RANCANGAN SISTEM MANAJEMEN KINERJA PEGAWAI MENGGUNAKAN BALANCED SCORECARD DI INDUSTRI INFORMATION TECHNOLOGY PT XYZ
PT XYZ is an IT company engaged in IT Services and has been established since 2014. The company has served various clients and has up to 150 employees. With so many clients and so many employees, PT XYZ has a problem that every year, the company always does trial and error on the performance mana...
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| Format: | Final Project |
| Language: | Indonesia |
| Online Access: | https://digilib.itb.ac.id/gdl/view/75417 |
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| Institution: | Institut Teknologi Bandung |
| Language: | Indonesia |
| Summary: | PT XYZ is an IT company engaged in IT Services and has been established since 2014. The
company has served various clients and has up to 150 employees. With so many clients and
so many employees, PT XYZ has a problem that every year, the company always does trial
and error on the performance management system which has an impact on costs and
additional time in implementing performance management. Currently, the existing
performance management system only measures based on employee skills and knowledge.
This causes inaccuracies in the company in giving promotions, salary increases, bonuses,
and others. Therefore, this research designs a comprehensive performance management
system based on Balanced Scorecard.
The design of the performance management system for PT XYZ uses the Balanced Scorecard
method. This performance management method is implemented by looking at four
perspectives in business, namely financial, customer, internal business processes, and
learning and growth. The design process is carried out by knowing the company's vision,
mission, long-term plans, and actual conditions through SWOT. The data will become a
TOWS matrix that contains strategies and will be translated with the previous data to
become strategic goals. The results will then be reduced to individual KPIs.
The output of this step is a company strategy map that is processed into Key Performance
Indicators (KPIs) at the company level. The KPIs are then lowered to the head of department
level. All perspectives, strategic goals, and individual KPIs also have weights to see the
company's priorities using the Analytical Hierarchy Process (AHP). These results become
the basis for designing performance planning, coaching, and appraisal forms that can assist
in the performance management process.
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