ANALISIS PENGUKURAN KINERJA KARYAWAN DENGAN METODE HUMAN RESOURCES SCORECARD DAN ANALYTICAL HIERARCHY PROCESS di PT. X

ISLAMY, KHARISMA (2020) ANALISIS PENGUKURAN KINERJA KARYAWAN DENGAN METODE HUMAN RESOURCES SCORECARD DAN ANALYTICAL HIERARCHY PROCESS di PT. X. S1 thesis, Universitas Mercu Buana Jakarta.

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Abstract

Service companies are service providers. A good service company must provide good services to provide special satisfaction to customers. Therefore, there is a great need for quality human resources. The success of a company reaches the company's performance, if it has a bad company performance then it produces a bad company. Human resources are considered. With the Human Resource Scorecard method and the AnalyticHierarchy Process, this can help to see whether the company's employee performance is good or not. In the Human Resources Scorecard method there are four perspectives namely financial perspective, customer perspective, internal business process perspective, and learning & growth perspective. All four perspectives have an objectivity strategy, from an objectivity strategy, each of the objectivity strategies has a completed Key Performance Indicator. After having the Main Performance Indicators, calculations will be performed to find out whether or not the score has been met. The results of the research using the two methods of Human Resources Scorecard and Analytichal Hierarchy Process, show that employee performance appraisal in this company has increased from a score of 4.03 which can improve good employee performance to 4.51 which can help employees who want to improve performance. Keywords: Employee Performance, Human Resources Scorecard, Analytical Hierarchy Process Perusahaan jasa adalah perusahaan penyediaan jasa. Perusahaan jasa yang baik harus memberikan layanan sebaik mungkin untuk menciptakan kepuasan tersendiri bagi pelanggan. Oleh karena itu, ada kebutuhan besar akan sumber daya manusia yang berkualitas. Keberhasilan suatu perusahaan didasarkan pada kinerjanya, jika kinerja seorang karyawan buruk maka ia menghasilkan perusahaan yang buruk. Di sinilah sumber daya manusia diperhatikan. Dengan metode Human Resources Scorecard dan Analytical Hierarchy Process, ini dapat membantu untuk melihat apakah kinerja karyawan perusahaan baik atau tidak. Pada metode Human Resources Scorecard ada empat perspektif yaitu perspektif keuangan, perspektif pelanggan, perspektif proses bisnis internal, dan perspektif pembelajaran & pertumbuhan. Keempat perspektif memiliki strategi objektivitas, dari strategi objektivitas, dari masing-masing strategi objektivitas tersebut memiliki Key Performance Indicator tersendiri. Setelah memiliki Key Performance Indicator, akan dilakukan perthitungan guna mengetahui apakah sudah memenuhi bobot skor atau belum. Hasil penelitian dari penggunaan kedua metode Human Resources Scorecard dan Analytichal Hierarchy Process, menunjukkan bahwa penilaian kinerja karyawan di perusahaan ini telah meningkat dari skor 4,03 yang dapat berarti kinerja karyawan yang baik menjadi 4,51 yang dapat berarti karyawanyang sangat baik kinerja. Kata kunci : Kinerja Karyawan, Human Resources Scorecard, Analytical Hierarchy Process, Key Performance Indicator

Item Type: Thesis (S1)
Call Number CD: FT/IND. 20 156
Call Number: ST/16/21/076
NIM/NIDN Creators: 41616010012
Uncontrolled Keywords: Kinerja Karyawan, Human Resources Scorecard, Analytical Hierarchy Process, Key Performance Indicator
Subjects: 100 Philosophy and Psychology/Filsafat dan Psikologi > 170 Ethics, Moral Philosophy/Etika, Filsafat Moral > 174 Occupational Ethics/Etika Jabatan, Etika Profesi > 174.1 Clergy/Etika Karyawan
300 Social Science/Ilmu-ilmu Sosial > 330 Economics/Ilmu Ekonomi > 331 Labor Economics/Ekonomi Perburuhan > 331.2 Conditions of Employment/Kondisi Buruh, Kondisi Pekerja, Kondisi Pegawai, Kondisi Karyawan
300 Social Science/Ilmu-ilmu Sosial > 330 Economics/Ilmu Ekonomi > 338 Production, Industrial Economics/Produksi, Ekonomi Industri > 338.4 Secondary Industries and Services/Industri dan Jasa Sekunder
600 Technology/Teknologi > 650 Management, Public Relations, Business and Auxiliary Service/Manajemen, Hubungan Masyarakat, Bisnis dan Ilmu yang Berkaitan > 658 General Management/Manajemen Umum > 658.01-658.09 [Management of Enterprises of Specific Sizes, Scopes, Forms; Data Processing]/[Pengelolaan Usaha dengan Ukuran, Lingkup, Bentuk Tertentu; Pengolahan Data] > 658.04 Management of Enterprises of Specific Forms/Pengelolaan Usaha dengan Bentuk Tertentu > 658.045 Corporations/Perusahaan
600 Technology/Teknologi > 650 Management, Public Relations, Business and Auxiliary Service/Manajemen, Hubungan Masyarakat, Bisnis dan Ilmu yang Berkaitan > 658 General Management/Manajemen Umum > 658.3 Personnel Management/Manajemen Personalia, Manajemen Sumber Daya Manusia, Manajemen SDM
Divisions: Fakultas Teknik > Teknik Industri
Depositing User: Putra Arsy Anugrah
Date Deposited: 07 Mar 2022 17:13
Last Modified: 10 Mar 2023 01:47
URI: http://repository.mercubuana.ac.id/id/eprint/53345

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