Development Of Individual Performance Measurement System Based On the Human Resource Scorecard Within Corporate Strategy At PT. Ucoal Sumberdaya

Kristiono, Angela Felicia (2026) Development Of Individual Performance Measurement System Based On the Human Resource Scorecard Within Corporate Strategy At PT. Ucoal Sumberdaya. Other thesis, Institut Teknologi Sepuluh Nopember.

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Abstract

PT Ucoal Sumberdaya adalah perusahaan induk pertambangan batu bara yang berlokasi di Sumatera Selatan, dengan anak perusahaan PT Astaka Dodol, PT Baturona Adimulya, dan PT Cakra Adipratama. Seiring tingginya target produksi, perusahaan memerlukan sistem pengukuran kinerja sumber daya manusia yang terintegrasi dari tingkat korporat hingga individu dan selaras dengan strategi perusahaan, namun KPI yang ada saat ini belum tersusun dalam kerangka Human Resource Scorecard yang sistematis. Penelitian ini menggunakan pendekatan Human Resource Scorecard (HRSC) untuk merancang sistem pengukuran kinerja individu, dimulai dari penyelarasan KPI Korporat dengan empat perspektif Balanced Scorecard (Financial, Customer, Internal Business Process, dan Learning & Growth). Lalu dilakukan penurunan (cascading) KPI melalui tingkat Direktorat, Departemen, dan Unit hingga ke tingkat individu berdasarkan deskripsi pekerjaan, serta pembobotan perspektif dan KPI menggunakan Analytical Hierarchy Process (AHP) berdasarkan penilaian dua responden dengan Consistency Ratio di bawah 0,1. Penelitian ini menghasilkan total 77 KPI di seluruh tingkatan. Hasil pembobotan menunjukkan perspektif Financial dan Customer memperoleh bobot tertinggi, mencerminkan fokus perusahaan pada produksi dan efisiensi biaya, sementara Learning & Growth memperoleh bobot terendah di seluruh hierarki. Evaluasi SMART menemukan sebagian besar KPI eksisting perlu revisi penamaan agar lebih terukur, dan gap analysis mengidentifikasi empat kesenjangan utama, termasuk ketiadaan dokumen strategi korporat formal dan kesenjangan cascading pada perspektif Learning & Growth di tingkat individu, yang ditindaklanjuti dengan pengusulan delapan KPI individu baru. Penelitian ini menghasilkan sistem pengukuran kinerja individu terintegrasi lima tingkatan organisasi (Korporat, Direktorat, Departemen, Unit, dan Individu) di Divisi Dukungan Teknis, mencakup lima individu, disertai dasbor kartu skor KPI berbasis Microsoft Excel yang mencakup sembilan unit organisasi selama periode dua belas bulan, dilengkapi sistem traffic light dan visualisasi tren interaktif per perspektif sebagai alat manajemen untuk pemantauan kinerja secara real-time.
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PT Ucoal Sumberdaya is a coal mining holding company located in South Sumatra, with subsidiaries PT Astaka Dodol, PT Baturona Adimulya, and PT Cakra Adipratama. Amid rising production targets, the company requires an integrated human resource performance measurement system, from corporate to individual level, that aligns with corporate strategy, yet its existing KPIs have not been structured within a systematic Human Resource Scorecard framework. This study applies the Human Resource Scorecard (HRSC) approach to design an individual performance measurement system, beginning with aligning Corporate KPIs to the four Balanced Scorecard perspectives, which include Financial, Customer, Internal Business Process, and Learning & Growth. Then cascading KPIs processed through the Directorate, Department, and Unit levels down to the individual level based on job descriptions, and weighting perspectives and KPIs using the Analytical Hierarchy Process (AHP) based on judgments from two respondents, with all Consistency Ratios below 0.1. The research produced a total of 77 KPIs across all levels. The weighting results show that the Financial and Customer perspectives received the highest combined weights, reflecting the company's strategic focus on production and cost efficiency, while the Learning & Growth perspective consistently received the lowest weight throughout the hierarchy. The SMART evaluation found that most existing KPIs required name revisions to improve measurability, and the gap analysis identified four key gaps, including the absence of a formal corporate strategy document and a cascading coverage gap in the Learning & Growth perspective at the individual level, addressed by proposing eight new individual KPIs. The outcome is an integrated individual performance measurement system across five organizational levels (Corporate, Directorate, Department, Unit, and Individual) within the Technical Support Division, covering five individuals, accompanied by a Microsoft Excel–based KPI scorecard dashboard covering nine organizational units over a twelve-month period, featuring a traffic light system and interactive perspective-based trend visualization as a management tool for real-time performance monitoring.

Item Type:	Thesis (Other)
Uncontrolled Keywords:	Analytical Hierarchy Process, Cascading, Human Resource Scorecard, Key Performance Indicator, dan Manajemen Kinerja. Analytical Hierarchy Process, Cascading, Human Resources Scorecard, Key Performance Indicator, dan Performance Management.
Subjects:	T Technology > T Technology (General) > T56.8 Project Management
Divisions:	Faculty of Industrial Technology and Systems Engineering (INDSYS) > Industrial Engineering > 26201-(S1) Undergraduate Thesis
Depositing User:	Angela Felicia Kristiono
Date Deposited:	31 Jul 2026 00:25
Last Modified:	31 Jul 2026 00:25
URI:	http://repository.its.ac.id/id/eprint/139589

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