出版社：The International Institute for Science, Technology and Education (IISTE)
摘要：The main factor in determining the success of the company is human resources (HR). It is expected to achieve the company's goals, both in the long-term growth as well as in the short term. Given the intense competition in the banking industry, each bank is required to continuously improve HR performance. Assessment results performance at PT. ABC Bank made a parameter or a job description corresponding Key Performance Indicators measured by comparing the achievement of predetermined targets. So that measurements for human resources in the company less comprehensive. Results of the assessment on which they run is not in line with the dynamics and needs of the organization so impressed walk on their own. Therefore, the company must make changes in terms of quality of human resources. This study aims to create a draft performance appraisal appropriate and effective to be applied optimally in a local Indonesian Bank (namely ABC Bank) through Human Resources Scorecard approach. The scope of this study is limited to the measurement of the employees in the central office, the data cost of human resources and employee data were released in 2015. The study was conducted on 36 employees of the company and the customer ABC Bank. The data was processed using descriptive technique and Spearman correlation. The results showed that of the dimensions of HR Competence considered to have a fairly active implementation. High Performance Work Systems Dimensions has not yet been performing well because there is still an element of subjectivity of assessment superiors. Results HR Alignment dimension in general are quite satisfied employees and is able to provide services to customers. Judging from the dimensions of HR Efficiency, HR ROI calculations show effective results. However, this calculation cannot be used as a reference in view of the HR programs that contribute to the target cannot be identified clearly. Judging from the dimensions of HR Deliverable, general motivation, confidence in the organization and a supportive work climate can leave the organization's performance in terms of quality of service. Keywords: performance, human resource scorecard, HR management, service quality, spearman correlation
其他摘要：The main factor in determining the success of the company is human resources (HR). It is expected to achieve the company's goals, both in the long-term growth as well as in the short term. Given the intense competition in the banking industry, each bank is required to continuously improve HR performance. Assessment results performance at PT. ABC Bank made a parameter or a job description corresponding Key Performance Indicators measured by comparing the achievement of predetermined targets. So that measurements for human resources in the company less comprehensive. Results of the assessment on which they run is not in line with the dynamics and needs of the organization so impressed walk on their own. Therefore, the company must make changes in terms of quality of human resources. This study aims to create a draft performance appraisal appropriate and effective to be applied optimally in a local Indonesian Bank (namely ABC Bank) through Human Resources Scorecard approach. The scope of this study is limited to the measurement of the employees in the central office, the data cost of human resources and employee data were released in 2015. The study was conducted on 36 employees of the company and the customer ABC Bank. The data was processed using descriptive technique and Spearman correlation. The results showed that of the dimensions of HR Competence considered to have a fairly active implementation. High Performance Work Systems Dimensions has not yet been performing well because there is still an element of subjectivity of assessment superiors. Results HR Alignment dimension in general are quite satisfied employees and is able to provide services to customers. Judging from the dimensions of HR Efficiency, HR ROI calculations show effective results. However, this calculation cannot be used as a reference in view of the HR programs that contribute to the target cannot be identified clearly. Judging from the dimensions of HR Deliverable, general motivation, confidence in the organization and a supportive work climate can leave the organization's performance in terms of quality of service. K e y w o r ds : performance, human resource scorecard, HR management, service quality, spearman correlation
