PENGUKURAN KINERJA KARYAWAN  DENGAN HUMAN RESOURCES SCORECARD DI PONDOK PESANTREN ASSYAFIIYAH TAMBERU BATUMARMAR PAMEKASAN

Pondok Pesantren (Islamic Boarding School) is one of the oldest pedagogical institutions in Indonesia. Pondok Pesantren Assyafiiyah is one of Islamic BoardingSchools located in the area of Madura. To be a productive Islamic Boarding School (i.e.a boarding school which fits the need of pesantren), Assyafiiyah Islamic Boarding School needs to measure the performance of the employee. In this case, it is known as Board Performance which involves human resources, strategy, and performance. To produce a superior educational institution, the implementation of Human Resource Scorecard method that has a positive and significant effect on the institution of Assyafiiyah Islamic Boarding School is very necessary. It is used as an analysis of human resource performance. It is expected that this kind performance measurement system (i.e. Human Resource Scorecard) is able to provide the best solution in improving employee performance. Try Out is given and conducted on the institution to measure the performance system achievemet of its human resources. Therefore, the Key Performance Indicators which does not reach the target can be discovered. In other words, such kind of Try Out can be used to analyze the necessary refinement and improvement of the Key Performance Indicators previously mentioned. Based on the status quo, there are two major problems in this research: 1) how is the mapping of Human Resourse Scorecard?; and 2) what are the factors influencing the optimalization of Board Performance in Assyafiiyah Islamic Boarding School through Human Resource Scorecard?

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Optimalisasi Key Performance Indicators (KPI) Melalui Pendekatan Balance Scorecard Upaya Mengimplementasikan Performance Management System (PMS) Pada Perguruan Tinggi

CCIT Journal ◽

10.33050/ccit.v6i1.373 ◽

2012 ◽

Vol 6 (1) ◽

pp. 17-34

Author(s):

Untung Rahardja ◽

Muhamad Yusup Eva ◽

Rosyifa Rosyifa

Keyword(s):

Performance Indicators ◽

Management System ◽

Educational Institution ◽

Key Performance Indicators ◽

Individual Performance ◽

The State ◽

Public Institution ◽

Performance Measurement System ◽

Educational Institutions ◽

Successful Implementation

SQL Server Reporting Services is a way to analyze data, create reports using the indicators and gauges. Indicators are minimal gauges that convey the state of a single data value at a glance, and most are used to represent the state of Key Performance Indicators. Manage and harmonize the performance of an institution's educational institutions, especially universities with the performance of individuals or resources, no doubt is one of the essential elements for the success of an entity of the institution. Integrate the performance of an educational institution with individual performance is not an easy process, and therefore required a systematic approach to manage it. Implementation of a strategic management system based Balanced Scorecard can be used as a performance measurement system that will continuously monitor the successful implementation of the strategy of any public educational institution and measure the performance of its resources in a comprehensive and balanced, not the quantity but the emphasis is more concerned with the quality, so the performance of educational institutions at any time can be known clearly. Contribution of Key Performance Indicators to manage and harmonize the performance of any public institution is a solution in providing information to realize the extent of work that has set targets, identify and monitor measures of success, of course, with performance indicators show a clear, specific and measurable.

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

Disease Prevention and Public Health Journal ◽

10.12928/dpphj.v16i1.4585 ◽

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.

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Rancangan Sistem Pengukuran Kinerja Berbasis Human Resource Scorecard Pada Universitas Muhammadiyah Luwuk

Jurnal Manajemen dan Organisasi ◽

10.29244/jmo.v10i1.28861 ◽

2020 ◽

Vol 10 (1) ◽

pp. 63-71

Author(s):

Nurhaeda Abbas ◽

Anggraini Sukmawati ◽

Muhammad Syamsun

Keyword(s):

Performance Measurement ◽

Human Resource ◽

Performance Measurement System ◽

Group Discussions ◽

Strategic Objectives ◽

Depth Interview ◽

And Performance ◽

The Right ◽

Hierarchy Process ◽

The Relationship

Today the performance measurement of Muhammadiyah Luwuk uUniversity’s performance has not formulated yet based on University’s vision and mission. It will affect the strategic steps needed and performance improvement efforts in the future. Human resource scorecard is the right system to be applied in Muhammadiyah Luwuk University. The purpose of this study is to designed a performance measurement system at Muhammadiyah Luwuk University using the Human Resource Scorecard with four perspectives: stakeholder, academic management and kemuhammadiyaan, operational and innovation, as well as and learning. Data was analyzed by analytical hierarchy process method. This research was conducted by distributing questionnaires, focus group discussions and in-depth interview with stakeholders at Muhammadiyah Luwuk University. The results showed that there were 14 strategic objectives and 33 key performance indicators to be achieved by the priority objectives, which are: empowerment and development of faculty, increased administrative process quality, improved sound budget performance and, improvement of the relationship with stakeholders.

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The Determinant Factors Affecting the Employee Performance Improvement of Educational Institution, State Institution and State-owned Enterprise

International Journal of Multi Discipline Science (IJ-MDS) ◽

10.26737/ij-mds.v1i1.428 ◽

2018 ◽

Vol 1 (2) ◽

pp. 116

Author(s):

Ana Sriekaningsih ◽

Mariman Darto ◽

Agus Subekti

Keyword(s):

Organizational Citizenship ◽

Work Motivation ◽

Employee Performance ◽

Educational Institution ◽

State Institution ◽

The State ◽

State University ◽

Factors Affecting ◽

East Kalimantan ◽

And Performance

This study focuses on the factors that affect the employee performance in terms of institutions where they work. There are three objects or locations that become the research focus, namely educational institutions represented by the state university in East Kalimantan, government institutions represented by the State AdministrationInstitution (LAN) and state-owned institutions represented by PT. Pupuk Kaltim Tbk. The research results show that employee performance is influenced by three factors, namely competence, work motivation, and organizational culture.The performance of government employees is influenced by three factors, namely religiosity, organizational culture, and organizational citizenship behaviors (OCB). And performance of state-owned employees is influenced only by work motivation.

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Education human resources planning in developing excellent Madrasah in Madrasah Aliyah (MA) Darul Hikmah Tulungagung Indonesia

Technium Social Sciences Journal ◽

10.47577/tssj.v21i1.3860 ◽

2021 ◽

Vol 21 ◽

pp. 266-274

Author(s):

Ma'rifatul Hidayah ◽

Mujamil Qomar ◽

Sulistyorini Sulistyorini ◽

Agus Eko Sujianto ◽

Imam Turmudzi

Keyword(s):

Human Resources ◽

Human Resource ◽

Social Life ◽

Formal Education ◽

Participant Observation ◽

Educational Institution ◽

Resource Planning ◽

Analysis Model ◽

Human Resource Planning ◽

Using Data

This research is motivated by quality human resource planning that can be created through Madrasah educational institutions as formal education providers. Madrasah gains the public's trust in preparing and delivering the nation's generation of children to be able to compete in global competitions whose impact is increasingly being felt in social life. Educational human resource planning is the most important element in every educational institution, the success of the institution in achieving its goals and various targets as well as its ability to face various challenges, both internal and external, is largely determined by the ability to manage human resources as precisely as possible. This proves that Madrasahs need human resource management in the field of education, with their managerial and operational functions, and supported by competent educators and education staff, so Madrasahh will have the power to grow, be productive, and competitive. The approach in this research is qualitative. Data collection techniques using in-depth interviews, participant observation, and documentation. Data analysis techniques using data condensation, data presentation, and drawing conclusions or verification. Checking the validity of the data by using triangulation methods, data sources, and theories. The findings of this study indicate that education human resource planning in developing superior Madrasah has carried out internal and external analysis with a needs analysis model, recruitment system, and selection system based on Khidmah.

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Key Performance Indicators for the Organized Farm Products Retailing in India

Decision Management ◽

10.4018/978-1-5225-1837-2.ch061 ◽

2017 ◽

pp. 1316-1329

Author(s):

Rajwinder Singh ◽

Ajit Pal Singh ◽

Bhimaraya A. Metri

Keyword(s):

Performance Measurement ◽

Performance Indicators ◽

Key Performance Indicators ◽

Performance Measurement System ◽

Volume Flexibility ◽

Farm Production ◽

Product Personality ◽

Cost Distribution ◽

Livestock Products ◽

Agriculture Products

The Non-livestock products include Horticulture products (flowers, fruits, nuts, vegetables and medicinal plants) and Agriculture products (Crops like; rice, cotton, wheat). These items share the maximum sale of the farm products. Unfortunately, the farm production in India has witnessed a huge wastage. It has attracted the attention of many practitioners and policy makers. Witnessing the opportunity many organized retail players have entered the arena to sell farm products. However, the supply chain (SC) performance measurement has remained the major challenge as “No measurement no improvement”. Many organizations are searching for an efficient SC performance measurement system. Our study recommends that the SC performance shall be improved by developing a SC strategy based on a limited set of key performance indicators (KPI). Otherwise, managers shall waste time and resources on the undesirable performance indicators. We have identified and classified the KPI for non-livestock retailing SC management into five groups. These are 1) Customer Attraction Metrics (product quality, product personality, process quality); 2) Inventory Metrics (fill rate, customer response time, return adjustment, spoilage adjustment, and Vendor managed inventory); 3) Attractiveness Metrics (inventory cost, distribution cost, Return on investment, stakeholder value, sales profit and channel flexibility); 4) Transportation Metrics (shipping errors, and volume flexibility); and 5) Customer Metrics (lead time, delivery flexibility, and backorder flexibility). This grouping shall help the practitioners to focus on a limited set of KPI for better management of supply chains.

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Raising the Curtain in People Management by Exploring How Sustainable HRM Translates to Practice: The Case of Lithuanian Organizations

Sustainability ◽

10.3390/su10124356 ◽

2018 ◽

Vol 10 (12) ◽

pp. 4356 ◽

Cited By ~ 8

Author(s):

Živilė Stankevičiūtė ◽

Asta Savanevičienė

Keyword(s):

Human Resources ◽

Human Resource ◽

Well Being ◽

Structured Interviews ◽

Hrm Practices ◽

Human Aspects ◽

Real People ◽

And Performance ◽

Hr Managers ◽

Core Characteristics

Arguing for the necessity to re-think human resource management (HRM), as human resources are becoming scarce, HRM practices themselves can be even harmful for employees, and the mainstream HRM is more interested not in the employee well-being, but in the search for the link between HRM and performance, the paper introduces sustainable HRM as an alternative approach to people management. Sustainable HRM is seen as a design option, which allows one to maintain, renew and restore human resources. Although previous works have broadened the understanding of the meaning given to sustainable HRM and its core characteristics, research into how sustainable HRM translates into practice is still lacking. Thus, the purpose of the paper is to reveal the practices through which 11 characteristics of sustainable HRM are expressed in real people management in organizations. In doing this, qualitative data were collected from Lithuanian organizations using semi-structured interviews with 19 human resource (HR) managers. The research indicated a variety of applied practices, which differ by maturity. Care of employees, profitability, external partnership, fairness and equality, and employee development were revealed as the characteristics of sustainable HRM most explicitly expressed through HRM practices. Nonetheless, the organizations need more heterogeneous HRM activities, which simultaneously consider the economy, environment, society, and human aspects.

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Sustainable Development of Human Resources in Globalization Period

Sustainability ◽

10.3390/su12187681 ◽

2020 ◽

Vol 12 (18) ◽

pp. 7681

Author(s):

Zuzana Stofkova ◽

Viera Sukalova

Keyword(s):

Resource Management ◽

Human Resources ◽

Human Resource Management ◽

Human Resource Development ◽

Human Resource ◽

Questionnaire Survey ◽

Employee Performance ◽

Human Resources Management ◽

Employer Branding ◽

The Impact

The article deals with human resource management, its theoretical principles, and its use in practice in the era of globalization. The main goal of this paper is to analyze and describe human resource management focused on the process of human resource development and education. The article shows how the principles are applied in a selected Information-Communication Technologies (ICT) company in Slovakia as an attractive employer who is interested in satisfaction, education, and growth of its employees, thus employer branding. The data was collected through a questionnaire survey with employees in the selected company. Secondary data from corporate sources were used, too. The aim of the survey was to point out the human resources management in a selected company and to examine the perception of the impact of employees development on their performance and to design effective approaches to personnel development in a selected company with an impact on employee performance. The aim of the survey was to find out whether there was a dependence between the subjectively perceived performance of the employees and individual aspects, which are the completion of technical training programs, individual evaluation of the employee, relocation of the employee, and the number of completed training activities. A questionnaire survey was used to achieve this goal.

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Teaching Human Resources Management Using SAP

Enterprise Systems Education in the 21st Century ◽

10.4018/978-1-59904-349-4.ch008 ◽

2011 ◽

pp. 129-137

Author(s):

Satish P. Deshpande ◽

Andrew Targowski

Keyword(s):

Human Resources ◽

Human Resource ◽

Enterprise Resource Planning ◽

Employee Performance ◽

Human Resources Management ◽

Resource Planning ◽

Resource Information ◽

Strategic Role ◽

College Of Business ◽

Business Curricula

Information technology has become a critical component for human resource (HR) profes-sionals. Human resource information systems (HRIS) have helped many HR departments automate routine processes, eliminate unnecessary work, and play a strategic role in driv-ing employee performance. Many IT ?rms are now forming alliances with universities to popularize their products. This chapter ?rst investigates the utility and the choice of vari-ous HRIS options available to an organization. Next, it evaluates the utility of universities forming alliances with enterprise resource planning (ERP) ?rms to enrich their business curricula. Finally, the experiences of a college of business at a large university in Midwestern United States with the implementation of IT in the Human resource management (HRM) curriculum are examined.

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Efficient computation of key performance indicators in a distance learning university

Information Discovery and Delivery ◽

10.1108/idd-09-2018-0050 ◽

2019 ◽

Vol 47 (2) ◽

pp. 96-105 ◽

Cited By ~ 1

Author(s):

Riccardo Pecori ◽

Vincenzo Suraci ◽

Pietro Ducange

Keyword(s):

Big Data ◽

Distance Learning ◽

Performance Indicators ◽

Key Performance Indicators ◽

Data Representation ◽

Efficient Computation ◽

Educational Decisions ◽

Content Type ◽

Educational Sources ◽

And Performance

Purpose Managing efficiently educational Big Data, produced by Virtual Learning Environments, is becoming a compelling necessity, especially for those universities providing distance learning. This paper aims to propose a possible framework to compute efficiently key performance indicators, summarizing the trends of students’ academic careers, by using educational Big Data. Design/methodology/approach The framework is designed and implemented in a distributed fashion. The parallel computation of the indicators through Map and Reduce nodes is carefully described, together with the workflow of data, from the educational sources to a NoSQL database and to the learning analytics engine. Findings This framework was tested at eCampus University, an Italian distance learning institution, and it was able to significantly reduce the amount of time needed to compute key performance indicators. Moreover, by implementing a proper data representation dashboard, it resulted in a useful help and support for educational decisions and performance analyses and for revealing possible criticalities. Originality/value The framework proposed integrates for the first time, to the best of the authors’ knowledge, a set of modules, designed and implemented in a distributed fashion, to compute key performance indicators for distance learning institutions. It can be used to analyze the dropouts and the outcomes of students and, therefore, to evaluate the performances of universities, which can, in turn, propose effective improvements toward enhancing the overall e-learning scenario.

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