Rancangan Sistem Penilaian Kinerja Sumber Daya Manusia Berbasis Human Resource Scorecard

Abstract

Sistem penilaian kinerja karyawan pelaksana pada bagian SDM PTPN IV unit usaha Adolina masih bersifat konvensional berdasarkan indikator disiplin kehadiran, ketepatan waktu penyelesaian tugas, ketepatan hasil penyelesaian tugas, kerjasama tim dan inisiatif. Sistem penilaian kinerja yang ada belum dapat mengakomodir terciptanya SDM yang unggul dan berkualitas yang mengacu pada paradigma bisnis untuk mewujudkan visi dan misi perseroan. Penelitian ini bertujuan untuk merancang sistem penilaian kinerja SDM dengan pendekatan Human Resource Scorecard. Metode yang digunakan dengan pendekatan Human Resource Scorecard yang dirumuskan berdasarkan visi, misi, budaya perusahaan, perilaku utama pelaku bisnis, dan paradigma bisnis perusahaan kedalam 4 perspektif Human Resource Scorecard yaitu financial, customer, internal business process dan learning and growth. Analisis kriteria kinerja indikator lagging dan indikator leading dilakukan berdasarkan DOCS (Degree of Compliance to Standard). Hasil rancangan terdapat 11 sasaran strategis bagian SDM, 34 Key Performance Indicator (KPI), yang terdiri dari 14 lagging indicator dan 20 leading indicator. Hasil pengukuran kinerja leading indicator sebesar 71% lebih besar dibandingkan lagging indicator sebesar 70.3%. Rekomendasi perbaikan kinerja SDM untuk jangka pendek dengan pendekatan metode Analytical Hierarchy Process (AHP) menghasilkan 4 usulan prioritas utama indikator lag dan 1 usulan prioritas utama indikator lead.

The assessment system of the employees’ peformance in the Personnel Department of PTPN IV, Adolina business unit is conventional,. Based on the inducators of discipline in attendance, punctuality in completing tasks, punctuality in the outcome of completing tasks, teamwork, and iniciatives. It cannot accommodate high ranking and qualified employees referring to business paradigm in order to realize company’s vision and mission. The objective of the research was to design assessment systewm of employees’ performance, using Human Resource Scorecard which was formulated based on vision, mission, company’s culture, business people’s main behavior, and company’s business paradigm into Human Resource Scorecard perspectives: financial, customer, internal business process, and learning and growth. Analysis on the criteria of lagging indicator and leading indicator was done based on DOCS (Degree of Compliance to Standard).The result of the design showed that there were 11 strategic targets in the Personnel Department, 34 KPIs (Key Performance Indicators) consisted of 14 lagging indicators and 20 leading indicatorsLeading indicator performance was 71% more than lagging indicators (70.3%). It is recommended that employees’ performance be improved in the short term byusing Analytical Hierarchy Process (AHP) which yields 4 proposed priorities of lag indicator and one main priority of lead indicator.