Manajemen sumber daya manusia perusahaan

Insiatiningsih(2002).Gagasan tentang SDM yang Fleksibel dan Efisien Strategi untuk Mencapai Daya Saing Bisnis, Ventura, Vol.5.No.1 The Workforse Scorecard, Harvard Business Scholl Press: Boston Keywords: Competitive advantage, performance measurement, HR, HR ScorecardД«agastawa, Saptadi (2006).Meraih Keunggulan Kompetitif Melalui Praktik Manajemen SDM, Amara Book: Yogyakarta Becker, Huselid & Ulrich (2001), The HR Scorecard: Linking People, Strategy and Performance, Harvard Business Scholl Press: Boston Dharma, Surya & Sunatrio,Yuanita (2001), Human Resource Scorecard: Suatu Model Pengukuran Kinerja SDM, Usahawan, No.11 Th.XXX Eckerson,W.W.(2009),Performance Management Strategies, Business Intelligent Journal, 14(1) Emmy, Sovia (2011), Makna Kecerdasan Emosional dan Spiritual dalam Pemberdayaan SDM Organisasi, To the organizations, the measurement can be helpful in controlling the cost of value creation of the company, assess the contribution of HR to strategy implementation and support organizational change and flexibility. One step implementation HR scorecard is a continuous monitoring and reporting of the target set strategic objectives are achieved. The design phase of HR measurement system HR Scorecard approach as follows, 1) Identifying Competence HR Manager, 2) Measurement of High Performance Work Systems, 3) Measuring HR Alignment System, 4) resource efficiency, 5) HR Deliverables. Important element of the HR Scorecard is deliverable, use of High Performance Work Systems, HR Systems Alignment, HR Efficiency.

Human Resources Scorecard (HR Scorecard) is a measurement system that links human resources with the company's strategy and performance will eventually be able to create awareness about the consequences of human resource investment decisions, so that the investment can be done in the right way and the right amount. Consequently, there is increased emphasis on the importance of human resource performance measurement and determine how the contribution of human resources to organizational performance. One of the competitive advantages of the organization is human resource. Organizations not only measure financial performance but also non-financial. Organization have to measure the performance and contribution to the increase in the value of assets. The conclusion of this study in general in terms of the activities o f Human Resources that occur in the field at PT Tjokro Bersaudara Samarindaindo is not suitable so that improvements are needed to the existing management control system to facilitate existing activities.Visitor Counter & amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp lt div class='statcounter'& amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp gt & amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp lt a title='Web Analytics' align='center'href='' target='_blank'& amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp gt & amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp lt < center> img class='statcounter' src=''< /center> alt='Web Analytics' referrerPolicy='no-referrer-when-downgrade'& amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp gt & amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp lt /a& amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp gt & amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp lt /div& amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp gt ДЇacing the competitive rivalry, many organization have implemented a tool to measure their performance. The procedure for testing the management control system for the functions of Human Resources planning, recruitment, selection and placement, training and development of employees, occupational safety and health, and layoffs also results in a less appropriate relative value, so that the company's internal control system is poorly implemented. Tjokro Bersaudara Samarindaindo is not running well, this is evidenced by the results of the analysis of human resource activities get a relative value that is not appropriate. The results of this study indicate that human resource activities at PT. The analytical tool used is a comparative method that is comparing the existing systems and procedures in the company with and conducting a follow-up audit to evaluate the audit findings by asking questions in the form of questionnaires Internal Control Quistionaries. Tjokro Bersaudara Samarindaindo has been carried out effectively and efficiently in the field The purpose of this study is find out and analyze the implementation of human resource audits in the management of Human Resources at PT.

Manajemen sumber daya manusia perusahaan