Authors :
Kharisma Islamy; Erry Rimawan; Farih Hidaya; Farid Faraitody
Volume/Issue :
Volume 5 - 2020, Issue 8 - August
Google Scholar :
http://bitly.ws/9nMw
Scribd :
https://bit.ly/2Ru2l7G
DOI :
10.38124/IJISRT20AUG611
Abstract :
Corporate services are service providers. A
good service company should give the best possible
service in order to create its own satisfaction for
customers. Therefore, there is a greet need for qualified
human resources. A company’s success is based on it’s
performance, if an employee’s performance is bad then
it produces a bad company. This is where human
resources are concerned. With the methods of Human
Resources Scorecard and Analytical Hierarchy Process
this can help to see if the company’s employee’s
performance is good or not. On the method of Human
Resources Scorecard are the four perspectives of
financial perspectives, customer perspectives, internal
business process perspectives, and learning & growth
perspectives. The four perspectives have the strategy of
objectivity, from the strategy of objectivity, the key
performance indicator. Research result from the use of
both method of human resources scorecard and
analytical hierarchy process, show that the employee
performance assessments in this company have
increased from a 4,03 score which can mean good
employee performance to 4,51 which can mean very
good employee performance.
Keywords :
Employee Performance, Human Resources Scorecard, Analytical Hierarchy Process.
Corporate services are service providers. A
good service company should give the best possible
service in order to create its own satisfaction for
customers. Therefore, there is a greet need for qualified
human resources. A company’s success is based on it’s
performance, if an employee’s performance is bad then
it produces a bad company. This is where human
resources are concerned. With the methods of Human
Resources Scorecard and Analytical Hierarchy Process
this can help to see if the company’s employee’s
performance is good or not. On the method of Human
Resources Scorecard are the four perspectives of
financial perspectives, customer perspectives, internal
business process perspectives, and learning & growth
perspectives. The four perspectives have the strategy of
objectivity, from the strategy of objectivity, the key
performance indicator. Research result from the use of
both method of human resources scorecard and
analytical hierarchy process, show that the employee
performance assessments in this company have
increased from a 4,03 score which can mean good
employee performance to 4,51 which can mean very
good employee performance.
Keywords :
Employee Performance, Human Resources Scorecard, Analytical Hierarchy Process.
