Alternatif Pemacuan Kinerja Personel
| Main Author: | Perpustakaan UGM, i-lib |
|---|---|
| Format: | Article NonPeerReviewed |
| Terbitan: |
[Yogyakarta] : Universitas Gadjah Mada
, 2005
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| Subjects: | |
| Online Access: |
https://repository.ugm.ac.id/27171/ http://i-lib.ugm.ac.id/jurnal/download.php?dataId=10223 |
Daftar Isi:
- . 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