scholarly journals Performance Management KPP Pratama Jakarta Tamansari Dua Based on Balanced Scorecard (BSC)

2017 ◽  
Vol 4 (2) ◽  
pp. 87
Author(s):  
Hendi Aldrianto ◽  
Hady Efendy
Keyword(s):  
Human Resources ◽  
Human Resource Management ◽  
Performance Management ◽  
Human Resource ◽  
Balanced Scorecard ◽  
Management System ◽  
Research Method ◽  
Performance Management System ◽  
Effective Management ◽  
Efficient Performance

This research is conducted based on the success of achieving goals in companies that require effective management system, efficient and have the competitiveness in managing human resources owned. Through a good performance management system, the company can manage the performance of human resources owned so that it can work optimally and can achieve company goals. The effort of tax office (KPP) Pratama Jakarta Tamansari Dua in order to create effective and efficient performance management, which has competitiveness so that it can support productivity through applying a balanced scorecard (BSC) based performance management system. The purpose of this research is to explain the implementation of performance management system based on balanced scorecard in KPP Pratama Jakarta, and to analyze and explain the supporting factors and inhibiting the implementation of performance management system based on balanced scorecard in KPP Pratama Jakarta Tamansari Dua. The research method used in this research is descriptive qualitative. The results of this study indicate that the implementation of performance management system based on balanced scorecard in KPP Pratama Jakarta Tamansari Dua included in the management pattern of Human Resource Management Based Balanced Scorecard (HRMBSC).

scholarly journals Investment Perspectives in Human Resources Management and Its Contribution on Organizational Performance and Competitive Advantages

2021 ◽  
Vol 4 (1) ◽  
pp. 1-13
Author(s):  
Mohammad Roziq ◽  
Harry Putri Reawaroe ◽  
Achmad Imron Rosyidi
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Organizational Performance ◽  
Performance Management ◽  
Human Resource ◽  
Balanced Scorecard ◽  
Management System ◽  
Performance Management System ◽  
Competitive Advantages ◽  
Strategic Performance

Abstract The dynamics of business environment signed by the volatility, uncertainty, complexity and ambiguity (VUCA) is urging organizations to rethink and redefine their business strategies and the source of their performance and competitive advantage. Human resources (human capital) hold the most important role in achieving organizational goals through the alignment of human capital investment and the organizational strategy. This article investigates on how the organization manage and align the investment in human resources (human capital) with the strategy of the organization and does investment in human capital have impact to the organizational performance and contribute to the creating value and competitive advantages of the organization. Based on the literature reviews and previous researches, we found that the alignment of investment in human resource (human capital) and organizational strategy is mediated by strategic performance management system namely Balanced Scorecard. The investment in human resources (human capital) has positive impact on organizational performance. Finally, The investment in human resources (human capital) has positive contribution to value creation and competitive advantages of the organizations.     Key Words:    Investment Perspective in Human Resource Management (Human Capital); Strategic Performance Management System – Balanced Scorecard; Organizational Performance; and Competitive Advantages

scholarly journals E=MC2: The New Performance Management System in Telecommunication Industry

2018 ◽  
Vol 5 (2) ◽  
Author(s):  
Anant Deogaonkar ◽  
Bijal Zaveri
Keyword(s):  
Literature Review ◽  
Human Resource Management ◽  
Performance Management ◽  
Human Resource ◽  
Professional Growth ◽  
Management System ◽  
Telecommunication Industry ◽  
Performance Management System ◽  
Internal Customers ◽  
Research Gap

The Human Resource Management has increased in complexity in present state of cut throat competition. If people are valued they add value to the organisation. Employees are internal customers and their personal and professional growth needs to be aligned with the organisational growth. Satisfaction of these internal customers reflects on the success of any organisation. The organisation provides a tool for development of people by way of rewards and awards for excellence in performance. Perform or perish is the tag line today for any organisation which underlines the importance of Performance management. In vie of this, this paper focuses on understanding of the employee perception about performance management system in telecommunication industry with the help of literature review to identify research gap. Based on the review, innovative conceptual model of performance management system is recommended. Telecommunication Industry is the most dynamic industry in terms of technological upgrades and telecommunication products have become inevitable for day to day life.

scholarly journals Redefining Performance Evaluation: General Electric, Deloitte and Adobe

2020 ◽  
pp. 1-5
Author(s):  
Milan Jacob Sam
Keyword(s):  
Performance Evaluation ◽  
Resource Management ◽  
Human Resource Management ◽  
Performance Management ◽  
Human Resource ◽  
Management System ◽  
Performance Management System ◽  
Traditional System ◽  
Performance Reviews

Performance Management System (PMS) is often used by managers to align the goals of the organization to the goals of their employees, and ensure productivity and efficiency. PMS has always been a crucial function of human resource management. However recent studies have shown that in the long term, the traditional system of performance management damages morale, motivation, teamwork, and stunts creativity and contribution. As a result, companies are doing away with the old ways of performance reviews and are opting for more flexible and efficient processes. This study aims at understanding the deficiencies in the old system and the reasons for adopting more relevant and upcoming trends in the field of performance management.

scholarly journals Implementation of Performance Management in Inspectorate General of the Ministry of Law and Human Rights

2017 ◽  
Vol 8 (1) ◽  
pp. 125
Author(s):  
Joko Martanto ◽  
Hady Efendy
Keyword(s):  
Human Rights ◽  
Human Resources ◽  
Performance Management ◽  
Management System ◽  
Human Resources Management ◽  
Performance Management System ◽  
Resources Management ◽  
Efficient Performance ◽  
Competency Based ◽  
A Company

This research is conducted on the basis that the success of achieving the goals of a company required an effective management, efficient and have the competitiveness in managing human resources owned. Through implentasi good performance management, the company can manage the performance of human resources owned so that it can work optimally and can achieve the desired goals. Efforts Inspectorate General of the Ministry of Law and Human Rights in order to create effective and efficient performance management, which is competitive and can support productivity is by applying a competency-based performance management system. The purpose of this research is to explain the implementation of the competency-based performance management system in the Inspectorate General of the Ministry of Human Rights, and to analyse and explain the supporting factors and inhibiting the implementation of competency-based performance management system in the Inspectorate General of the Ministry of Law and Human Rights. The research method used in this research is descriptive qualitative. The results of this study indicate that the implementation of competency-based performance management system in the Inspectorate General of the Ministry of Law and Human Rights is included in the pattern of management of Human Resources Management Based on Competence (MSDMBK).

scholarly journals Improving Performance Management System of Human Resource Aspect in Health Drink Industry Startup

2020 ◽  
Vol 5 (8) ◽  
pp. 85-95
Author(s):  
Jihan Amirah Rafidah ◽  
Emilia Fitriana Dewi
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Management ◽  
Human Resource ◽  
Management System ◽  
Swot Analysis ◽  
Performance Management System ◽  
A Company ◽  
Main Material

In a company, Human Resource Management is important in order to make sure the quality of people in the company are in the best state. Human Resource Management is focusing on how to recruit and develop the best people, that’s why there are many different tools and systems that can be used in order to achieve the goal. Moringa Culinary is a new company in the health drink industry that sells  variant beverages from moringa leaves as the main material. In Moringa Company, Human Resource Management is still an unfamiliar term, and by looking at the data of the company, it is shown that Moringa Culinary still doesn’t have an established system about performance management that causes the percentage of company’s target achievement from September 2019 to March 2020 is unstable. Hence, the researcher made this study to analyse the best performance management system that can be implemented in Moringa Culinary. This research was conducted using qualitative methods by interviewing similar businesses in the same industry to know about the current applied management system in the company and to compare the effectiveness between one and another. The researcher will also use SWOT analysis to evaluate the internal condition in Moringa Culinary. The most suitable performance management system for Moringa Culinary in order for Moringa Culinary to be able to achieve all the company’s target can be revealed in the result of this study.

Penyusunan Prototipe Performance Management System berbasis Balanced Scorecard pada PT. X

2018 ◽  
Vol 2 (3) ◽  
Author(s):  
Bintang Karismacho Nugroho ◽  
Artiawati
Keyword(s):  
Performance Management ◽  
Balanced Scorecard ◽  
Management System ◽  
Performance Management System ◽  
Pilot Test

PT. X merupakan perusahaan yang memiliki bisnis pada bidang kuliner. Sejak didirikan hingga saat ini, PT. X belum pernah mencapai target secara sempurna. Pimpinan PT. X merasa hal tersebut disebabkan karena faktor internal dan faktor eksternal perusahaan. Oleh karena itu, diperlukan intervensi yang dapat mengatasi permasalahan tersebut, yaitu penerapan performance management system berbasis balanced scorecard, karena dapat mendukung peningkatan kinerja perusahaan melalui pengelolaan sumber daya manusia dengan mempertimbangkan kondisi internal dan eksternal perusahaan.Penelitian ini bertujuan untuk merumuskan intervensi berupa rancangan performance management system berbasis balanced scorecard yang paling sesuai dengan PT. X untuk meningkatkan kinerja perusahaan melalui pengelolaan sumber daya manusia. Metode penelitian ini adalah research & development. Hasil rancangan intervensi yang telah dirumuskan berupa performance management system pada tahap prerequisites (rumusan harapan pimpinan dan skema arahan strategi, balanced scorecard (objective).Hasil evaluasi terhadap rancangan intervensi, yaitu secara keseluruhan para rater menilai rancangan intervensi yang dirumuskan telah tepat dalam mengatasi permasalahan yang dihadapi, namun pada beberapa hal kurang aplikatif jika saat ini langsung diterapkan di perusahaan. Oleh karena itu, dapat disimpulkan bahwa rancangan intervensi yang telah dirumuskan ini dapat diterima oleh pihak ahli dan user, meskipun terdapat beberapa catatan yang membangun untuk menyempurnakan rancangan intervensi yang telah dirumuskan. Saran yang dapat diberikan berdasarkan penelitian ini, yaitu penelitian selanjutnya harus tetap mengacu pada konsep performance management system tahap prerequisites yang telah dirumuskan, agar pengembangan tetap terintegrasi dengan arah, tujuan, dan strategi perusahaan, serta PT. X juga perlu melakukan pilot test untuk menguji keefektifan rancangan intervensi yang telah dirumuskan.

An Extended Framework for Development of a National Logistics Performance Management System

2019 ◽  
Vol 9 (3) ◽  
pp. 48-61
Author(s):  
Dilay Çelebi
Keyword(s):  
Performance Management ◽  
Management System ◽  
Management Systems ◽  
Limited Attention ◽  
Performance Management System ◽  
Systematic Analysis ◽  
Performance Management Systems ◽  
Logistics Systems ◽  
Efficient Performance ◽  
Key Aspects

Due to the rapid and increasing integration of national markets, more and more countries are adopting some form of a logistics development policy. Even though a key aspect of success in logistics systems improvement is an efficient performance management system, a systematic analysis of national logistics performance management systems has attracted limited attention in academic literature. In this article, the author constructs a conceptual framework model which focuses on a holistic and integrated model of national logistics performance management. The intention is to provide a tool which enables the correct deployment of national strategies to logistics policies and to present a template to help describing the key aspects of design and operation of national logistics performance management systems.

Vasundhara's Appraisal

2015 ◽  
pp. 1-10
Author(s):  
Neharika Vohra
Keyword(s):  
Human Resources ◽  
Performance Management ◽  
Subject Matter ◽  
Management System ◽  
Subject Matter Expert ◽  
Performance Appraisals ◽  
Performance Management System ◽  
Coffee Shop

Premal Seth, Head, Human Resources, of Technosol, sat in his Bengaluru office at 9 pm dreading the traffic he would have to negotiate if he stepped outside to catch a bite and equally dreading going up for coffee to the coffee shop 100 meters from his office. It was the first week of April (the week after the finalization of performance appraisals and ratings of all employees) and he would often bump into known and unknown people within the company who were disappointed, upset, sad, or plain angry at how the manager had ranked him/her or how unfair the performance management system was. Deciding not to get up at all, he focused on the various pending grievance emails. As he was going through them, an email from Vasundhara Rao, a senior subject matter expert, located in Ahmedabad, caught his attention (for details about the case characters, refer Exhibit 1).

Tata Power Delhi Distribution Ltd: measuring beyond the metrics

2012 ◽  
Vol 2 (2) ◽  
pp. 1-17
Author(s):  
Monica Singhania ◽  
R. Venkatesh
Keyword(s):  
Performance Management ◽  
Balanced Scorecard ◽  
Management System ◽  
Graduate Program ◽  
Planning Process ◽  
Performance Management System ◽  
Inclusive Growth ◽  
Strategy Formulation ◽  
Content Type ◽  
The Balanced Scorecard

Subject area The focus is on a performance management system and its strategic alignment using a Balanced scorecard in a Public Private Partnership framework. This case study analyses the situation for Tata Power Delhi Distribution (TPDD) which needs to realign its strategy to meet the emerging sustainability challenges of inclusive growth and combating the climate change. The case covers the field of strategic management, strategy formulation and performance management system deployment using the balanced scorecard. It touches upon the emerging need for corporates to look beyond economic signals and take social and environmental impacts into strategy planning process. Study level/applicability The case can be used in the following courses; post graduate program in public administration; MBA/Post graduate program in management in strategic management; executive training program for Government executives in public sector organizations to highlight the concept of performance management system in PPP companies. Case overview After the initial tumultuous years, TPDD emerged as one of the efficient power distribution companies in Delhi region. One of the major management tools that was helpful to achieve this was the balanced scorecard. TPDD's general manager for corporate strategy & planning reviewed the process and the due diligence that went into designing and implementing the balanced scorecard. Now, after the balanced scorecard success story, he along with Dr Ganesh Das, Head of Group – Strategy wants to take it to a next level and integrate their strategies related to inclusive growth of community and combating the ill effects of climate change. They believe that the balanced scorecard method that had helped them to achieve their strategic goals will help them to achieve future objectives too. But whether the existing four perspectives: financial, customer, internal process and learning and growth would adequately address the emerging challenges or whether there was a need to introduce a new perspective – “The Social Perspective” – is what they contemplate in the case. Expected learning outcomes The case can be used to teach the following: the importance of strategy in an organization and how it helps the firms to realize their stated vision; to highlight the process of strategy formulation and its deployment; to help students realize the difficulties in realizing a strategic goal through performance management system; use the balanced scorecard as an effective tool for strategy deployment and organizational alignment; to introduce students the concept of sustainability in the organization and emerging global challenges; and to illustrate the complexities involved in a strategic planning process Supplementary materials Teaching notes.

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