scholarly journals Usefulness of Internal Business Process (IBP) Perspective in Performance Appraisal using Balanced Scorecard of Objective (BSCO) As An Alternative To Staff Performance Appraisal and Development (SPADEV) Reporting System in the Civil Service of Lagos State, Nigeria

2021 ◽  
pp. 1-8
Author(s):  
Okorie Gift Chinatu ◽  
Keyword(s):  
Performance Appraisal ◽  
Business Process ◽  
Balanced Scorecard ◽  
Civil Service ◽  
Reporting System ◽  
Employee Performance ◽  
Staff Performance ◽  
Significant Difference ◽  
Lagos State ◽  
Internal Business Process

Appraising employee performance from the perspective of Internal Business Process (IBP) perspective is a dimension of performance appraisal exercise that is not only misunderstood but neglected or given little or no attention. Evaluating performance based on IBP benchmarks and established milestones using the Staff Performance Appraisal and Development (SPADEV) reporting system in the Civil Service of Lagos State, Nigeria is counter-productive. Lack of unambiguous rules and unwritten codes of conduct in basic organizational operating environments give rise to vague performance appraisal mechanisms, processes and outcomes. These reasons contributed to the inadequacies of the Annual Performance Evaluation and Reporting (APER) system previously used in the Civil Service of Lagos State, Nigeria and also constitutes a threat to the effectiveness of the Staff Performance Appraisal and Development (SPADEV) Reporting System. This comparative study examined the Effect of Internal Business Process (IBP) perspective on Performance Appraisal using The Balanced Scorecard of Objective (BSCO) Method or The Staff Performance Appraisal and Development (SPADEV) Reporting Method in the Civil Service of Lagos State, Nigeria. Descriptive survey design was adopted for this study with Key Informant Interviews (KII). The population comprised fourteen Ministries, the Civil Service Commission (CSC), and the Office of Transformation, Creativity and Innovation (OTCI) with total staff strength of 7,555 in the Lagos State Civil Service. Utilizing Taro Yamane’s sampling technique, a sample size of 380 participants was arrived at, with a thirty percent (30%) addition (to enhance the confidence level and response rate). A self-developed structured questionnaire was used to collect information about variables that formed the basis for assessing the appraisal instruments, BSCO and SPADEV; from the perspective of the level of appropriateness (App). The questionnaire was validated, yielding a Cronbach’s alpha coefficient of 0.830. A total of 494 copies of the questionnaire documents were distributed, with a response rate of about 75%. In addition, two Commissioners and a Director General were interviewed, using interview-guide. Data from the questionnaire were analyzed using descriptive and inferential analyses (p=0.05) while data from the interview were content- analyzed. Findings revealed that there was significant difference (p<0.003) between BSCO (IBP: = 7.20) and SPADEV (IBP: = 2.84) for criterion variables assessing the appraisal instruments. Furthermore, analysis of KII revealed BSCO appraisal method to be superior to SPADEV method of appraisal. The study concluded that evaluating employee performance from the Internal Business Process perspective (IBP) using the BSCO is more viable than SPADEV with consistently significant difference for all variables used in assessing the appraisal instruments. It is therefore clear from the study that there is a significantly positive effect of the Internal Business Process (IBP) perspective in BSCO as an alternative to SPADEV. It therefore recommended that the IBPP should be used in BSCO as an alternative performance appraisal instrument in the Lagos State Civil Service.

scholarly journals IPTEKS BALANCED SCORECARD PADA PT. DAYA ANUGRAH MANDIRI MANADO

2018 ◽  
Vol 2 (02) ◽  
Author(s):  
Brenda M L Kawatu ◽  
Nadiya R Tamaka ◽  
Lady D Latjandu
Keyword(s):  
Performance Assessment ◽  
Performance Appraisal ◽  
Business Process ◽  
Balanced Scorecard ◽  
The Balanced Scorecard ◽  
Financial Perspective ◽  
Customer Perspective ◽  
Process Perspective ◽  
Internal Business Process ◽  
A Company

One important factor in assessing the achievements and success of a company to achieve a company goal is by conducting a performance appraisal analysis, PT Daya Anugrah Mandiri Manado is a company engaged in the sale of Honda motorcycles and maintenance which of course must be carried out performance assessment to measure level of achievement and success achieved. In this study the author conducted an analysis on PT Daya Anugrah Mandiri Manado for performance assessment using the Balanced Scorecard method which discusses several things in the method. With the method of performance assessment analysis and financial perspective techniques, customer perspective, internal business process perspective, learning and growth perspective. The results of the study are very good at using this method to assess the growth performance of the company. With suggestions, you can do an analysis of PT Daya Anugrah Mandiri Manado in order to find out whether there is performance growth or not.Keywords : performance measurement, balanced scorecard

scholarly journals Employee Performance Measurement in Teleworking Using Balanced Scorecard

2018 ◽  
Vol 8 (6) ◽  
pp. 5178
Author(s):  
Sunu Sugi Arso ◽  
Sfenrianto Sfenrianto ◽  
Mochamad Wahyudi
Keyword(s):  
Business Process ◽  
Balanced Scorecard ◽  
Performance Indicator ◽  
Employee Performance ◽  
Test Results ◽  
Key Performance Indicator ◽  
Average Value ◽  
Internal Business Process ◽  
Design Proposal ◽  
Method Approach

Key Performance Indicator (KPI) must be aligned with the development of the organization. PT. Mitra Intregrasi Informatika (MII) in its development decided to change the traditional way of work to modern telework. This encourages companies to adjust employee’s KPI from the traditional way of work turns in to telework. In order to perform KPI measurement of its employees based on teleworking, this research uses balanced scorecard method approach that is by taking into account financial, customer, and internal business process and learning and growth perspective. The results of this study are the design proposal KPI employees to accommodate telework at the company. Then KPI employee test results showed an increase in the average value of the employee KPI of 0.295 points (9.47%) of the old KPI. Thus, it is recommended to the company to implement the employee KPI.

Analisis Pengukuran Kinerja Perusahaan Dengan Konsep Balanced Scorecard

2016 ◽  
Vol 3 (1) ◽  
pp. 11-22
Author(s):  
Dina Fitrianingrum ◽  
Sulastiningsih Sulastiningsih
Keyword(s):  
Customer Satisfaction ◽  
Organizational Development ◽  
Business Process ◽  
Balanced Scorecard ◽  
Research Use ◽  
Financial Perspective ◽  
Employees Satisfaction ◽  
Customer Perspective ◽  
Process Perspective ◽  
Internal Business Process

The objective of the research is to evaluate performance of Madubaru firm. This research use the methode of Balanced Scorecard which balancing measurement of non finance performance and finance performance. In the perspective learning and growth emphasize on the education and employees training, and also employees satisfaction. In the perspective of internal business process, it emphasize at the the level of success and organizational development. In perspective of customer emphasize at the customer satisfaction. In perspective of finance can see from finance ratio. The research have result learning and growth perspective with good performance, internal business process perspective with very good performance, customer perspective with enough performance, financial perspective estimation with good performance. At general we can assesd performanced of Madubaru firm is good and expected to be improved again. Keyword : Balanced Scorecard, Learning and Growth Perspective, Internal Business Process Perspective, Customer Perspective, Financial Perspective.

scholarly journals Employee Performance Measurements at ‘Aisyiyah Klaten Hospital using the Human Resources Scorecard approach

2021 ◽  
Vol 16 (1) ◽  
pp. 47-54
Author(s):  
Siti Kundariyah ◽  
Heru Kurnianto Tjahjono ◽  
Qurratul Aini ◽  
Winny Setyonugroho
Keyword(s):  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Business Process ◽  
Performance Indicators ◽  
Employee Performance ◽  
Financial Perspective ◽  
Customer Perspective ◽  
Process Perspective ◽  
Internal Business Process

Background: The rapid development of health services is a challenge for hospitals in facing the increasingly open and accessible competition. Good human resource management is needed to increase the productivity of an organization. One of the strategies to increase productivity and improve human resource management is to use an integrated and comprehensive employee performance measurement. This research measured employee performance using the Human Resources Scorecard (HRSC) approach based on several conditions. HRSC is a Balanced Scorecard with a Human Resources (HR) approach where Key Performance Indicators (KPI) are based on 4 (four) perspectives: Financial Perspective, Customer Perspective, Internal Business Process Perspective, and Learning and Growth Perspective. Method: This study used a quantitative approach with a cross-sectional survey research design. Data collection methods included questionnaires, document review, and Consensus Decision Making Group (CDMG). The research population was 256 employees of the ‘Aisyiyah Hospital Klaten.  Samples were determined using non-probability sampling technique with a purposive sampling method of 100 respondents. Results: The results showed that overall employee performance was good, with a score of 4.03. Based on Key Performance Indicators for each perspective, the internal business process perspective of employee performance was very good, with a score of 1.24. The financial perspective of employee performance was good with a score of 0.8, while the customer perspective of employee performance was good, with a score of 1.19. Finally, the learning and growth perspective of employee performance was good, with a score of 0.8. Conclusion: With the HRSC approach, the overall performance results of the ‘Aisyiyah Klaten Hospital employees were good.

scholarly journals ANALISIS KINERJA MANAJEMEN BERDASARKAN BALANCED SCORECARD

2017 ◽  
Vol 15 (1) ◽  
pp. 45
Author(s):  
Jumingan Jumingan
Keyword(s):  
Business Process ◽  
Balanced Scorecard ◽  
Employee Productivity ◽  
Business Growth ◽  
Production Time ◽  
Financial Perspective ◽  
Customer Perspective ◽  
Process Perspective ◽  
Internal Business Process

<p><em>The purpose of the research was to help CV. Angkasa manager in measuring business growth level and increasing capability and also commitment personal, The</em><em>y</em><em> were expected could increase employee pr</em><em>o</em><em>ductivity and make production time more efficient so that able to increase service quality to customer.</em></p><p><em>The research is case study was applied on CV. Angkasa, Using descriptive methodology. Variables in this research using forth perspective in Balanced Scorecard are financial perspective, customer perspective, internal business process perspective, learning and growth perspective .</em></p><p><em>The results showed (1) financial on CV. Angkasa was good, (2) most of customer’s were satisfied on its product’s even</em><em> </em><em>though there were complaint of delay product’s distribution (3) ineff</em><em>ic</em><em>ien</em><em>c</em><em>y production time was reason of delay product’s distribution occurred (4) lower employee ethos was caused by lower company attention which had on impact to relationship between employee and manager that will affect employee productivity.</em></p>

scholarly journals Pengukuran Kinerja Perusahaan Pada Pt. Yyy Dengan Menggunakan Metode Balanced Scorecard

2019 ◽  
Vol 3 (3) ◽  
Author(s):  
Richardson Harjanto Nurdin
Keyword(s):  
Business Process ◽  
Balanced Scorecard ◽  
Company Performance ◽  
The Balanced Scorecard ◽  
Financial Perspective ◽  
Customer Perspective ◽  
Process Perspective ◽  
Internal Business Process ◽  
Year 2013

This research aims to find out how the company performance of PT. YYY can be measured and evaluated by using the balanced scorecard method. The research using the balanced scorecard method aims to evaluate four important perspectives at PT. YYY which includes financial perspective, internal business process perspective, customer perspective, and growth and learning perspective in the period of the year 2013 to 2017.

scholarly journals INOVASI PERANCANGAN INSENTIF UNTUK MENINGKATKAN KINERJA PADA PERUSAHAAN CLEANING SERVICE ONLINE

2020 ◽  
Vol 1 (2) ◽  
pp. 143
Author(s):  
Melati Kurniawati ◽  
Anas Nasrulloh Sidiq
Keyword(s):  
Performance Appraisal ◽  
Employee Turnover ◽  
Employee Satisfaction ◽  
Employee Performance ◽  
Appraisal System ◽  
Improve Performance ◽  
Significant Difference ◽  
Performance Appraisal System ◽  
Performance System ◽  
Model Approach

ABSTRAKPerusahaan XYZ adalah perusahaan cleaning service online yang baru berkembang. Perusahaan ini belum memiliki sistem penilaian kinerja karyawan yang objektif. Hal tersebut mengakibatkan karyawan yang tidak puas oleh sistem perusahaan sehingga turnover karyawan  tinggi setiap bulannya, setidaknya satu karyawan keluar. Dari permasalahan tersebut penelitian ini mencoba merancang sistem penilaian kinerja dan insentif yang digunakan untuk menyelesaikan permasalahan tersebut salah satunya dengan rancangan insentif untuk meningkatkan kinerja pada perusahaan. Sistem kinerja ini merupakan pendekatan dengan model campuran (mix model). Rancangan pemberian insentif ini dilihat dari dua indikator yaitu indikator perilaku dan kemampuan yang diturunkan dari misi perusahaan untuk menjadi dasar perancangan variable pengukuran. Hasil dari penelitian ini menunjukkan perbedaan signifikan dari nominal insentif yang didapat karyawan dan peningkatan kepuasan karyawan terhadap sistem penilaian kinerja.Kata kunci: Pengukuran kinerja, mix model, kompensasi, manajemen sumberdaya manusiaABSTRACTXYZ company is a new online cleaning service company. This company does not yet have an objective employee performance appraisal system. This resulted in employees being dissatisfied with the company's system so that employee turnover was high every month, at least one employee left. From these problems, this study tries to design a performance appraisal system and incentives that are used to solve these problems, one of which is by designing incentives to improve performance in the company. This performance system is a mix model approach. The design of this incentive is seen from two indicators, namely the behavioral and ability indicators derived from the company's mission to be the basis for designing measurement variables. The results of this study indicate a significant difference from the nominal incentives obtained by employees and an increase in employee satisfaction with the performance appraisal system. Keywords: Performance measurement, mix model, compensation, human resource management

scholarly journals Evaluasi Kinerja Instalasi Farmasi Rumah Sakit Islam PKU Muhammadiyah Palangka Raya Kalimantan Tengah dengan Pendekatan Balanced Scorecard

2019 ◽  
Vol 4 (2) ◽  
pp. 72-78 ◽  
Author(s):  
Dewi Sari Mulia
Keyword(s):  
Patient Satisfaction ◽  
Prescription Drug ◽  
Business Process ◽  
Waiting Time ◽  
Balanced Scorecard ◽  
Prescription Medication ◽  
Customer Perspective ◽  
Process Perspective ◽  
Internal Business Process ◽  
Service Standards

The Balanced Scorecard translates organizational mission and strategy into operational objectives and performance measures into four perspectives: financial perspective, customer perspective, internal business process perspective, and learning and growth perspective. The results showed that for an economic perspective the value of TOR 13 time, ROI 22% and Profit Margin 18%. From these values, it can be concluded that IFRS financial performance is good enough if it is done by a benchmark towards PKU Muhammadiyah Yogyakarta Hospital and the standards set by the Muhammadiyah LPPK. For the customer perspective obtained from the patient satisfaction survey shows that patients are satisfied with the performance of IFRS. But if it is based on regulations regarding minimum service standards at the Hospital for standard patient satisfaction indicators that must be achieved is 80%, then it can be concluded that the performance of IFRS still needs to be improved. The internal business process perspective for service waiting time indicators shows an average number of 6 minutes for prescription drug and 12 minutes for mixing prescription medication. When compared with the minimum service standards in hospitals for service waiting for time indicators that require a standard = 30 minutes for prescription drug and = 60 minutes for mixing prescription medication, it can be concluded that the performance of PKU Muhammadiyah Palangka Raya IFRS for service waiting time indicators is outstanding. Assessment of the index of drug availability shows a figure of 98%, which means that IFRS still has the challenge of achieving the target level of drug availability of 100%. The learning and growth perspective for employee training indicators shows that 40% of employees received training in 2018.

scholarly journals ANALISIS PENILAIAN KINERJA DOSEN MENGGUNAKAN METODE BALANCE SCORECARD (STUDI KASUS STT SANGKAKALA)

2020 ◽  
Vol 13 (2) ◽  
pp. 89
Author(s):  
Ibar Adi Permana
Keyword(s):  
Performance Evaluation ◽  
Performance Appraisal ◽  
Business Process ◽  
Qualitative Method ◽  
Balance Scorecard ◽  
Strategic Objectives ◽  
Tertiary Institutions ◽  
Customer Perspective ◽  
Process Perspective ◽  
Internal Business Process

<p><em>The purpose of this study is to assess the performance of lecturers based on the workload of lecturers at the Sangkakala STT institution. During this time the performance evaluation of lecturers is only in the context of Education, so it does not cover the whole implementation of the tri dharma of tertiary institutions carried out by lecturers. The method used in this study is a qualitative method with a balance scorecard approach. Lecturer performance appraisal has 3 strategic objectives namely financial perceptive, customer perspective, and internal business process perspective. While supporting software development in evaluating lecturer performance is a source of data for assessing lecturer performance at the STT Sangkakala institution there are several subsystems, namely: EKEU subsystem, EDOM subsystem, EDOS subsystem, EPRODI subsystem, EPRODI subsystem, EP3M subsystem, and ADAK subsystem</em></p>

Sign in / Sign up

Export Citation Format

Share Document