Open AccessHuman resource scorecard based human resource (HR) assessment system design
Author(s) -
Razali Ismail,
Harmein Nasution,
Mariani Sembiring
Publication year - 2019
Publication title -
iop conference series. materials science and engineering
Language(s) - English
Resource type - Journals
eISSN - 1757-899X
pISSN - 1757-8981
DOI - 10.1088/1757-899x/505/1/012034
Subject(s) - balanced scorecard , lagging , performance indicator , process management , human resources , performance measurement , analytic hierarchy process , performance appraisal , human resource management , operationalization , process (computing) , business process , resource (disambiguation) , comparability , computer science , knowledge management , business , operations management , engineering , operations research , work in process , marketing , management , economics , philosophy , mathematics , computer network , pathology , operating system , epistemology , medicine , combinatorics
The performance appraisal system in the HR section of PT XYZ is still conventional based on attendance discipline indicators, timeliness of completion of tasks, the accuracy of the outcome of task completion, team work and initiative. The existing performance appraisal system has not been able to accommodate these HR capabilities. This study aims to design an HR performance assessment system with Human Resource Scorecard approach. The method used with Human Resource Scorecard approach is formulated based on vision, mission, corporate culture, business actors and business paradigm into 4 perspectives of Human Resource Scorecard namely financial, customer, internal business process and learning and growth. The performance criteria of lagging indicator and leading indicators are analyzed based on DOCS (Degree of Compliance to Standard). The results of the design are 11 HR strategy, 34 Key Performance Indicator (KPI), which consists of 14 lagging indicators and 20 leading indicator. The leading performance indicator measurement is 71% greater than the lagging indicator of 70.3%. The results of priority analysis of short-term human resource performance improvement with Analytical Hierarchy Process (AHP) approach result 4 proposals of lag indicator main priority and 1 main priority suggestion of lead indicator.