Luis, dkk (2001), Managing Human Resources, New Jersey : Prentice Hall. Edition 9.Prentice Hall.įuad Anis, Nugroho Kandung Sapto, “ Penelitian Kualitatif “, Graha Ilmu, Yogyakarta, 2014 Gramedia Pustaka Utama.īecker, E, Brian, Huselid, Mark A, Ulrich Dave, “The HR Scorecard Lingking People, Strategy and Performance”, Harvard Business School Press Boston, Massachusetts, 2001.Ĭokins Gary, “ Performance Management “, Finding the missing pieces (To Close the Intelligence GAP), USA, 2004.ĭessler, Gary. Terjemahan Suryadarma dan Yanuar Irawan, Jakarta: PT. The result of the HR performance measurement of the company on the whole is adequate, with score of 3.531.Īguinis Herman, “ Performance Management “, second edition, prentice hall, 2009.Īrmstrong Michael, “Performance Management”, key strategies and practical guidelines, kogan page, london and Philadelphia, 2006.Īrmstrong Michael, “Performance Management”, An evidence-based guide to delivering high performance, kogan page, Philadelphia USA, 2009.īacal, Robert, 2001, Performance Management. Improvements of the employees’ performance score is motivated by the increase of the percentage of the employees that attend training and education to the total number of employees (internal business perspective) that has connections to the percentage of the realization of man month training and education of the employees (learning and growing perspective). The result of designing HR performance management system based on HR Scorecard is to maximize the profits of the shareholders by increasing the ratio between total income and HR cost (financial perspective).

The resulting scores can be used as evaluation material by the company in order to improve HR performance.

Design of performance management system try to ensure performance’s standards and objectives, and is made to improve future potential performance. This model is a layout to manage HR architecture as a strategic asset and to measure HR on business performance that connects between strategy, people, and performance from four perspectives, namely financial, consumer, internal business process, and learning and growing perspectives. This research aims to design HR performance management system using the HR scorecard model.

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