Design of an Integrated Human Resource Strategy for PT. Maritime Crewing Services International by Incorporating an HR Scorecard

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Huang, Christian and Rustenia, Idial Sari and Ansori, Kgs. Azhar and Karuniasih, Mia and Kurniawan, Widya Pranata (2014) Design of an Integrated Human Resource Strategy for PT. Maritime Crewing Services International by Incorporating an HR Scorecard. Project Report. Sekolah Tinggi Manajemen IPMI, Jakarta Selatan. (Unpublished)

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Abstract

The group field project (the GFP) was commissioned to develop an integrated HR strategy that aligns with the corporate level strategy. As a new established company, PT. Maritime Crewing Services Internasional (the Company) does not have a corporate level strategy, let alone a HR strategy. Moreover, there is a gap between what the Company’s strategic objectives with its shareholder’s expectation. The Company views itself as a profit center for the shareholder, while the shareholder has another agenda to utilize the Company as a strategic tool for the benefit of the whole business group. The first step taken by the GFP team, therefore, is to develop corporate level strategy map using the balance scorecard framework of Norton & Kaplan. Through this strategy map, we have emphasized the alignment of the organization in order to enable PT. MCSI to meet the vision, mission, and objectives that the holding company has defined for it. The second step that follows is to develop HR strategy map which aligns with the corporate level strategy map laid down in the first step. Based on the HR strategy map, the GFP team developed an HR scorecard as a tool to link HR with the needs of business. The HR scorecard covers key performance indicator, measurement, person-in-charge, timeline and strategic initiative for implementation By having the strategy maps both at corporate and HR level and a HR scorecard, the GFP will benefit the Company by making it focuses on strategy execution, and not just strategy formulation. They create a strategy-focused organization. People drive execution. People deliver results. Therefore, the HR Scorecard is well and truly an execution tool. It measures and, hence, ensures accountability of those who manage people and the HR function. However, it may be worth emphasizing that leadership is the catalyst. Strategic leadership makes things happen and objectives met.

Item Type: Monograph (Project Report)
Subjects: H Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management
Divisions: Library > GFP (Group Field Project)
Depositing User: Dede Faujiah
Date Deposited: 20 Jan 2020 03:16
Last Modified: 22 Jan 2020 02:54
URI: http://repository.ipmi.ac.id/id/eprint/482

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