Nurcahya, Tino Akmal (2026) Perancangan Sistem Pengukuran Kinerja Individu Berbasis Human Resource Scorecard dan Kamus Kompetensi pada Perusahaan Green Attribute dan Energy Management Services. Other thesis, Institut Teknologi Sepuluh Nopember.
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Abstract
PT XYZ Indonesia merupakan anak perusahaan perusahaan listrik dari Indonesia yang bergerak di bidang jasa manajemen dan efisiensi energi dengan lini bisnis yang menuntut kapabilitas dan kompetensi sumber daya manusia yang tinggi dan spesifik. Perusahaan telah menerapkan pengukuran kinerja dari level korporat hingga divisi, namun belum menurunkannya secara sistematis hingga level individu. Kondisi ini disebabkan belum tersedianya kerangka metodologis untuk melakukan cascading Key Performance Indicator (KPI) hingga level assistant manager serta belum terdokumentasikannya kamus kompetensi secara sistematis, sehingga kontribusi tiap individu terhadap target strategis perusahaan belum dapat diukur secara objektif dan berisiko menimbulkan subjektivitas dalam penilaian kinerja. Penelitian ini bertujuan merancang sistem pengukuran kinerja individu dan menyusun kamus hard competency pada Fungsi Pemasaran dan Operasi 1 & 2. Sistem pengukuran kinerja individu dirancang menggunakan pendekatan Human Resource Scorecard melalui cascading KPI dari level divisi ke level jabatan berdasarkan job description dan pengukuran tersebut dibobotkan menggunakan metode Analytical Hierarchy Process (AHP). Kamus hard competency disusun dengan mengintegrasikan job description, pengukuran kinerja individu, strategy objectives dan initiatives PT XYZ dan holding, kamus kompetensi dari holding PT XYZ Indonesia, dan Standar Kompetensi Kerja Nasional Indonesia (SKKNI), serta dalam penetapan level kompetensi menggunakan sistem dari kamus kompetensi holding PT XYZ Indonesia sebagai acuan. Penelitian ini menghasilkan 74 KPI individu untuk delapan jabatan Generalist 3 yang dilengkapi KPI Properties dan bobot penilaian, serta kamus hard competency yang memuat 45 ragam dan 89 unit kompetensi beserta definisi, indikator perilaku, dan level penilaian yang selaras dengan arah strategis perusahaan. Rancangan ini dapat menjadi dasar penilaian kinerja individu yang objektif dan terukur sekaligus acuan pengembangan kompetensi karyawan.
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PT XYZ Indonesia is a subsidiary of an Indonesian electricity company operating in the field of energy management and efficiency services, with business lines that demand high and highly specific human resource capabilities and competencies. The company has implemented performance measurement from the corporate level down to the division level, but has not systematically cascaded it to the individual level. This condition stems from the absence of a methodological framework for cascading Key Performance Indicators (KPI) down to the assistant manager level, as well as the lack of a systematically documented competency dictionary. As a result, the contribution of each individual to the company's strategic targets cannot yet be measured objectively and carries the risk of subjectivity in performance appraisal. This research aims to design an individual performance measurement system and to develop a hard competency dictionary for the Marketing and Operations Function 1 & 2. The individual performance measurement system is designed using the Human Resource Scorecard approach through the cascading of KPI from the division level to the position level based on job descriptions, and the resulting measures are weighted using the Analytical Hierarchy Process (AHP) method. The hard competency dictionary is developed by integrating job descriptions, individual performance measures, the strategy objectives and initiatives of PT XYZ and its holding company, the competency dictionary of the holding company of PT XYZ Indonesia, and the Indonesian National Work Competency Standards (SKKNI), while the determination of competency levels refers to the level system used in the holding company's competency dictionary. This research produces 74 individual KPI for eight Generalist 3 positions, complete with KPI properties and assessment weights, as well as a hard competency dictionary comprising 45 competency clusters and 89 competency units, along with their definitions, behavioral indicators, and assessment levels that are aligned with the company's strategic direction. This design can serve as a basis for objective and measurable individual performance appraisal, as well as a reference for employee competency development.
| Item Type: | Thesis (Other) |
|---|---|
| Uncontrolled Keywords: | Pengukuran Kinerja Individu, Human Resource Scorecard, Analytical Hierarchy Process, Key Performance Indicator, Kamus Hard competency. Individual Performance Measurement, Human Resource Scorecard, Analytical Hierarchy Process, Key Performance Indicator, Hard Competency Dictionary |
| Subjects: | H Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management H Social Sciences > HF Commerce > HF5549 Job analysis. Personnel management. Employment management H Social Sciences > HF Commerce > HF5549.5 Job evaluation. H Social Sciences > HF Commerce > HF5549.5.P35 Performance standards |
| Divisions: | Faculty of Industrial Technology and Systems Engineering (INDSYS) > Industrial Engineering > 26201-(S1) Undergraduate Thesis |
| Depositing User: | Tino Akmal Nurcahya |
| Date Deposited: | 31 Jul 2026 02:28 |
| Last Modified: | 31 Jul 2026 02:28 |
| URI: | http://repository.its.ac.id/id/eprint/140292 |
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