Internal Business Perspectives

Oct 13, 2025 by recoveryshake.com 69 views

Performance Measurement of Employee with the Human Resources Scorecard Method at PT PLN (Persero) Generating Northern Sumatra

Introduction

In today's fast-paced corporate world, employee performance measurement is a crucial aspect to achieve company goals. PT PLN (Persero) The generation of northern Sumatra, which operates in the energy sector, implements the Human Resources Scorecard (HRSC) method to assess the performance of its employees. This study aims to evaluate employee performance using HRSC, which serves to provide an overview of employee performance conditions and provide recommendations for future improvement.

The Importance of Employee Performance Measurement

Employee performance measurement is a critical component of any organization's success. It helps to identify areas of strength and weakness, and provides a framework for setting goals and objectives. In the case of PT PLN (Persero) The generation of northern Sumatra, employee performance measurement is essential to achieving the company's strategic objectives. By measuring employee performance, the company can identify areas where employees are excelling and areas where they need improvement.

The Human Resources Scorecard (HRSC) Method

The HRSC method is an approach that connects the company's strategic objectives with the performance of human resources. It is a comprehensive framework that assesses employee performance across various dimensions, including financial, customer, internal business, and learning and growth. The HRSC method is widely used in organizations to evaluate employee performance and provide recommendations for improvement.

Methodology

This study used a non-probability sampling technique to select 12 respondents from PT PLN (Persero) The generation of northern Sumatra. The respondents were selected based on their job function and level of experience. The data was collected through a survey questionnaire, which was designed to assess employee performance across various dimensions.

Results

The results of the study showed that the score targeted by the main performance indicators (KPI) for PT PLN Kitsbu had been achieved well, which was 95%. This shows that employee performance in financial, customer, internal business, and learning and growth have met the standards set by the company. However, more in-depth analysis shows the existence of areas that need to be improved.

Areas for Improvement

The study identified several areas that need to be improved, including:

Financial Perspectives: Recorded 10% unsatisfactory aspects, which indicates that the company needs to improve its financial management systems.
Customer Perspectives: Recorded 30% unsatisfactory aspects, which indicates that the company needs to improve its customer service and satisfaction.
Internal Business Perspectives: Recorded 25% unsatisfactory aspects, which indicates that the company needs to improve its internal business processes.
Learning and Growth Perspectives: Recorded 30% unsatisfactory aspects, which indicates that the company needs to improve its employee development and training programs.

Suggestions for Improvement

Based on the results of the study, several suggestions for improvement were made, including:

Improving Administrative Management Systems: The company needs to improve its administrative management systems to make them more efficient and effective in managing the SPPD process and reimbursement of health costs.
Training and Employee Competency Development: The company needs to provide training and employee competency development programs to support company growth and improvement.
Continuous Evaluation and Adjustment: The company needs to conduct continuous evaluation and adjustment based on the results of performance measurements to ensure that employee performance is aligned with company goals.

Conclusion

In conclusion, this study aimed to evaluate employee performance using the HRSC method at PT PLN (Persero) The generation of northern Sumatra. The results showed that employee performance in financial, customer, internal business, and learning and growth have met the standards set by the company. However, several areas need to be improved, including financial perspectives, customer perspectives, internal business perspectives, and learning and growth perspectives. Suggestions for improvement were made, including improving administrative management systems, training and employee competency development, and continuous evaluation and adjustment. By implementing these suggestions, PT PLN Kitsbu can increase employee satisfaction and maximize their human resource potential.

Recommendations

Based on the findings of this study, the following recommendations are made:

Implementing HRSC Method: PT PLN (Persero) The generation of northern Sumatra should implement the HRSC method to assess employee performance across various dimensions.
Improving Administrative Management Systems: The company should improve its administrative management systems to make them more efficient and effective in managing the SPPD process and reimbursement of health costs.
Providing Training and Employee Competency Development: The company should provide training and employee competency development programs to support company growth and improvement.
Conducting Continuous Evaluation and Adjustment: The company should conduct continuous evaluation and adjustment based on the results of performance measurements to ensure that employee performance is aligned with company goals.

Limitations of the Study

This study has several limitations, including:

Small Sample Size: The study used a small sample size of 12 respondents, which may not be representative of the entire organization.
Non-Probability Sampling Technique: The study used a non-probability sampling technique, which may not be representative of the entire population.
Survey Questionnaire: The study used a survey questionnaire to collect data, which may be subject to biases and limitations.

Future Research Directions

Future research directions include:

Implementing HRSC Method in Other Organizations: Future research should investigate the implementation of the HRSC method in other organizations to assess its effectiveness.
Evaluating the Impact of HRSC Method on Employee Performance: Future research should evaluate the impact of the HRSC method on employee performance to assess its effectiveness.
Developing a Comprehensive Framework for Employee Performance Measurement: Future research should develop a comprehensive framework for employee performance measurement that takes into account various dimensions of employee performance.
Frequently Asked Questions (FAQs) about Performance Measurement of Employee with the Human Resources Scorecard Method at PT PLN (Persero) Generating Northern Sumatra

Q: What is the Human Resources Scorecard (HRSC) method?

A: The HRSC method is an approach that connects the company's strategic objectives with the performance of human resources. It is a comprehensive framework that assesses employee performance across various dimensions, including financial, customer, internal business, and learning and growth.

Q: Why is employee performance measurement important?

A: Employee performance measurement is a critical component of any organization's success. It helps to identify areas of strength and weakness, and provides a framework for setting goals and objectives. By measuring employee performance, the company can identify areas where employees are excelling and areas where they need improvement.

Q: What are the main performance indicators (KPIs) used in the HRSC method?

A: The main KPIs used in the HRSC method include:

Financial perspectives
Customer perspectives
Internal business perspectives
Learning and growth perspectives

Q: What are the areas that need to be improved based on the study?

A: The study identified several areas that need to be improved, including:

Financial perspectives (10% unsatisfactory aspects)
Customer perspectives (30% unsatisfactory aspects)
Internal business perspectives (25% unsatisfactory aspects)
Learning and growth perspectives (30% unsatisfactory aspects)

Q: What are the suggestions for improvement based on the study?

A: The study made several suggestions for improvement, including:

Improving administrative management systems
Providing training and employee competency development programs
Conducting continuous evaluation and adjustment based on the results of performance measurements

Q: What are the limitations of the study?

A: The study has several limitations, including:

Small sample size
Non-probability sampling technique
Survey questionnaire

Q: What are the future research directions?

A: Future research directions include:

Implementing HRSC method in other organizations
Evaluating the impact of HRSC method on employee performance
Developing a comprehensive framework for employee performance measurement

Q: What are the recommendations for PT PLN (Persero) generating northern Sumatra?

A: The recommendations for PT PLN (Persero) generating northern Sumatra include:

Implementing HRSC method to assess employee performance across various dimensions
Improving administrative management systems
Providing training and employee competency development programs
Conducting continuous evaluation and adjustment based on the results of performance measurements

Q: What are the benefits of using the HRSC method?

A: The benefits of using the HRSC method include:

Improved employee performance
Increased employee satisfaction
Enhanced company growth and improvement
Better alignment of employee performance with company goals

Q: How can the HRSC method be implemented in other organizations?

A: The HRSC method can be implemented in other organizations by:

Identifying the company's strategic objectives
Developing a comprehensive framework for employee performance measurement
Selecting the main KPIs to be used
Conducting continuous evaluation and adjustment based on the results of performance measurements

Q: What are the challenges of implementing the HRSC method?

A: The challenges of implementing the HRSC method include:

Resistance to change from employees
Limited resources and budget
Difficulty in selecting the main KPIs
Difficulty in conducting continuous evaluation and adjustment