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Template Jpwk 2014 Journal of Regional and City Planning vol. 28, no. 2, pp. 99-110, August 2017 DOI: 10.5614/jrcp.2017.28.2.2 Analysis and Design of a Human Resources Performance Measurement System for the Nutmeg Oil Agro-industry in Aceh 1 2 3 Rahmat Fadhil0F , Taufik Djatna1F , and M. Syamsul Maarif [Received: 26 August 2016; accepted in final version: 16 June 2017] Abstract. This article aims to develop a model of human resources (HR) performance measurement for the nutmeg oil (Myristica fragrans) agro-industry in Aceh based on the Human Resource Scorecard (HRSC) method. The study uses the Relief method of system formulation to assess the effect of key performance attributes and to determine the association rules to facilitate the performance measurement system by taking into account the relationships between the attributes based on the support value and confidence value using Association Rules Mining (ARM). The analysis and design of the system are conducted using the System Development Life Cycle (SDLC) method that includes the analysis of system requirements, and Business Process Model and Notation (BPMN) using Sybase-Power Designer version 16.5. The results showed that the analysis system is successfully developed through describing in detail the process flow of the entire circuit system in the study. The Relief method for system design was capable of producing a rank system of key attributes in HR performance measurement, namely high-performance work system (HPWS) and human resource system alignment (HRSA). The advanced data handling process with ARM generated association rules with the three highest rankings of the overall HR performance measurement system. Keywords. Association rules mining, human resource scorecard, nutmeg oil, performance, relief. [Diterima: 26 Agustus 2016; disetujui dalam bentuk akhir: 16 Juni 2017] Abstrak. Artikel ini bertujuan untuk mengembangkan model sistem pengukuran kinerja sumber daya manusia (SDM) agroindustri minyak pala (Myristica fragrans) Aceh berdasarkan metode Human Resource Scorecard (HRSC). Formulasi sistem menggunakan metode Relief untuk mengetahui pengaruh kinerja utama dari suatu atribut yang dinilai dan menentukan aturan asosiasi untuk memudahkan pengukuran kinerja dengan memperhatikan hubungan antar atribut berdasarkan nilai penunjang dan nilai kepastian menggunakan metode Association Rules Mining (ARM). Analisis dan desain sistem dilakukan mengikuti metode System Development Life Cycle (SDLC) meliputi analisa kebutuhan sistem, use case diagram, dan Business Process Model and Notation (BPMN) dengan menggunakan software Sybase- PowerDesigner version 16.5. Hasil penelitian menunjukkan bahwa analisis sistem berhasil dikembangkan dengan menggambarkan aliran proses secara detail dari seluruh rangkaian sistem yang dikaji. Desain sistem melalui metode Relief mampu menghasilkan perangkingan 1 Department of Agricultural Engineering, Universitas Syiah Kuala (Unsyiah), Darussalam 23111, Banda Aceh, E-mail: [email protected] 2 Department of Agroindustrial Technology, Faculty of Agricultural Technology, Institut Pertanian Bogor (IPB), Kampus IPB Dramaga 16002, Bogor, E-mail: [email protected] 3 Business School - Institut Pertanian Bogor, Kampus IPB Gunung Gede, Bogor 16151, E-mail: [email protected] ISSN 2502-6429 online © 2017 ITB, ASPI dan IAP 100 Rahmat Fadhil, Taufik Djatna & M. Syamsul Maarif atribut utama dalam pengukuran kinerja SDM, yaitu sistem kerja performansi tinggi (high performance work system/HPWS) dan keselarasan sistem SDM (human resource system alignment/HRSA). Proses penanganan data lanjutan dengan ARM diperoleh aturan asosiasi dengan tiga peringkat tertinggi yang dapat mewakili keseluruhan sistem pengukuran kinerja SDM. Kata kunci. association rules mining, human resource scorecard, kinerja, minyak pala, relief. Introduction Human resource performance is usually measured by three main aspects, i.e. its effectiveness, efficiency, and sustainability. Effectiveness refers to the extent to which human resources (HR) can meet the expected goals. Meanwhile, efficiency is related to the use of resources. Sustainability concerns how conducive human resources are in maintaining relationships and continuity by taking into account the effectiveness and efficiency. Thus, an HR performance measurement system is a strategic parameter in ensuring that HR useful for all parties. Thus, performance management is one of the important managerial concepts in an HR performance system. Several experts have written about HR performance measurement systems. Aguinis (2007) argued that performance measurement is the process of identifying, measuring, and developing the performance of both the individual and the group (team) and aligning this with the strategic objectives. Noe et al. (2010) stated that performance measurement is a managerial task which ensures that employees' activities and performance are in line with the expected goals. Hannay (2010) argued that performance measurement is an important activity that involves managers’ responsibility to train, guide, motivate and give appreciation to employees to perform optimally. These opinions show that performance measurement is a process or set of processes of developing a shared understanding of the goals to accomplish, how to achieve them, and how to manage people in such way to increase the likelihood of achieving the objectives (Maarif and Kartika, 2012). Currently, there is a great variety of performance measurement methods, ranging from simple to complex. In general, the selection of HR performance measurement techniques strongly depends on the size, scale, and complexity of the organization or company. Performance measurement methods include checklists, alternative rating scales, graphic rating scales, behaviorally anchored rating scales (BARS), behavioral observation scales (BOS), management by objectives (MBO), critical incidents, forced-choice scales, paired comparations, forced distribution method, point allocation method, essays, self-assessments, 360o feedback, balanced scorecard (BSC), human resource scorecard (HSRC) and work standard (Maarif and Kartika 2012; Noe et al., 2010; Dessler, 2003; Rothmann and Cooper, 2008; Byars and Rue, 1997; Jackson et al., 2012; Kapplan and Norton, 1996; Becker and Ulrich 2011). Suwignyo et al., (2000) stated that performance measurement is a synergy that must be formulated in the form of a guideline for each partner. In the past, organizational performance was only oriented at financial measures, but now increasingly uses a mixed measurement system of integrated financial and non-financial criteria (Kaplan and Norton, 1996; Ingle, 1998; Li and O'Brien, 1998; Suwignyo et al., 2000). In addition, the ability of HR to produce useful and relevant products is highly dependent on the policies, strategies, and practices of the management of the organization and the company. Consequently, its measurement must involve Analysis and Design of a Human Resources Performance Measurement System 101 evaluating the key elements of management implementation and at the same time identifying hindrances and analyzing data and information to find patterns of tendencies within the system (Syahyuti, 2003). Indonesia is one of the world’s biggest suppliers of nutmeg (Myristica fragrans) with a market share of around 70-85%, outperforming Granada, Sri Lanka and Jamaica (Balittro, 2012; Bachmid, 2008). Nutmeg production in Aceh is the third largest in Indonesia after North Maluku and North Sulawesi (Ditjenbun Kementan, 2014). This, in turn, was able to increase the economy and income of the population of Aceh, especially in the regencies of South Aceh and Southwest Aceh Regency (Abdya), which is the largest nutmeg producing region in Aceh. Aceh is a pioneer in nutmeg oil refinery in Indonesia, with the establishment of PT ADI (Aceh Distilling Industries) in Tapak Tuan in the 1970s, which introduced the most modern tools of processing nutmeg oil at the time. PT ADI has long been closed, but refining technology has been adopted by a number of nutmeg businesses in Aceh. The performance of the nutmeg oil agro-industry, particularly related to human resources, fluctuates over time. Therefore, performance measurement is needed to assess the effectiveness of the investments in nutmeg oil processing made by various small-scale agro-industries in the region. Hence, a performance measurement system needs to be developed to assess how human resource performance in the nutmeg oil agro-industry in Aceh can continue to grow. The objective of this study is to develop an HR performance measurement model for the nutmeg agro-industry in Aceh by determining the key performance factor that most influences the attributes in the system, using the HRSC method. Moreover, the study aims to determine the association rules to facilitate the performance measurement system by considering the relationship between attributes based on the support value and certainty value. Methodology The analysis and system design are done using the System Development Life Cycle (SDLC) (Wasson, 2006; Moore, 2015). This cycle can be seen in Figure 1. Analysis and design of the design follow five phases, from planning to implementation. The analysis involves defining the system, analysis of requirements, use case diagram, and creating a Business Process Model and Notation (BPMN). The system is designed using Sybase- PowerDesigner version 16.5 (Sybase 2013). The system is defined as describing the problem threshold comprehensively and usually involves goals, schedules,
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