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"Balance scorecard merupakan salah satu alat yang digunakan oleh perusahaan untuk mengukur performa atau kinerja dari setiap pegawainya apakah telah sesuai dengan strategi objektif dari perusahaan tersebut. Tesis ini membahas proses pembuatan hingga penerapan balance scorecard di sebuah kantor akuntan publik dan apakah balance scorecard tersebut sesuai dengan objektif yang ingin dicapai oleh perusahaan tersebut sehinggan balance scorecard tersebut bisa menjadi tolak ukur yang paling efisien dan efektif dalam mengukur performa dari setiap pegawainya.

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Balance Scorecard is one of the most efficient tools used by the company to measure the performance of its employees. This Thesis discussed about the process up to the implementation of the balance scorecard in public accounting firm and whether the balance scorecard is corresponding with the objectives that the company want to achieve. Therefore, the balance scorecard could be used effectively in that company."

"Penelitian ini bertujuan menguji pengaruh kompetensi terhadap kinerja pegawai dengan mempertimbangkan iklim organisasi sebagai variabel mediasi. Kompetensi diukur menggunakan dimensi dan indikator dari Daya Dimensi Indonesia yang terdiri dari 4 dimensi yang terdiri dari kemampuan berpikir, mengelola diri, mengelola orang lain, dan mengelola tugas. Variabel kinerja diukur dengan sasaran kerja pegawai yang terdiri dari dimensi output, kualitas, waktu, orientasi pelayanan, integritas, komitmen, disiplin, kerjasama sedangkan iklim organisasi diukur menggunakan teori Stringer yang terdiri dari struktur, standar, tanggung jawab, pengakuan, dukungan dan komitmen. Penelitian menggunakan pendekatan kuantitatif, data penelitian dikumpulkan dengan pengisian kuesioner (skala likert) dengan sampel 130 pegawai di Sekretariat Kabinet dan didistribusikan secara online melalui google form. Hasil analisis regresi mengindikasikan bahwa kompetensi berpengaruh terhadap kinerja pegawai, serta terdapat pengaruh antara kompetensi terhadap iklim organisasi, dan terdapat pengaruh antara iklim organisasi terhadap kinerja pegawai. Pada analisis jalur menghasilkan bahwa terdapat pengaruh kompetensi terhadap kinerja pegawai dengan iklim organisasi sebagai variabel mediasi di Sekretariat Kabinet.

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This study aims to examine the effect of competency on employee performance by considering organizational climate as a mediating variable. Competency is measured using the dimensions and indicators of Daya Dimensions Indonesia which consists of 4 dimensions consisting of the ability to think, manage themselves, manage others, and manage tasks. Performance variables are measured by employee work goals consisting of dimensions of output, quality, time, service orientation, integrity, commitment, discipline, cooperation while the organizational climate is measured using Stringer's theory consisting of structure, standards, responsibility, recognition, support and commitment. Research uses a quantitative approach, research data is collected by filling out questionnaires (Likert scale) with a sample of 130 employees in the Cabinet Secretariat and distributed online through the google form.

The results of the regression analysis indicate that competence influences employee performance, and there is an influence between competency on organizational climate, and there is an influence between organizational climate on employee performance. In the path analysis it was found that there was an influence of competence on employee performance with organizational climate as a mediating variable in the Cabinet Secretariat."

"Sekretariat Jenderal Departemen Hukum dan Hak Asasi Manusia adalah sebuah unit utama yang dipimpin oleh seorang pejabat struktural eselon Ia yaitu Sekretaris Jenderal. Berdasarkan Keputusan Menteri Hukum dan Hak Asasi Manusia Nomor M.04-PR.07.10 Tahun 2004 tentang Organisasi dan Tata Kerja Departemen Hukum dan Hak Asasi Manusia Republik Indonesia, menyebutkan bahwa organisasi ini mempunyai tugas untuk melaksanakan pembinaan dan koordinasi pelaksanaan tugas administrasi Departemen.Dengan tugas ini, sudah barang tentu harus didukung oleh sumber daya manusia yang mempunyai kualitas terutama pada pejabat struktural yang dituntut harus mampu membenkan kontribusi positif bagi Departemen.Untuk menyiapkan sumber daya manusia sebagaimana dimaksud, khusus pejabat struktural pertu di program pengembangan kompetensinya melalui Diklat Kepemimpinan ataupun pengembangan karier untuk meningkatkan kinerja pejabat struktural tersebut.Adapun yang menjadi pokok permasalahan dalam tesis ini adalah sejauhmana pengembangan kompetensi tersebut dapat mempengaruhi kinerja pejabat struktural di Iingkungan Sekretariat Jenderal.Penelitian dalam hal ini menggunakan metode deskriptif analisis kuantitatif yaitu suatu metode untuk menggambarkan keadaan pada saat penelitian berlangsung dengan cara mengumpulkan data, mengolahnya serta menganalisisnya untuk menemukan pengaruh, juga untuk mengetahui besarnya kekuatan pengaruh tersebuf melalui metode statistik nonparametric dengan data ordinal untuk menentukan skor nilai variable. Popuiasi dalam penelitian ini adalah pejabat struktural pada Sekreiariat Jenderal dengan sampel sebanyak 56 orang. Sedangkan teknik analisis data yang digunakan adalah uji validitas dan reliabilitas instrumen penelitian, distnbusi frekuensi dan persentase variabel serta anaiisis kekuatan pengaruh antar variabel.Hasil penelitian menunjukkan bahwa terdapat pengaruh antara pengembangan kompetensi yang dibangun melalui Diklat Kepemimpinan terhadap kinerja pejabat struktural pada kategori positif sedang.Berdasarkan penelitian ini, ada satu hal yang perlu penulis sampaikan yaitu agar di organisasi Sekretariat Jenderal, pengembangan kompetensi bagi pejabat struktural perlu semakin ditingkatkan baik melalui pendidikan formal maupun melalui Diklat Kepemimpinan untuk meningkatkan pengetahuan, keahlian, sikap dan perilaku yang mempunyai pengaruh langsung terhadap kinerja pejabat struktural diIingkungan Sekretariat Jenderal Departemen Hukum dan Hak Asasi Manusia Republik Indonesia.

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The Secretariat General Department of Law and Human Rights is the main unit, headed by a first level structural officer, a General Secretary. Based on Ministerial of Law and Human Rights decision No. M.04-PR.07.10, by 2004 on Organisasi dan Tata Kerja Departemen Hukum dan Hak Asasi Manusia Republik indonesia (Organization and Working Order Department of Law and Human Rights, Republic of indonesia), stated that this organization has duty to implement supervision and coordination of work performance in department?s

administration.

With this duty and function, it needs to be supported by qualified human resources particularly structural officers able to give positive contribution to department. In order to prepare qualitied human resources, structural officers in particular need to develop their competence through Leadership Training or career development to enhance their performance.

The main problem posed in this thesis is how far the development of this competence can influence the structural officers' performance at the Secretariat General office. The research used quantitative analysis of descriptive method, meaning a method to describe a condition during this research take place by collecting data, analysis it through nonparametric statistic method with ordinal data in order to determine the variable's score. The population of this research is civil servants at the Secretariat General with 273 served as samples. Data analysis technique in used is validity and reliability test of research tools, frequency distribution and percentage of variables as well as analysis on the strength of influence between variables.

This result of this research shown strong influence between developments of competence through Leadership Training to structural officers' performance. Based on this research, several recommendations are posed; one of them is that the Secretariat General needs to establish a research in order to determine the improvement of performance of structural officers caused by competence development."

"A trainers guide to human performance improvement (HPI)a growing area of expertise amongst WLP professionals.Performance Basics is a foundational resource for those with little or no experience in HPI. It presents all the fundamentals of this important discipline and instructions for how to apply HPI principles to your training practices. Examples, checklists, and additional tools aid in your progression to becoming a knowledgeable HPI practitioner."

"With public scrutiny intensifying every day, optimizing the performance of government employees and departments is more critical than ever before. And just as in the private sector, the key for managers is to understand how different management systems perform individually and interact with one another. This book examines the roles and challenges of structural and technical systems, information and decision-making processes, rewards systems, and human capital management, and shows managers how to: deliver clear and consistent messages to all employees; position employees and units to provide the best possible service to the public; hold them accountable through clear expectations and measurable goals; and work with a strong leadership team to maintain, adjust, and improve all procedures. Liff devotes a chapter to each system and discusses its impact on overall performance as well as how to work proactively and innovatively to implement changes that will make a big difference. Including real-world government case studies demonstrating dramatic change, the book is both an inspiration and a blueprint for substantial improvement within every facet of government work."

"ABSTRAKPeran human capital atau Sumber Daya Manusia (SDM) di suatu perusahaan menjadi hal yang sangat penting sebagai penunjang aktivitas perusahaan supaya perusahaan terus berjalan. Begitu juga SDM yang terdapat di Lembaga Keungan Mikro Syariah (LKMS) seperti BMT, Koperasi Syariah, dan BPRS, harus memiliki kinerja yang baik sehingga dapat mencapai target atau bahkan melampauinya. Penelitian ini bertujuan untuk memahami faktor-faktor yang dapat memengaruhi kinerja karyawan pada LKMS, khususnya di Jabodetabek. Faktor-faktor yang digunakan dalam penelitian ini adalah reward, lingkungan kerja, penelitian, dan religiositas, serta kepuasan kerja sebagai variabel mediasinya. Sampel yang digunakan sebanyak 160 orang dan kemudian dianalisis menggunakan metode Partial Least Square-Structural Equation Modelling (PLS-SEM) dengan software SmartPLS. Hasil penelitian menemukan bahwa reward serta pelatihan positif signifikan memengaruhi kepuasan kerja, namun lingkungan kerja tidak signifikan berpengaruh terhadap kepuasan kerja. Lingkungan kerja, pelatihan, religiositas, dan kepuasan kerja memengaruhi kinerja karyawan secara positif dan signifikan. Sedangkan reward tidak signifikan berpengaruh terhadap kinerja karyawan. Kepuasan kerja dapat memediasi antara reward dengan kinerja karyawan, namun tidak dapat memediasi antara lingkungan kerja dengan kinerja karyawan.

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ABSTRACT

The role of human capital or Human Resources (HR) in a company becomes a very important thing as supporting the company's activities so that the company continues to run. Likewise, the human resources in the Islamic Micro Credit Institution (LKMS) such as BMT, Sharia Cooperatives, and BPRS, must have good performance so that they can reach the target or even exceed it. This study aims to understand the factors that can affect employee performance at LKMS, especially in Jabodetabek. The factors used in this study are reward, work environment, training, and religiosity, with job satisfaction as the mediating variable. The sample used was 160 people and then analyzed using the Partial Least Square-Structural Equation Modeling (PLS-SEM) method with SmartPLS software. The results of the study found that rewards and training are positive significantly affect job satisfaction, but the work environment did not significantly affect job satisfaction. Work environment, training, religiosity, and job satisfaction affect employee performance positively and significantly. While the reward does not significantly affect employee performance. Job satisfaction can mediate between reward and employee performance but can not mediate between work environment and employee performance.

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