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. Office of Personnel Management.This research aims to design HR performance management system using the HR scorecard model. Strategic Human Resources Management, Washington, D.C: U.S. Design, Implementation and Evaluation of Assessment and Development Centres: Best Practice Guidelines Leicester: Psychological Testing Centre. Washington, D.C: The Educational Resources and Information Center. Assessment Center Methodology as a Tool for Leadership Education. Speigel, R.S., N.L Conklin dan D.M Boothe. On Emtional Competence”, dalam International Review of Business Research Papers, Vol. “The Influence of Strategic Human Resource Management Personnel Administration Office Government of Alberta. New Delhi: TATA Management Training Center. Everyting You Wanted to Know aboutĪssessment Centres. Membangun Sistem Integritas dalam Pemberantasan Korupsi di Daerah. Pittsburg: Development Dimensioan International.ĭjojosoekarto, A. The Assessment Center Method and Methodology: NewĪpplications and Technologies. “Strategic Human Resources Management: Where Do We Go From Here?” dalam Journal of Management Vol. Deskripsi Aplikasi Digital Competency Assessment Center (DCAC).
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