0
H 0 0 0 0 0 0 1 X 1 1 3 0.067
I 0 0 0 0 0 0 1 0 X 0 1 0.022
J 0 0 0 0 0 1 1 0 1 X 3 0.067
Total 45 1
Table 1.6 S-W table

Initial Weight Rating Score

A 0.178
B 0.133
C 0.111
D 0.155
E 0.200
Total
F 0.067
G 0
H 0.067
I 0.022
J 0.067
Total
S-W
3 0.534
2 0.266
3 0.333
2 0.310
4 0.800
1.443
2 0.134
1 0
2 0.134
2 0.044
2 0.134
0.446
0.997

Table 1.5 Opportunities analysis

No Opportunities Code
1. The customer never complain. A
2. The place is easily reached. B
3. Close to areas that are doing a lot of development C
4. Have a lot of relationships D
5. Have regular customers E

Table

1.7Threats analysis

No Threats Code
1. The production is unliked by the customers. F
2. A lot of new competitor G
3. No standard price H
4. The price of raw materials is not stable I
5. Many imported goods J
Table 1.8 Weighting table

Factor A B C D E F G H I J TR Weight
A X 1 1 0 0 1 1 1 1 1 7 0.156
B 0 X 0 0 1 1 1 1 1 1 6 0.133
C 0 1 X 0 0 1 1 1 1 1 6 0.133
D 1 1 1 X 0 1 1 1 1 1 8 0.178
E 1 0 1 1 X 1 1 1 1 1 8 0.178
F 0 0 0 0 0 X 0 0 0 0 0 0
G 0 0 0 0 0 1 X 0 0 1 2 0.044
H 0 0 0 0 0 1 1 X 1 1 4 0.089
I 0 0 0 0 0 1 1 0 X 1 3 0.067
J 0 0 0 0 0 1 0 0 0 X 1 0.022
Total 45 1

Table 1.9 O-T table

Initial Weight Rating Score

A 0.156
B 0.133
C 0.133
D 0.178
E 0.178
Total
F 0
G 0.044
H 0.089
I 0.067
J 0.022
Total
S-W
4 0.624
3 0.399
4 0.532
4 0.712
3 0.534
2.801
1 0
2 0.088
2 0.178
1 0.067
1 0.022
0.355
2.446
 3.3.2 SWOT Diagram and Matrix

Diagram 1.2.3 SWOT analysis diagram

The company’s position is in quadran I. This means that the company is in the best position
because it is on the “strong” and “opportunity”. To maintain this position, there are some
strategies needed by the company either from internal or external.

From internal factor, the strategies are train the creativity of the employees, make a
signboard in front of the company and increase the quality control of the company. Increase
the creativity of the employees is important to increase the value of the product. Signboard
is used to show the company among people. A signboard will help the company to be known
by customer. On the other hand, company also need to make sure a quality control of the
product to maintain the satisfied of customer. So, the internal strategy is important.

From the external factor, the strategies are cultivate a good relationships with loyal customer
and approach the construction company. Make sure a good relationship with the loyal
customer is very important to maintain the trust of the customer. Besides, the company also
need to make a relation with the construction companies. This is good to the company so
that the company can have a new customer and bigger the name further. So maintain the
relation to customer is important for the company.
 Strengths Weakness
Opportunities S-O Strategy W-O Strategy
1. Cultivate a good 1. Make advertisement
relationships with loyal 2. Increase productivity by
customer. buying new machine
2. Train the creativity of the 3. Add new product variant
employees. 4. Find suppliers with varied
3. Create a signboard in types of raw materials
front of the company. 5. Tidy up the workplace
4. Approach the
construction company.
5. Increase quality qontrol
of the company.
Threat S-T Strategy W-T Strategy
1. Following the market 1. Redesign workplace.
trend 2. Online promotion.
2. Make a promotion or 3. Add a branch of
discount company.
3. Improvement in every 4. Looking for suppliers at
product the cheapest prices
4. Form a marketing team 5. . Maintain the
5. Conduct product pricing characteristics of product
survey originality
 BAB VI

CONCLUSIONS AND RECOMMENDATIONS

The Conclutions :
 U-PAN is one of enterprise that created trend setter of modern electrical pan made
from natural to the local market with the upper middle market.
 U-PAN company profile in the form of company name, vision and mission, motto,
value and belief, company logo, and tagline. However, we choseed simply name to
remembers.
 From the SWOT analysis results that have been done by comparing several existing
factors both internal and external found that in U-PAN is in quadrant I, or often
called a PROGRESSIVE company because it has strength and opportunity value
greater than weakness and threat. So the next step that can be done is to make
improvements to the existing deficiencies by utilizing strength and opportunity
owned.

 We've asserted that people, organizations, management, and leadership are all
important to scalability. People are the most important element of scalability, as
there are no processes and there is no technology.
 Effective organization of your people will either get you to where you need to be
faster or better, your efforts in producing scalable systems. Management and
leadership are push and pull, respectively, in the whole operation.
 Every organization needs a structure in order to operate systematically. The
organizational structures can be used by any organization if the structure fits into the
nature and the maturity of the organization.
 SOP also improve the effectiveness of production because employees already
know how to work in each stages of production process, and also what kind
of product is considered as having good quality.
 The SOP must be detailed so that it can be used as a reference / guide for the reader,
so there is no need to always have a PIC all the time in place to supervise the new
workers and old workers.
The Recomendations :

 It is very necessary and important to create a multifunctional and economical

product to save electricity in this modern era


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