Research Journal of Finance and Accounting www.iiste.org ISSN 2222-1697 (Paper) ISSN 2222-2847 (Online) Vol.6, No.6, 2015 190 Implementation of Management Performance Assessment Based HR Scorecard Yoyo Sudaryo Lecturer of STIE INABA Bandung, Management Studies Program, School of Economics Indonesia Building, Jl Soekarno Hatta No. 448 Bandung Email: y.sudaryo@yahoo.co.id Abstract This study aims to assess the performance of human resources management based on the Balanced Scorecard approach Based on the analysis of the causal relationship it can be seen that at: Financial Perspective: Companies that transformed grow and develop by increasing product sales can increase profit growth directly encourage the achievement of the company's financial condition healthier. Customer Perspective: The company that can meet the needs of consumers will increase of customer satisfaction and customer loyalty. Internal Business Process Perspective : Increased productivity can increase of production capacity , after sales service , delivery time and lower product defects. Increased sales service can improve the satisfaction of customers. The precision time delivery of products can improve customer satisfaction. Learning and Growth Perspective: This perspective is supported by Human Resources that are reliable and good work culture. With the creation of this increases employee satisfaction may increase productivity. Keywords: Implementation of HR Performance Management, Balanced Scorecard. 1. Introduction Rapid business competition, as now, the company is required to take strategic steps in any condition to compete in the face of competitors that will arise. High economic growth and political stability and security are controlled will be used by the company to mobilize all resources optimally in order to achieve optimal business growth as well. The company's management continued transformation to leverage resources including Human Resources (HR) is effectively in line with the demands of market competition in the industry deregulation era telecommunications.At the globalization era that demands all the information that occurs in the whole world can be quickly followed by the telecom holding a very important role. The role of telecommunications include: strengthening national unity, facilitate the activities of government and support the achievement of development goals, encourage efforts to educate the nation, improving national economic growth, and strengthen the relations between nations. It is not only associated with achieving the target of PT XL Axiata Tbk, but also in order to win the competition in the telecommunications business is increasingly widespread in Indonesia especially for PT XL Axiata realize obsession, Tbk into regional and global operators. In addition, according to the company's commitment to make PT XL Axiata Tbk as the market leader in business information and communication. However, the performance problems occur PT XL Axiata. PT XL Axiata as the second largest mobile operator apparently decreased. In Q1 XL Axiata reported total reached 62.9 million, while in Q3 reported to reach 58.3 million. This is certainly an impact on the amount of data subscribers XL. Robert Kaplan and David Norton introduced a concept of corporate performance measurement called the Balanced Scorecard. Balanced Scorecard measures the performance of companies from a variety of perspectives, both in terms of internal ie from a financial perspective, internal business process perspective and learning and growth perspective and in terms of terms of external. Balanced Scorecard is also able to translate vision into strategy as a goal (objectives) for each division or department at operational level so that in the end the management is able to achieve the vision of the company. The impact of the company will be able to compete and be able to continue to survive. 2. Review of Literature According to Edwin B. Flippo (2006: 9) in Human Resource Management book revised edition in 2003 revealed that: "Human Resource Management is the planning, organizing, directing and monitoring the activities of procurement, development, compensation, integration, maintenance and release of human resources in order to achieve various goals of individuals, organizations and society". Armstrong (2004: 29), Looking at performance management as a means to obtain better results than organizations, teams, and individuals with a way to understand and manage performance in a framework of objectives, standards, and requirements- attribute requirements agreed. The purpose of performance measurement according to Mulyadi 1993 are as follows: 1. To determine the contribution of a portion of the company to the whole organization. 2. To provide a basis for research achievements in the organization. 3. To provide motivation for managers in carrying out its part in tune with the ultimate goal of the company