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"Persaingan bisnis yang semakin kompetitif menuntut Divisi SS&C untuk meningkatkan kinerjanya untuk mencapai tujuan korporat. Divisi membutuhkan sistem pengukuran kinerja yang terintegrasi melalui pendekatan Balanced Scorecard.Penelitian bertujuan untuk membantu merancang sistem pengukuran kinerja dan menentukan tolok ukur yang tepat untuk masing - masing perspektif dalam balanced scorecard berdasarkan kondisi perusahaan. Penerapan balanced scorecard memberikan kerangka kerja bagi manajemen agar dapat menjabarkan strategi korporat menjadi sasaran strategik untuk masing-masing perspektif dalam peta strategi korporat. Dari peta strategi korporat diturunkan menjadi peta strategi Divisi SS&C, bagian sales engineer, service groups, dan bagian umum. Untuk menerapkan balanced scorecard, dibutuhkan peran dan komitmen karyawan.

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Increasing intensity of business competition forced SS&C Division to improve their performance in order to achieve corporate goals. Division need integrated performance measurement system through Balanced Scorecard approached.This research aimed to design performance measurement system and define the proper measurement indicator based on company's condition. Balanced scorecard will provide framework for management to translate company's strategy into strategic objectives of each perspectives in strategy maps. The cascading process started from corporate strategy maps into SS&C Division, Sales Engineer, Service Groups, and General Affair. Employees? commitment is needed in implementing balanced scorecard."

"[ABSTRAKPenelitian ini bertujuan untuk merancang sistem ketersediaan sumber daya manusia SDM yang strategis pada sebuah perusahaan holding yang memiliki berbagai sektor usaha Strategic Human Capital Readiness SHCR dapat membantu perusahaan dalam menggambarkan SDM yang sangat berpengaruh signifikan terhadap kinerja perusahaan yang sesuai dengan peta strategi strategy map yang telah dibuat perusahaan Perusahaan dapat menyelaraskan strategic alignment antara strategi dan sasaran perusahaan kepada kinerja SDM Untuk perolehan data penelitian ini menggunakan metode studi kasus dengan data yang digunakan dalam kurun waktu dua tahun selama tahun 2012 2013 Awal penerapan SHCR dengan merumuskan visi dan misi perusahaan menerjemahkan visi dan misi tersebut ke dalam Srategy Maps dan Balanced Scorecards BSC Selanjutnya menetapkan key performance indicator KPI yang tepat dari empat perspektif BSC dengan fokus pada perspektif Learning and Growth dengan melihat Human Readiness melalui identifikasi Strategic Job Families kemudian mengembangkan profile kompetensi dan kinerja dari setiap Strategic Job Families Selanjutnya melakukan assessment review sehingga mendapatkan jumlah ketersediaan setiap pekerjaan strategis dan terjadinya gap Akhirnya mengusulkan Divisi SDM untuk merancang suatu program pengembangan SDM dan mengimplementasikan Human Capital Readiness Hasil penelitian menunjukkan adanya gap atas ketersediaan SDM sekitar 61 dari SDM yang ada.

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ABSTRACTThe aim of this research is to design a strategic system for human resource readiness in a holding company which has many business Strategic Human Capital Readiness SHCR can help company to describe human resources who have significant influence toward company based on the strategy map that once by the company The company can conduct formulated strategic alignment between strategy and company rsquo s goal on human resource performance This study is taken place at PT Rajawali Nusantara Indonesia Persero the data used from 2012 ndash 2013 The first step of SHCR is to formulate vision and mission of company and then to put that into strategy maps and Balanced Scorecard BSC Next step is to settle the appropriate Key Performance Indicator KPI from the four perspective of BSC and then focus in Learning and Growth by seeing Human Readiness by identifying Strategic Job Families SJF then to develop profile competencies and performance of every SJF Furthermore conducting assessment review to get the number of availability for each job and the strategic gap Finally human resource division proposes to design a human resource development program and implementing human capital readiness The result of research shows that the availability of human resources gap is about 61 of the available human resources. , The aim of this research is to design a strategic system for human resource readiness in a holding company which has many business Strategic Human Capital Readiness SHCR can help company to describe human resources who have significant influence toward company based on the strategy map that once by the company The company can conduct formulated strategic alignment between strategy and company rsquo s goal on human resource performance This study is taken place at PT Rajawali Nusantara Indonesia Persero the data used from 2012 ndash 2013 The first step of SHCR is to formulate vision and mission of company and then to put that into strategy maps and Balanced Scorecard BSC Next step is to settle the appropriate Key Performance Indicator KPI from the four perspective of BSC and then focus in Learning and Growth by seeing Human Readiness by identifying Strategic Job Families SJF then to develop profile competencies and performance of every SJF Furthermore conducting assessment review to get the number of availability for each job and the strategic gap Finally human resource division proposes to design a human resource development program and implementing human capital readiness The result of research shows that the availability of human resources gap is about 61 of the available human resources. ]"