Sirait, Bernard Teguh R. and Drs. Andy Fefta Wijaya, MDA, Ph.D and Fadillah Putra, S.Sos., M.Si., MPAff., Ph.D (2019) Critical Success Factors (CSFs) Of Balanced Scorecard Implementation In The Ministry Of Foreign Affairs Of The Republic Of Indonesia (MoFA). Magister thesis, Universitas Brawijaya.
Abstract
BSC implementation in MoFA was initiated by an internal event that relates to performance measurement. In 2013, Bureau of Human Resources was working on performance measurement for the employees. They conducted some training involving other internal units within MoFA, and raised the awareness of the importance of BSC for MoFA. Informant I-1 shared the story when Bureau of Planning and Organization was invited and joined the training for BSC by Bureau of Human Resources. “Tahap pertama dari awal mula ya terbentuknya BSC sendiri, sebenarnya sudah diinisiasi dari Biro SDM saat itu tahun 2013. Mungkin juga para pejabat di Biro SDM juga sadar bahwa ternyata kinerja pegawai itu tidak cukup diukur dengan SKP. Kemudian mereka juga melakukan Bench Marking.. Untuk itu Biro SDM melakukan semacam pelatihan dengan konsultan saat itu tahun 2013 terus 2014. Ada dua angkatan. Saat itu tahun 2014, Biro Perencanaan dilibatkan.” (I-1) “First step for BSC implementation, it was initiated by Bureau of Human Resources (HR) in 2013. The officials of the Bureau of HR realized that employee’s performance should be measured with something more than SKP (Employee Performance Target; which is activity-based evaluation). Therefore, the Bureau of HR conducted a kind of training which involved consultant in 2013 and was continued in 2014. There were two batches. In 2014, Bureau of Planning and Organization was invited.” (I-1)
English Abstract
BSC implementation in MoFA was initiated by an internal event that relates to performance measurement. In 2013, Bureau of Human Resources was working on performance measurement for the employees. They conducted some training involving other internal units within MoFA, and raised the awareness of the importance of BSC for MoFA. Informant I-1 shared the story when Bureau of Planning and Organization was invited and joined the training for BSC by Bureau of Human Resources. “Tahap pertama dari awal mula ya terbentuknya BSC sendiri, sebenarnya sudah diinisiasi dari Biro SDM saat itu tahun 2013. Mungkin juga para pejabat di Biro SDM juga sadar bahwa ternyata kinerja pegawai itu tidak cukup diukur dengan SKP. Kemudian mereka juga melakukan Bench Marking.. Untuk itu Biro SDM melakukan semacam pelatihan dengan konsultan saat itu tahun 2013 terus 2014. Ada dua angkatan. Saat itu tahun 2014, Biro Perencanaan dilibatkan.” (I-1) “First step for BSC implementation, it was initiated by Bureau of Human Resources (HR) in 2013. The officials of the Bureau of HR realized that employee’s performance should be measured with something more than SKP (Employee Performance Target; which is activity-based evaluation). Therefore, the Bureau of HR conducted a kind of training which involved consultant in 2013 and was continued in 2014. There were two batches. In 2014, Bureau of Planning and Organization was invited.” (I-1)
| Item Type: | Thesis (Magister) |
|---|---|
| Identification Number: | TES/351/SIR/2018/c/0418030005 |
| Subjects: | 300 Social sciences > 351 Public administration |
| Divisions: | S2/S3 > Magister Ilmu Administrasi Publik, Fakultas Ilmu Administrasi |
| Depositing User: | Budi Wahyono Wahyono |
| Date Deposited: | 19 Jan 2022 03:51 |
| Last Modified: | 19 Jan 2022 03:51 |
| URI: | http://repository.ub.ac.id/id/eprint/188488 |
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