ALTERNATIF PEMACUAN KINERJA PERSONEL DENGAN PENGELOLAAN KINERJA TERPADU BERBASIS BALANCED SCORECARD

Abstract

In this article I discussed a radical change in managing personnel performance. If in
the past, performances were measured only at responsibility center level and the
performance measures used were limited to financial measures, in this article I discussed
how to desain integrated performance management system for responsibility centers and
personnel as well, using Balanced Scorecard as a basis. In this article, first I discussed the
limitation of executive performance measurement in traditional management. Then I
explained expectancy theory created by Porter-Lawler to provide a conceptual framework
in designing Balanced Scorecard based integrated performance management. In this article I discussed Balanced Scorecard based integrated performance management as an
alternative for driving personnel performance in building company’s competitive
advantage. At the end of this article I presented a summary of differences between
performance measurement in traditional management and that in modern management.

Keywords: pengelolaan kinerja terpadu; balanced scorecard; kinerja