The design phase of HR measurement system HR Scorecard approach as follows, 1) Identifying Competence HR Manager, 2) Measurement of High Performance Work Systems, 3) Measuring HR Alignment System, 4) resource efficiency, 5) HR Deliverables. Important element of the HR Scorecard is deliverable, use of High Performance Work Systems, HR Systems Alignment, HR Efficiency. Human Resources Scorecard (HR Scorecard) is a measurement system that links human resources with the company's strategy and performance will eventually be able to create awareness about the consequences of human resource investment decisions, so that the investment can be done in the right way and the right amount. Consequently, there is increased emphasis on the importance of human resource performance measurement and determine how the contribution of human resources to organizational performance.
One of the competitive advantages of the organization is human resource. Organizations not only measure financial performance but also non-financial. Organization have to measure the performance and contribution to the increase in the value of assets. It is expected that this study can contribute conceptually applicable to researchers and the public who will evaluate the performance of schools using a balanced scorecard approach.Visitor Counter & amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp lt div class="statcounter"& amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp gt & amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp lt a title="Web Analytics" align="center"href="" target="_blank"& amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp gt & amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp lt < center> img class="statcounter" src=""< /center> alt="Web Analytics" referrerPolicy="no-referrer-when-downgrade"& amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp gt & amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp lt /a& amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp gt & amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp lt /div& amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp amp gt įacing the competitive rivalry, many organization have implemented a tool to measure their performance. Therefore, in the context of the fourth school into a balanced scorecard assessment factors and infrastructure funds, students, curricular activities, and teachers and education personnel. Given the balanced scorecard approach emerged and developed within a business organization it is necessary to attempt modification before being used for the assessment of school performance. Balanced scorcard base its scoring on four aspects, namely financial, customer, internal business processes, and growth and development. It was found that the concept of the balanced scorecard is a strategic alternative evaluation tool organization that focuses on financial performance. The methodology used is qualitative method that relies on a literature review of the literature and research journals.
Here, the authors attempt to describe the concept of a balanced scorecard that is applicable for the assessment of school performance.
This study aims to explore the concept of school performance appraisal using the balanced scorecard.