DETAIL KOLEKSI

Perancangan Sistem Pengukuran Kinerja Karyawan Pada Pt. Depriwangga Dengan Menggunakan Metode Workforce Scorecard


Oleh : Andyansyah Putra Berin

Info Katalog

Penerbit : FTI - Usakti

Kota Terbit : Jakarta

Tahun Terbit : 2017

Pembimbing 1 : Tiena G. Amran

Subyek : Personnel management;Performance standards;Employees - Rating of

Kata Kunci : performance measurement system, employee performance, PT. Depriwangga, Workforce Scorecard Method


File Repositori
No. Nama File Ukuran (KB) Status
1. 2017_TA_TI_06312041_Halamn-Judul.pdf 2056.86
2. 2017_TA_TI_06312041_Bab-1.pdf 161.41
3. 2017_TA_TI_06312041_Bab-2.pdf 866.21
4. 2017_TA_TI_06312041_Bab-3.pdf 590.85
5. 2017_TA_TI_06312041_Bab-4.pdf 1241.11
6. 2017_TA_TI_06312041_Bab-5.pdf 1319.95
7. 2017_TA_TI_06312041_Bab-6.pdf 531.36
8. 2017_TA_TI_06312041_Bab-7.pdf 346.9
9. 2017_TA_TI_06312041_Bab-8.pdf 210.92
10. 2017_TA_TI_06312041_Daftar-Pustaka.pdf 601.22

P Pengukuran kinerja perusahaan merupakan hal penting bagi manajemen. Hasil dari Pengukuran Kinerja di Evaluasi untuk membuat perencanaan dimasa mendatang. Sebelumnya PT. Depriwangga melakukan evaluasi keuangan dengan Metode Konvensional, maka diperlukan perancangan pengukuran kinerja dari sisi finansial dan non-finansial beserta perumusan ulang strategi perusahaan yang dilengkapi alat ukur keberhasilan dari strategi perusahan menggunakan metode Balanced Scorecard. Namun Balanced Scorecard tidap dapat digunakan untuk pengukuran tenaga kerja sehingga dirsa kurang cukup dikarenaka tenaga kerja memiliki peranan penting dalam menjalankan strategi perusahaan sehingga harus diawasi betul dalam pelaksanaan pekerjaannya . untuk pengukuran kinerja tenaga kerja diperlukan metode lainnya yaitu Wokforce Scorecarad, Workforce Scorecard fokus pada spesifik kompetensi dan kemampuan pekerjaan dalam menjalankan tujuan strategis Balanced Scorecard. Workforce Scorecard adalah Sebuah metode pengukuran kinerja dengan menggunakan empat indikator meliputi kesuksesan tenaga kerja, kepemimpinan dan perilaku, kompetensi, pola pikir dan budaya.Untuk merancang Workforce Scorecard Pertama yang harus dilakukan adalah Merancang Balanced Scorecard sebagai Metode Pengukuran kinerja perusahaan dimulai dengan analisa SWOT untuk menetapkan Strategi Perusahaan, tujuan strategis dan KPI yang diturunkan berdasarkan hasil perumusan Strategi Perusahaan dan Visi, Misi PT. Depriwangga, ditentukan sebanyak 11 Tujuan Strategis yang dilengkapi dengan KPI. Dilanjutkan dengan Penentuan Lag and Lead Indicator dari setiap KPI, kemudian dilakukan penetapan Strategy Map. Setelah Merancang Balnced Scprecard barulah Workforce Scorecard dapat dirancang Dikarenakan dalam pembuatan Workforce Scorecard Dipengaruhi oleh perspektif yang ada dalam Balanced Scorecard yaitu pembelajaran dan pertumbuhan. Pertama tama yang dilakukan dalam merancang Workforce Scorecard yaitu menganalisa “A” position dari PT. Depriwangga dengan menggunakan pPirwise Comparison Dilanjutkan mengidentifikasi pengukuran “A” player perusahaan barulah kita bisa merancang Workforce Scorecard. Didapatkanlah 13 tujuan strategis yang dapat digunakan peusahaan, Kemudian dilanjutkan proses pembobotan pada setiap KPI dengan menggunakan Metode Pairwise Comparison. Proses pengukuran kinerja dimulai dengan menentukan skala penilaian dari tiap KPI. Kemudian mencari skor dari setiap KPI dan pada keempat perspektif pada Workforce Scorecard. Hasil pengukuran kinerja tenaga kerja PT. Depriwangga dengan pada setiap Perspektif Workforce Scorecard yaitu Workforce Success, Workforce Behaviour dan workforce Competencies mendapat nilai teringgi yaitu 5 dan Workforce Mind Set and Culture mendapat nilai 4 pencapaian yang didapat sudah bagus dan perlu dipertahankan

M Measuring company performance is important for management. Results from Performance Measurement at Evaluation to make future planning. Previously PT. Depriwangga perform financial evaluation with Conventional Method, it is necessary to design performance measurement from financial and non-financial side along with re-formulation of company strategy equipped with measuring tool of success of company strategy using Balanced Scorecard method. However, the Balanced Scorecard can not be used for labor measurement so that dirsa is insufficient because labor has an important role in running the company's strategy so it must be supervised properly in the implementation of its work. for labor performance measurement, other methods are needed Wokforce Scorecarad, Workforce Scorecard focus on specific competence and work ability in carrying out the strategic objectives of Balanced Scorecard. Workforce Scorecard is a method of measuring performance using four indicators including labor success, leadership and behavior, competence, mindset and culture.To design the Workforce Scorecard The first thing to do is to Design the Balanced Scorecard as a Method of Measuring the Company's performance begins with SWOT analysis to establish the Company's Strategy, strategic objectives and KPI derived based on the results of the Company's Strategy and Vision, Mission PT. Depriwangga, determined as many as 11 Strategic Objectives which are equipped with KPI. Followed by Determination of Lag and Lead Indicator of each KPI, then done setting of Strategy Map. After Designing Balnced Scprecard then the Workforce Scorecard can be designed Due to the creation of Workforce Scorecard Influenced by the perspective of Balanced Scorecard is learning and growth. First of all done in designing Workforce Scorecard that is analyzing "A" position from PT. Depriwangga by using pPirwise Comparison Continuing to identify measurement "A" player company then we can design Workforce Scorecard. Obtained 13 strategic objectives that can be used peusahaan, Then continued the weighting process on each KPI by using the Pairwise Comparison Method. The performance measurement process begins by determining the scoring scale of each KPI. Then look for scores from each KPI and on all four perspectives on the Workforce Scorecard. Results of labor performance measurement of PT. Depriwangga with each Workforce Scorecard Perspective of Workforce Success, Workforce Behavior and workforce Competencies got the highest score of 5 and Workforce Mind Set and Culture scored 4 achievements that have been obtained good and need to be maintained

M Measuring company performance is important for management. Results from Performance Measurement at Evaluation to make future planning. Previously PT. Depriwangga perform financial evaluation with Conventional Method, it is necessary to design performance measurement from financial and non-financial side along with re-formulation of company strategy equipped with measuring tool of success of company strategy using Balanced Scorecard method. However, the Balanced Scorecard can not be used for labor measurement so that dirsa is insufficient because labor has an important role in running the company's strategy so it must be supervised properly in the implementation of its work. for labor performance measurement, other methods are needed Wokforce Scorecarad, Workforce Scorecard focus on specific competence and work ability in carrying out the strategic objectives of Balanced Scorecard. Workforce Scorecard is a method of measuring performance using four indicators including labor success, leadership and behavior, competence, mindset and culture.To design the Workforce Scorecard The first thing to do is to Design the Balanced Scorecard as a Method of Measuring the Company's performance begins with SWOT analysis to establish the Company's Strategy, strategic objectives and KPI derived based on the results of the Company's Strategy and Vision, Mission PT. Depriwangga, determined as many as 11 Strategic Objectives which are equipped with KPI. Followed by Determination of Lag and Lead Indicator of each KPI, then done setting of Strategy Map. After Designing Balnced Scprecard then the Workforce Scorecard can be designed Due to the creation of Workforce Scorecard Influenced by the perspective of Balanced Scorecard is learning and growth. First of all done in designing Workforce Scorecard that is analyzing "A" position from PT. Depriwangga by using pPirwise Comparison Continuing to identify measurement "A" player company then we can design Workforce Scorecard. Obtained 13 strategic objectives that can be used peusahaan, Then continued the weighting process on each KPI by using the Pairwise Comparison Method. The performance measurement process begins by determining the scoring scale of each KPI. Then look for scores from each KPI and on all four perspectives on the Workforce Scorecard. Results of labor performance measurement of PT. Depriwangga with each Workforce Scorecard Perspective of Workforce Success, Workforce Behavior and workforce Competencies got the highest score of 5 and Workforce Mind Set and Culture scored 4 achievements that have been obtained good and need to be maintained

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