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Presentasi Balanced Scorecard
Presentasi Balanced Scorecard
www.manajemenkinerja.com
Contents :
1. Four Perspectives in Balanced Scorecard
2. Identifying Strategic Objectives
3. Identifying Key Performance Indicators
4. Cascading Corporate Scorecard to Department
Scorecard
Customer
Perspective
Bagaimana memenuhi
kebutuhan pelanggan
organisasi
Internal Process
Perspective
Learning & Growth
Perspective
Strategic Drivers
Vision
What We
Want to Be
Values
Whats
Important
to Us
Strategic
Outcomes
Strategy :
Our
Game
Plan
Balanced
Scorecard:
Map and
KPI
Satisfied
Shareholders
Delighted
Customers
Excellent
Processes
Motivated
Workforce
Financial
Nurture Customer
Satisfaction
Expand
Market Share
Increase
Customer Acquisition
Customer
Achieve
Operational
Excellence
Manage Dramatic
Growth through
Innovation
Implement Good
Environmental
Policy
Business Process
Learning & Growth
Develop Employee
Satisfaction
Enhance Employee
Productivity
Improve Employee
Appraisal System
Analisa Lingkungan
Eksternal
Sasaran
Strategis
Analisa Proses
Kerja Kunci
Sasaran Strategis
10
Sasaran Strategis
11
Sasaran Strategis
12
13
Balanced Scorecard
Vision
Mission
Strategy
Balanced
Scorecard
Key
Performance
Indicators
Identifying
Defining
Measuring
Monitoring
Reporting
Company
strategy
14
Strategy
Strategic Objectives
Finance
Customer
Internal Business
Process
Learning
Key Performance
Indicators
Key Performance
Indicators
Key Performance
Indicators
15
KPI Guidelines
Guidelines in Formulating the KPI
Ukuran keberhasilan harus menunjukkan indikator kinerja
yang jelas, spesifik dan terukur (measurable)
Ukuran keberhasilan harus dinyatakan secara eksplisit dan
rinci sehingga menjadi jelas apa yang diukur
Biaya untuk mengidentifikasi dan memonitor Ukuran
Keberhasilan sebaiknya tidak melebihi nilai yang akan
diketahui dari pengukuran tersebut. Hindari pengukuran
yang berlebihan yang tidak banyak memberi nilai tambah.
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Measure
Results
Measure
Activity
KPIs
RESULT
KPIs
PROCESS
18
Measure
Results
Measure
Activity
19
Measure
Results
Sales Revenue
Measure
Activity
20
Measure
Results
Measure
Activity
Jumlah Pelatihan
Per Karyawan Per Tahun
% Karyawan yang Merealisasikan
Individual Development Plan
21
Financial
Nurture Customer
Satisfaction
Expand
Market Share
Increase
Customer Acquisition
Customer
Achieve
Operational
Excellence
Manage Dramatic
Growth through
Innovation
Business Process
Learning & Growth
Develop Employee
Satisfaction
Enhance Employee
Productivity
Improve Employee
Appraisal System
22
Sasaran Strategis
Enhance Long Term
Shareholder Value
KPI
Profitability (Rp)
Profitability Growth (%)
Financial
(bobot 25)
Increase Revenue
Growth
Revenue (Rp)
Revenue Growth (%)
Customer
(bobot 25)
Target
5,000
10
50,000
12
Nurture Customer
Satisfaction
40
Increase Customer
Acquisition
Percentage of Loyal
Customers (%)
50
23
Perspektif
Sasaran Strategis
Achieve Operational
Excellence
Business
Process
(bobot : 25)
Learning
(bobot : 25)
KPI
Number of Product Defects
- Time To Response
Customers' Request
- Number of Customer
Gatherings
Target
100 per 1
million
max 24 hours
6 per year
2 in this year
10
Develop Employee
Satisfaction
Enhance Employee
Productivity
Menyempurnakan
Sistem Evaluasi
Kinerja
- Persentase Penyelesaian
Sistem Manajemen Kinerja
Baru
8
500 per
employee
100 % ready in
November 2008
24
Perspektif
Sasaran Strategis
Enhance Long Term
Shareholder Value
Financial
(25)
Increase Revenue
Growth
KPI
- Profitability
- Profitability Growth
- Revenue
- Revenue Growth
Customer
(25)
Business
Process
(25)
Achievement
Score
5,000
5,100
102
10
11
110
50,000
52,000
104
12
12
100
Manage Cost
Efficiency
100
Nurture Customer
Satisfaction
7.80
98
40
37
93
Increase Customer
Acquisition
- Percentage of Loyal
Customers
50
45
90
Achieve Operational
Excellence
100
max 24 hours
average 25 hours
96
6 per year
100
2 in this year
100
10
10
100
7.60
95
450
90
Learning
(25)
Target
- Time To Response
Customers' Request
- Number of Customer
Gatherings
Mengembangkan
Employee Satisfaction
Mengembangkan
Produktivitas
Karyawan
Menyempurnakan
Sistem Evaluasi
Kinerja
- Persentase Penyelesaian
Sistem Manajemen Kinerja
Baru
100 % ready in
November 2008
100 % ready on
time
100
103
25.80
93
23.33
99
24.80
95
23.75
97.68 25
Developing
Division Scorecard
26
Direct Method
28
Tanda BINTANG
menunjukkan
kontribusi Divisi HR
dalam pencapaian
sasaran strategis level
Korporat
Financial
Nurture Customer
Satisfaction
Expand
Market Share
Increase
Customer Acquisition
Customer
Achieve
Operational
Excellence
Manage Dramatic
Growth through
Innovation
Implement Good
Environmental
Policy
Business Process
Learning & Growth
Mengembangkan
Employee Satisfaction
Mengembangkan
Produktivitas Karyawan
Menyempurnakan
Sistem Evaluasi Kinerja
29
Divisi HR
Mengembangkan
Produktivitas Karyawan
Financial
Customer
Mengembangkan
Kepuasan Karyawan
(employee satisfaction)
Menyempurnakan Sistem
Evaluasi Kinerja
Business Process
30
OUTPUT
"customer"
EKSPEKTASI
Semua karyawan
Semua karyawan
Semua karyawan
Karyawan Internal HR
Pengelolaan Biaya
Karyawan yang Optimal
Manajemen
31
Mengembangkan
Produktivitas Karyawan
Financial
Sasaran Strategis
bertanda
BINTANG adalah
Sasaran Divisi
yang Didesain
dengan Mengacu
pada Internal Core
process
Mengelola Biaya
Karyawan secara
Efisien
Mengembangkan
Employee Satisfaction
Menyempurnakan Sistem
Evaluasi Kinerja
Menerapkan Sistem
Rekrutmen Berbasis
Kompetensi
Menerapkan Pola
Pelatihan Berkelanjutan
Membangun Sistem
Perencanaan Karir
yang Efektif
Business Process
People Development
Mengembangkan
Kompetensi Karyawan
Internal Divisi HR
Membangun Lingkungan
Kerja di Depertamen HR
yang Kondusif
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HR
Scorecard
Mengembangkan
Produktivitas Karyawan
Financial
Mengembangkan
Employee Satisfaction
Customer
Menyempurnakan Sistem
Evaluasi Kinerja
Membangun Sistem
Perencanaan Karir
yang Efektif
Menerapkan Sistem
Rekrutmen Berbasis
Kompetensi
Menerapkan Pola
Pelatihan Berkelanjutan
Business Process
People Development
Mengembangkan
Kompetensi Karyawan
Internal Divisi HR
Membangun Lingkungan
Kerja di Depertamen HR
yang Kondusif
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HR Key Performance
Indicators
Sasaran Strategis
Mengembangkan
Produktivitas Karyawan
Mengelola Biaya
Karyawan secara Efisien
Mengembangkan
Employee Satisfaction
Target
34
Sasaran Strategis
Menerapkan Sistem
Rekrutmen Berbasis
Kompetensi
Menerapkan Pola
Pelatihan
Berkelanjutan
Menyempurnakan Sistem
Evaluasi Kinerja
Membangun Sistem
Perencanaan Karir
yang Efektif
Persentase penyelesaian
sistem penilaian kinerja baru
Target
35
Sasaran Strategis
Mengembangkan
Kompetensi Karyawan
Internal Divisi HR
Membangun Lingkungan
Kerja di Depertamen HR
yang Kondusif
Target
36
Financial
Enhance Brand
Image
Customer
Develop Effective
Customer Relation
Management
Develop Innovative
Marketing
Communication
Program
Develop
Marketing Business
Intelligence
Accelerate
New Product
Development
Ideas
Internal Process
Learning & Growth
Develop Strategic &
Functional Marketing
Competencies
37
Optimize IT Efficiency
Financial
Customer
Maintain a
Reliable IT
Infrastructure
Develop Effective
Decision
Support System
IT Internal Process
Learning & Growth
Develop Strategic &
Functional IT Competencies
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Otsuka Indonesia
Surveyor Indonesia
Perkebunan Nusantara IV
PLN (Persero)
Sampel Projek
Projek Pengembangan Key Performance Inditors
untuk para pegawai pada salah satu perusahaan
agro industri terbesar di Indonesia. Penyusunan
tabel key performance indicators untuk beragam level
karyawan, mulai dari level direksi hingga level
supervisor. Proses pengembangan KPI juga disertai
dengan penyusunan panduan pengembangan KPI dan
sosialisasi cara penerapan sistem KPI dalam
performance management karyawan.
Projek Pengembangan Key Performance Indicators
untuk para karyawan di sebuah Financing
Company terbesar di tanah air. Penyusunan KPI
karyawan dimulai dari penyusunan Balanced Scorecard
Level Perusahaan. Kemudian scorecard ini dicascade
(diturunkan) pada level scorecard direktur, kemudian
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Thank You
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