PERFORMANCE MANAGEMENT SYSTEM DESIGN USING BALANCE SCORECARD AT PT TRITECH CONSULT INDONESIA

• Main Author: Pakshiwijaya, Andhika
• Format: Theses
• Language: Indonesia
• Subjects: Manajemen umum
• Online Access: https://digilib.itb.ac.id/gdl/view/36203
• Institution: Institut Teknologi Bandung

Within a period of 3 years, namely from period 2015 to 2017, PT Tritech Consult Indonesia experienced a 50% decline in revenue. This is mainly due to the large number of expert staffs who resigned from the company, even some expert staffs moved to competitor companies. The main reason they resigned was dissatisfaction due to the absence of a system for evaluating and rewarding their performances. This company does not have a proper performance management system, and only has traditional way of performance measurement, which only assess overall company performance based on annual financial target achievement. In order to design proper performance management system, studies have been conducted and Balance Scorecard is chosen as the most suitable performance management system framework for this company. Data of company Vision, Mission, Values and Targets obtained from the Corporate Charter are analyzed to obtain some Objective Keys, and then set as the foundation of the Strategic Theme. Then the Objective Keys are put in the Strategy Map framework, which is divided them into 4 perspectives in the Balance Scorecard method, namely Financial, Customer, Internal Business Processes, and Learning & Growth. The Strategy Map was then breakdown into several key performance indicators (KPIs) that are relevant to each of the perspectives mentioned earlier. After that, what needs to be done is only to cascade the indicators into each division of the company. There are fully cascaded indicators and contributing indicators for each division. At this phase, the performance management system for the company has been designed. The company can now measure employee’s performances and monitor the achievement of its targets periodically. The reward-and-punishment system, and planning of training for employees have also been managed and become indicators in this performance management system. The implementation phase of this project is planned to be carried out for a total of 15 months, with stages: introduction, training with experienced trainers, implementing and monitoring the company's performance directly, and last phase is evaluating the proposed performance management system.