Perancangan Pengukuran Kinerja Karyawan Menggunakan Metode Human Resources Scorecard - Nur Rahmat Sodik Sodik; M.Dzikron; Dewi Shofi Mulyati (UNISBA Press, 2022)
Abstract. Measurement of employee performance at PT Matoa Indonesia which is engaged in manufacturing has only been done traditionally, which is only looking at aspects, namely only from the aspect of employee competence, it has not been carried out comprehensively, this has become a problem for the company. As a result, the condition of the company decreased in optimizing performance, such as the level of delay in employee delays in work, the rate of turnover increased, and the level of product complaints from consumers. The Human Resource Scorecard is a HR performance measurement system that links people, strategies and company performance to form a competitive and superior company. The stages of this research are the first to identify KPIs based on the company's business strategy, the second is to design an objective strategy to define the value creation process or the organization's strategy to determine the steps for implementing the strategy. The third is weighting the KP using paired pairs, the weighting stage is carried out with the choice of software experts 11. Fourth, the scoring system is carried out with the method of higher is better, lower is better. The five results of the scoring system carried out are categorized as Traffic Light System. The results of the study were 19 KPIs divided into 5 financial KPIs, 4 customer KPIs, 6 Internal bussiners process KPIs, and 4 Learning & Growth KPIs. The results of the company's overall performance in calculating the weight score for each perspective is 66.11%, which means that the overall score indicates that the score needs to be improved. The measurement results of 19 KPIs are 4 KPIs in the red category, 8 KPIs in the yellow category and 7 KPIs in the green category. Factors that cause problems are the number of complaints received, the level of employee turnover, evaluation of employee performance, and the amount of employee skills training. Abstrak. Pengukuran kinerja karyawan di PT Matoa Indonesia yang bergerak pada bidang manufaktur baru dilakukan secara tradisional, yaitu hanya melihat aspek yaitu hanya dilihat dari aspek kompetensi karyawan saja belum dilakukan secara komperhensif, hal tersebut menjadi sebuah permasalahan bagi perusahaan. Akibatnya kondisi perusahaan mengalami penurunan optimalisasi kinerja, seperti tingginya tingkat keterlambatan karyawan dalam bekerja, tingkat turn over mengalami peningkatan, dan tingkat komplain produk dari konsumen. Human Resource Scorecard merupakan sistem pengukuran kinerja SDM yang mengkaitkan orang, strategi serta kinerja perusahaan guna membentuk perusahaan yang berdaya saing dan unggul. Tahapan penelitian ini yaitu pertama mengidentifikasi KPI berdasarkan strategis bisnis perusahaan, kedua yaitu merancang strategi objektif untuk mendefinisikan proses penciptaan nilai atau kejelasan strategi organisasi menetapkan langkah langkah untuk pelaksanaan strategi. Ketiga yaitu melakukan pembobotan KP menggunakan perbandingan berpasangan, tahapan pembobotan dilakukan dengan menggunakan software expert choice 11. Keempat dilakukan scoring system dengan metode higher is better, lower is better. Kelima hasil scoring system yang diperoleh dilakukan pengkatagorian Traffic Light System. Hasil penelitian sebanyak 19 KPI terbagi kedalam 5 KPI financial, 4 KPI customer, 6 KPI Internal bussiners process, dan 4 KPI Learning & Growth. Hasil kinerja karyawan perusahaan secara keseluruhan pada perhitungan skor bobot pada setiap presektif yaitu 66,11% yang berarti secara keseluruhan menandakan skor tersebut perlu ditingkatkan. Hasil pengukuran 19 KPI sebanyak 4 KPI masuk kedalam katagori warna merah, 8 KPI masuk katagori warna kuning dan 7 KPI dengan katagori warna hijau. Faktor yang menyebabkan permasalahan yaitu jumlah komplain yang diterima,tingkat turn over karyawan, evaluasi terhadap kinerja karyawan, serta jumlah pelatihan skill karyawan.