Increase the objectivity of HPWS

Oct 13, 2025 by pynkocean.com 21 views

Human Resource Management Performance Evaluation PT. North Sumatra Bank with Human Resource Scorecard

In today's competitive banking world, the success of a bank is largely determined by the quality of its human resources (HR). PT. North Sumatra Bank, like most other banks, strives to improve its HR performance. However, the performance appraisal method implemented so far is considered less comprehensive and not in line with the dynamics of organizations. Assessment tends to focus on the parameters and targets set, without regard to other important aspects that can increase the effectiveness of human resources.

The Need for a Comprehensive HR Performance Appraisal Model

The traditional HR performance appraisal method has several limitations. It tends to focus on the parameters and targets set, without regard to other important aspects that can increase the effectiveness of human resources. This can lead to a lack of objectivity in the assessment process, which can result in unfair treatment of employees and a lack of motivation. Moreover, the traditional method does not provide a clear picture of the contribution of HR to the company's overall performance.

Introducing the Human Resources Scorecard (HR Scorecard)

To overcome the limitations of the traditional HR performance appraisal method, this study proposes the application of Human Resources Scorecard (HR Scorecard) as a more comprehensive and effective HR performance appraisal model. HR Scorecard is a system that is able to measure how the HR management system can make a real contribution to the company. It is a strategic tool that helps organizations to align their HR strategies with their business objectives and to measure the impact of HR on organizational performance.

Methodology

This study involved 36 employees of PT. Bank of North Sumatra and customers, as well as using data on HR costs and employee data in 2009. The HR Scorecard was implemented at PT. North Sumatra Bank, and the results were analyzed to evaluate the effectiveness of the model.

Results

The results of the study showed that the implementation of HR Scorecard at PT. North Sumatra Bank shows positive results. The HR Competence dimension is considered to have a fairly active activity. That is, employees have quite good competence and are actively involved in company activities. However, the implementation of HR Scorecard at PT. Bank of North Sumatra still has several shortcomings. The HPWS (High Performance Work System) dimension has not been implemented properly because the performance appraisal still contains elements of subjectivity. This can cause injustice and not motivated for employees.

Benefits of HR Scorecard

The application of HR Scorecard provides several benefits for PT. North Sumatra Bank:

Improve performance: This model helps the company in measuring the contribution of HR to the implementation of company strategy and supports organizational change and flexibility.
Cost Control: HR Scorecard helps the company control costs in creating value.
Transparency: HR Scorecard provides transparency and accountability in the HR Performance Assessment Process.

Recommendations for PT. North Sumatra Bank

This research provides recommendations for PT. North Sumatra Bank to increase the implementation of HR Scorecard:

Increase the objectivity of HPWS: Improve the performance appraisal system by reducing subjectivity elements and increasing assessment objectivity.
Recognizing the contribution of HR: Identifying HR programs that make a real contribution to the company's targets to increase the accuracy of HR ROI calculations.
Improve communication: Improve employee communication and involvement in the HR Scorecard implementation process.

Conclusion

HR Scorecard implementation is an important step for PT. North Sumatra Bank to improve its HR performance. This comprehensive assessment model will help companies achieve their business goals more effectively and efficiently. By implementing HR Scorecard, PT. North Sumatra Bank can improve its HR performance, increase employee motivation, and achieve its business objectives.

Limitations of the Study

This study has several limitations. The study was conducted at a single case, PT. North Sumatra Bank, and the results may not be generalizable to other organizations. Moreover, the study was conducted in a specific context, and the results may not be applicable to other contexts.

Future Research Directions

Future research should focus on the implementation of HR Scorecard in other organizations and the evaluation of its effectiveness. Moreover, future research should investigate the impact of HR Scorecard on organizational performance and employee motivation.

References

[List of references]

Appendix

[Appendix]

HR Scorecard Dimensions

The HR Scorecard consists of several dimensions, including:

HR Competence: Measures the competence of employees and their ability to perform their jobs.
HPWS (High Performance Work System): Measures the effectiveness of the performance appraisal system and the level of employee motivation.
HR Alignment: Measures the harmony between HR strategies and company strategies.
HR Efficiency: Measures the effectiveness of HR in achieving its objectives.
HR Deliverable: Measures the impact of HR strategies on organizational performance.

HR Scorecard Benefits

The HR Scorecard provides several benefits, including:

Improved performance: The HR Scorecard helps organizations to measure the contribution of HR to the implementation of company strategy and supports organizational change and flexibility.
Cost control: The HR Scorecard helps organizations to control costs in creating value.
Transparency: The HR Scorecard provides transparency and accountability in the HR Performance Assessment Process.

HR Scorecard Implementation

The HR Scorecard can be implemented in several steps, including:

Step 1: Define HR objectives: Define the HR objectives and strategies that align with the company's overall objectives.
Step 2: Develop HR metrics: Develop HR metrics that measure the effectiveness of HR in achieving its objectives.
Step 3: Implement HR Scorecard: Implement the HR Scorecard and track the performance of HR against the defined metrics.
Step 4: Evaluate HR performance: Evaluate the performance of HR against the defined metrics and make adjustments as necessary.

HR Scorecard Tools

The HR Scorecard can be implemented using several tools, including:

HR software: HR software can be used to track HR metrics and provide real-time data on HR performance.
Spreadsheets: Spreadsheets can be used to track HR metrics and provide a clear picture of HR performance.
Dashboards: Dashboards can be used to provide a clear picture of HR performance and track progress against HR objectives.

HR Scorecard Best Practices

The HR Scorecard can be implemented using several best practices, including:

Align HR objectives with company objectives: Align HR objectives with company objectives to ensure that HR is working towards the same goals as the company.
Develop clear HR metrics: Develop clear HR metrics that measure the effectiveness of HR in achieving its objectives.
Provide regular feedback: Provide regular feedback to employees on their performance and progress towards HR objectives.
Monitor and evaluate HR performance: Monitor and evaluate HR performance against the defined metrics and make adjustments as necessary.
Human Resource Management Performance Evaluation PT. North Sumatra Bank with Human Resource Scorecard: Q&A

In our previous article, we discussed the importance of Human Resource Management (HRM) in achieving business objectives and the need for a comprehensive HR performance appraisal model. We also introduced the Human Resources Scorecard (HR Scorecard) as a more effective HR performance appraisal model. In this article, we will answer some frequently asked questions (FAQs) about HR Scorecard and its implementation.

Q: What is HR Scorecard?

A: HR Scorecard is a system that measures how the HR management system can make a real contribution to the company. It is a strategic tool that helps organizations to align their HR strategies with their business objectives and to measure the impact of HR on organizational performance.

Q: What are the benefits of HR Scorecard?

A: The benefits of HR Scorecard include:

Improved performance: HR Scorecard helps organizations to measure the contribution of HR to the implementation of company strategy and supports organizational change and flexibility.
Cost control: HR Scorecard helps organizations to control costs in creating value.
Transparency: HR Scorecard provides transparency and accountability in the HR Performance Assessment Process.

Q: How is HR Scorecard implemented?

A: HR Scorecard can be implemented in several steps, including:

Step 1: Define HR objectives: Define the HR objectives and strategies that align with the company's overall objectives.
Step 2: Develop HR metrics: Develop HR metrics that measure the effectiveness of HR in achieving its objectives.
Step 3: Implement HR Scorecard: Implement the HR Scorecard and track the performance of HR against the defined metrics.
Step 4: Evaluate HR performance: Evaluate the performance of HR against the defined metrics and make adjustments as necessary.

Q: What are the HR Scorecard dimensions?

A: The HR Scorecard consists of several dimensions, including:

HR Competence: Measures the competence of employees and their ability to perform their jobs.
HPWS (High Performance Work System): Measures the effectiveness of the performance appraisal system and the level of employee motivation.
HR Alignment: Measures the harmony between HR strategies and company strategies.
HR Efficiency: Measures the effectiveness of HR in achieving its objectives.
HR Deliverable: Measures the impact of HR strategies on organizational performance.

Q: What are the tools used to implement HR Scorecard?

A: The tools used to implement HR Scorecard include:

HR software: HR software can be used to track HR metrics and provide real-time data on HR performance.
Spreadsheets: Spreadsheets can be used to track HR metrics and provide a clear picture of HR performance.
Dashboards: Dashboards can be used to provide a clear picture of HR performance and track progress against HR objectives.

Q: What are the best practices for implementing HR Scorecard?

A: The best practices for implementing HR Scorecard include:

Align HR objectives with company objectives: Align HR objectives with company objectives to ensure that HR is working towards the same goals as the company.
Develop clear HR metrics: Develop clear HR metrics that measure the effectiveness of HR in achieving its objectives.
Provide regular feedback: Provide regular feedback to employees on their performance and progress towards HR objectives.
Monitor and evaluate HR performance: Monitor and evaluate HR performance against the defined metrics and make adjustments as necessary.

Q: What are the limitations of HR Scorecard?

A: The limitations of HR Scorecard include:

Complexity: HR Scorecard can be complex to implement and may require significant resources.
Cost: HR Scorecard may require significant investment in software and training.
Time: HR Scorecard may require significant time to implement and evaluate.

Q: How can HR Scorecard be used to improve employee engagement?

A: HR Scorecard can be used to improve employee engagement by:

Providing regular feedback: Providing regular feedback to employees on their performance and progress towards HR objectives.
Recognizing employee contributions: Recognizing employee contributions and achievements.
Providing opportunities for growth and development: Providing opportunities for growth and development.

Q: How can HR Scorecard be used to improve organizational performance?

A: HR Scorecard can be used to improve organizational performance by:

Aligning HR objectives with company objectives: Aligning HR objectives with company objectives to ensure that HR is working towards the same goals as the company.
Developing clear HR metrics: Developing clear HR metrics that measure the effectiveness of HR in achieving its objectives.
Providing regular feedback: Providing regular feedback to employees on their performance and progress towards HR objectives.

Conclusion

HR Scorecard is a powerful tool that can be used to improve HR performance and organizational performance. By implementing HR Scorecard, organizations can align their HR strategies with their business objectives and measure the impact of HR on organizational performance. We hope that this Q&A article has provided you with a better understanding of HR Scorecard and its implementation.