Analysis Of The Performance Of Employees With The Methods .

Volume 5, Issue 8, August – 2020International Journal of Innovative Science and Research TechnologyISSN No:-2456-2165Analysis of the Performance of Employees with theMethods of Human Resources Scorecard andAnalytical Hierarchy Process in the LaborOutsourcing CompanyKharisma Islamy1, Erry Rimawan 2, Farih Hidayat3, Farid Faraitody4Department of Industrial Engineering1,2, Department of Magister Management3,4Mercu Buana University, Jakarta, IndonesiaAbstract:- Corporate services are service providers. Agood service company should give the best possibleservice in order to create its own satisfaction forcustomers. Therefore, there is a greet need for qualifiedhuman resources. A company’s success is based on it’sperformance, if an employee’s performance is bad thenit produces a bad company. This is where humanresources are concerned. With the methods of HumanResources Scorecard and Analytical Hierarchy Processthis can help to see if the company’s employee’sperformance is good or not. On the method of HumanResources Scorecard are the four perspectives offinancial perspectives, customer perspectives, internalbusiness process perspectives, and learning & growthperspectives. The four perspectives have the strategy ofobjectivity, from the strategy of objectivity, the keyperformance indicator. Research result from the use ofboth method of human resources scorecard andanalytical hierarchy process, show that the employeeperformance assessments in this company haveincreased from a 4,03 score which can mean goodemployee performance to 4,51 which can mean verygood employee performance.Keywords:- Employee Performance, Human ResourcesScorecard, Analytical Hierarchy Process.I.INTRODUCTIONThe role of employees is very important to thecompany. Each company is required to raise itsperformance in the face of competence. That’s why it’simportant to perform an employee performance evaluationon the company. To see whether the company has optimalperformance attainment. Companies need to measure theirperformance comprehensive so that they can know whatfactors have not been reached to shape better employeequality performance. Moreover, shaping these companieswith a focus on outsource resource providers is expectedthat they will also be able to help improve the quality of thework given to them by outsource employees.The company is present among business people in thecountry to join hands with all stakeholders in findingsolutions to optimize the management of business processesand the availability of labour support. The competentprofessional to maintain adaptability to changes whilesupporting the business objectives of the customercompany is more sustainable.It is hoped that in the next five years, the companywill be able to show continued growth with the applicationof new technologies and comprehensive services inemployment to its cusctomers. Each company has its ownstrategy map to achieving the corporate vision. Here is thecompany’s strategy map:Fig 1Source: Company data, 2019IJISRT20AUG611www.ijisrt.com1615

Volume 5, Issue 8, August – 2020International Journal of Innovative Science and Research TechnologyISSN No:-2456-2165To achieve the corporate vision, it requires a strategymap like the diagram above. Each perspectives has its ownstrategy, from financial to learning & growth.II.REVIEW OF LITERATURE STUDY PerformancePerformance is the extent of one’s success in carryingout a task to accomplish a set global. The factor thatinfluences performance is the ability and motivationfactors. The purpose of the measuring of employeeperformance is as follows:Knowing the extent of the organiztions’s expansion ofpurpose Provide staff learning tool Improve performance next period Gives systematic consideration to decision-making Motivate the staff Creates public accountability Human Resources ScorecardHuman Resources Scorecard is a comprehensivesystem of measuring human resource performance bydescribing company vision, mission and strategy. Thedifference between human resources scorecard withbalanced scorecard is that balanced scorecard measures acompany’s performance of proportionate assets whilehuman resources scorecard weighs more than the humanresources performance with artificial assets. The followingare steps in measuring human resources scorecard: Define the company’s strategy clearly Creating a company strategy map Identify HR Deliverable on the strategy map Designing a system for measruring strategy Managing implementation through measurement Human Resources Scorecard as a Model of MeasuringHuman’s tiveness and efficiency of human data sources inmobilizing employee behavior to achieve company strategygoals and thus can help demonstrate how human resourcescontribute to financial successs and company strategies.According to the beker al (2001) the basis for strategichuman resources roles consists of a three-dimensional valuechain developed by the corporate human resourcesarchitecture, which is the function, systems and behavior ofthe work. The architecture of human resources can be seenin the accompanying picture:Fig 2:- Human Resources Architecture Analytical Hierarchy ProcessAnalytical hierarchy process is an ideal method thatcan provide an alternative level or level description whensome criteria and sub-criteria in the dicision makingprocess. Measures in the use of the analytical hierarchyprocess method by saaty (1988) as follows: Define the problem and elaborate the desired solution Load the corresponding matrix needed to develop thematrix device Synthesize the data in a matrix pair Testing consistency and priorities that have beenacquired Take the top steps for each level Using hierarchical compositons Using hierarchical composition to cover priority vectorswith criteria weightIJISRT20AUG611 Evaluating consistency for the whole hierarchy byquantifying each consistency index with the priority ofthe corresponding criteriaIII.METHODOLOGYThe purpose of this research is to measure theperformance of human resources and human resources ifthe workman is already optimal or not yet. This research isa descriptive research using the Human ResourcesScorecard method and Analytical Hierarchy Process (AHP)method. Descriptive research is research that aims toexplain problem solving based on facts in the field bypresenting data, analyzing, and interpreting. This researchis a quantitative research. In this study using two types ofdata, namely primary data and secondary data.www.ijisrt.com1616

Volume 5, Issue 8, August – 2020International Journal of Innovative Science and Research TechnologyISSN No:-2456-2165IV.RESULTBelow is perspective data in the company based on negotiations between company leaders and researchers with theobjectivity strategy and key performance indicators:PerspectiveObjective StrategyKey Performance IndicatorIncreased Employee ProductivityCreating a Comfortable Work EnvironmentIncreased Employee WelfareProviding Guarantees to EmployeesMaximizing the Use of Company AssetsUsing Company Assets as NeededInvestment Strategy OptimizationUnderstanding Risk ToleranceIncreased Employee Satisfaction with WorkProvide the best serviceImproving Service Quality for CustomersListen to customer complaintsIncreased Customer LoyaltyPrioritize Service to CustomersIncreased Customer NeedsComplete All Customer NeedsImproved Communication Between EmployeesDoing Team Work in rotationImproved Product Quality ProvidedReviewing CustomersSuperior LeadershipCreating Good Communication To EmployeesImproved Occupational Safety and HealthConducting a Regular Work Environment CheckIncreased Hard Skill of EmployeesTightening When Accepting New EmployeesIncreased Soft Skill of EmployeesConduct Training for New EmployeesImproved Employee EvaluationConducting Employee RatingsCustomerCustomerInternal BusinessProcessLearning &GrowthImprovement of Recruitment StandardsMake Employee Criteria StandardsTable 1:- Objective Strategies and Key Performance IndicatorsCriteriaFinancialCustomerInternal BusinessLearning & growthTotalPriority 70.390.200.551.710.43Internal Business Process0.100.390.200.100.790.20Learning & Growth0.090.070.210.100.480.12TotalTable 2:- Normalizing the Criteria Tab1.00After getting the weight of each perspective, the next step is to calculate the value of the consistency ratio. As a reference ofthe ratio value, a data can be said to be consistent if it has a value smaller than 10% or 0.1. After obtaining a consistency ratio forall consistency criteria and sub-criteria further testing consistency for the entire hierarchy with the formula: 𝑚𝑎𝑘𝑠 𝑛𝑛 1𝐶𝐼𝐶𝑅 𝑅𝐼𝐶𝐼 CR Consistency RatioRI Random IndexN Order AmountIJISRT20AUG611www.ijisrt.com1617