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"PT. Presisi Cimanggis Makinur est une société a responsabilité limitée avec une spécialisation sur les domaines d?injection plastique et de moulage. Elle a debute comme une p etite affaire puiselles?est developpée en une entreprise auniveau nationale . Avec 20 employees au debut en 1983, aujourd?hui elle en emploie 320. Le Departement de Ressources Humaines aussi été developpé, avec un chef de departement et cinq subordonnées. Ce n?est pas facile de maintenir 320 employées qui travaillent 24 heures sur 24. C?est pourquoi, l?entreprise doit developper imperativement les competences de ses employées de Department de Ressources Humaines. Cette These parle des activites de la Gestion de Ressources Humaines á PT. Presisi Cimanggis Makmur qui sont:a. Le proces de recrutement.Concerne la definition, les niveaux de recrutement, les methodes, les sources des candidats jusqu? au j ob preview.b. Le process de selection.Concerne la mission et les facteurs qui l?influencent, l?interview, la methode, la mesure de la perfonnance des employees jusqu?a la gestion d?entrajnement des personnels.c. L'entrainement et le plan du developpement.Concerne l?entrainement des employées jusqu ' au developp ement du personnel. Chaque sujet sera discutée en chapitre separée.Finallement, il y á une conclusion et une recommendation sur le systeme de Ressotwces HUmaines a PT. Presisi Cimanggis Makniur. Bien que, il existe une quantite insuffisante de la théorie, mais il est clair que PT. Presisi Cimanggis Makmur á essayeé d?applique au maximum son systeme et ses activites de ressources humaines.

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PT. Presisi Cimanggis Makmn is a national company with line business in plastic injection and mold making. It started from a small business to become a national level company. With 20 employees in initial stage in 1983, today PCM has 320 employees. Human Resources Department is being developed as well from two employees in the beginning to five employees today includes the manager himself. It is not easy to maintain day-to-day activities with limited personnel. That is the reason why HRD has to upgrade its staff capabilities. This report speaks about some activities of Human Resources Department of PCM which are: a. Recruitment process.Concern in the definition, recruitment level, methods, sources of the candidates until job preview.b. Selection process.Concern in the mission and influenced factors, method until interview.c. Performance management system.Concern in mission and planning, training and development.Each topic is discussed in separate chapter. Finally, there are conclusion and recommendation of human resources activities in PCM. Even though, the real application is not always in accordance with the based theory, we can see with its limitation PCM has tried to maximize the real application in accordance with the theory."

"Pengembangan sumber daya manusia (SDM) dalam organisasi harus ditangani secara serius. Hal ini dikarenakan pengelolaan SDM yang baik akan berdampak pada kestabilan organisasi dan upaya pencapaian tujuan / sasaran dan atau target organisasi. Salah satu aspek pengembangan SDM yang sangat penting diperhatikan adalah perencanaan dan pengembangan karir yang berpengaruh pada peningkatan motivasi kerja karyawan.Motivasi kerja yang merupakan dorongan dalam diri seorang karyawan untuk melakukan pekerjaan yang lebih baik akan dapat dipertahankan apabila organisasi dapat memuaskan kebutuhan-kebutuhan karyawaannya. Salah satu kebutuhan karyawan yang perlu diperhatikan adalah pengembangan karir yakni proses mengidentifikasi potensi karir pegawai, mencari dan menerapkan cara-cara yang tepat untuk mengembangkan potensi tersebut. Untuk mengetahui kaftan antara pengembangan karir dan motivasi kerja karyawan di lingkungan Rumah Tahanan Negara Kelas I Jakarta Pusat dilakukan penelitian deskriptif dengan menggunakan kuisioner sebagai alat (instrumen) pengumpul data primer indikator instrumen penelitian untuk mengungkap pengembangan karir terdiri dari; minat pada pekerjaan, tujuan pegawai dalam bekerja, seleksi dan ujian kemampuan, kesanggupan pegawai, kesempatan, pekerjaan yang sesuai, pekerjaan yang selesai. Sedangkan indikator motivasi kerja mengacu pada teori Herzberg yakni terdiri atas aspek: prestasi, pengakuan, pekerjaan itu sendiri, tanggung jawab, kenyamanan tempat kerja, kemajuan dalam karir.Penelitian ini bertujuan untuk mengetahui korelasi antara pengembangan karir dengan motivasi kerja karyawan. Oleh karena itu dilakukan uji korelasi dengan mempergunakan alat bantu SPSS 11.0. for windows. Dari hasil uji korelasi Spearman rho diketahui bahwa terdapat hubungan signifikan positif antara variabel X dengan variabel Y. Artinya semakin baik pengembangan karir (variable X), maka motivasi kerja karyawan (variable Y) di lingkunan penelitian ini akan semakin baik pula. Dengan kata lain persepsi dan pemahaman responden yang diolah dalam analisis korelasi secara kwantitatif memperlihatkan bahwa responden penelitian ini menyetujui bahwa semakin baik pengembangan karir, maka motivasi kerja karyawan akan semakin baik.Berdasarkan hasil penelitian ini, saran atau rekomendasi yang ingin disampaikan oleh peneliti adalah perlu dilakukan perbaikan dan pembenahan dalam sistem pengembangan karir di lingkungan Rumah Tahanan Negara Kelas I Jakarta Pusat. Pengembangan karir hares disesuaikan dengan tuntutan dan tujuan karyawan dalam bekerja sehingga motivasi kerja karyawan dapat lebih dioptimalkan. Selain itu perencanaan dan pengembangan karir yang tidak saja menguntungkan karyawan secara pribadi tetapi juga menguntungakan organisasi perlu disusun dan distandarkan. Artinya setiap karyawan mendapat perlakuan yang lama dalam pengembangan karir dan menempatkan orang yang tepat pads tempat yang tepat. Penempatan seorang karyawan secara tepat akan meningkatkan motivasi kerja dan profesionalisme kerja serta kemampuannya dalam bekerja. Informasi akan perencanaan pengembangan karir perlu ditingkatkan dan dikembangkan sehingga pegawai dapat mempersiapkan diri dan mengembangkan diri serta mempersiapkan pengembangan karirnya kelak.Perlu dilakukan rotasi kerja secara internal bagi seluruh pegawai yang telah memenuhi syarat secara kepangkatan dan golongan, guna meningkatkan motivasi kerja pegawai walaupun mereka tidak memilki kesempatan kenaikan pangkat namun mengetahui dan berwawasan pekerjaan dilingkungan instansi. Hal ini juga akan tetap menjaga motivasi mereka dalam bekerja dan instansi terlindungi dari masalah kecemburuan sosial sekaligus menunjang perbaikan dan pembenahan dalam sistem pengembangan karir di lingkungan Rumah Tahanan Negara Kelas I Jakarta Pusat.Dilakukanya pengusulan pada lembaga yang lebih tinggi agar kuota struktural ditambah berkenaan dengan beban tugas khususnya biding pengamanan, juga dapat secara internal menambahkan jabatan struktural terhadap sub kerja guna menangani oprasional internal instansi.

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The development of human resources in organization must be handled seriously. It is because good management of human resources will give positive impact for the stability of organization and any efforts to obtain goals and or target organization.

Motivation of work which is internal vigor to make a good work can be maintained lithe organization can satisfy the need of the employee. One of the needs of the employee which should be looked after is career arrangement. It can be categorized into three which are identification of potential career of the employee, find and implement suitable instrument to develop its capability. To explore the relation of career arrangement on motivation of' work descriptive research is examined using questionnaire as the instrument to collect data. The indicators in the instrument are interest, goal, selection and capability test, capability, opportunity, and suitability. Meanwhile indicators of motivations of work based on Hertz berg theory are performance acknowledgment, the work itself, responsibility, satisfaction and career advancement.

This research aims to identify the correlation of career arrangement on employee's motivation of work. For that reason, correlation test shows that there is positive and significant relation between X variable and Y variable. It means that better career arrangement (X) will improve employee's motivation of work. In other word, respondent's perceptions and understanding which are analyzed in the quantitative correlation analysis shows that the respondents agree that the better career arrangement, motivation of work will improved.

Based on the research, suggestion recommendation which is released here is that there is a need of improvement in the career arrangement system in the Detention Center Central Jakarta. Career arrangement should be fitted with the demand and goals of the employees; hence their motivation can be optimized. Beside, planning and development of career should be standardized. It means that every employee obtains equal treatment in the career and placement arrangement. Good placement of an employee will improve motivation and professionalism of work. Information on career arrangement should be improved and developed; hence the employee can prepare themselves in the future.

Work replacement and rotation internally are needed for employees that have pass in position and classifications, it means can motivated and get more knowledge's for them even they already know that there is no career adjustment. It will keep their motivation and reduces all kinds of disputes and also makes any better and system and career arrangements in the Detention Center Central Jakarta,

Asking for more quota of structural addition to the higher level, especially in security parts, will help to caring of every internals problems."

"Tujuan dari penelitian ini adalah untuk membuktikan pengaruh aktivitas performance management dan rewards terhadap employee engagement, employee engagement terhadap workplace optimism dan workplace optimism terhadap kinerja individu. Penelitian ini dilakukan di salah satu Divisi PT Heavy Equipment yang bergerak di bidang penjualan alat berat. Jumlah responden adalah 279 karyawan. Sebelum disebarkan, kuesioner penelitian telah diuji validitas dan reliabilitas menggunakan SPSS. Pengolahan data untuk membuktikan hipotesis yang telah dirumuskan menggunakan metode Structural Equation Model (SEM) Lisrel 8.7.  Dari hasil yang di dapatkan menunjukkan aktifitas performance management dan rewards berpengaruh signifikan dan positif terhadap employee engagement, employee engagement berpengaruh signifikan dan positif terhadap workplace optimism, dan workplace optimism berpengaruh signifikan dan positif terhadap kinerja individu.

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Purpose of this paper is to prove the influence of performance management and rewards on employee engagement, influence of employee engagement on workplace optimism and influence of workplace optimism on individual performance. This research conducted in one of Division of PT Heavy Equipment a heavy-duty machine dealer. There are 279 respondent who joining in this research. Data processing for questioner pre-test using SPSS, and for hypothesis testing using Structural Equation Model (SEM) on Lisrel 8.7. The results show that performance management activity and rewards do have significant positive influence on employee engagement. The employee engagement has significant positive influence to create workplace optimism, and workplace optimism significantly influences the individual performance."

"Pada 2013, PT. Trakindo Utama membentuk divisi baru Supply Chain Prime Products untuk meningkatkan Permintaan dan kinerja Pasokan dari Pabrik ke Pelanggan. Perbaikan dilakukan secara terus menerus untuk meningkatkan kinerja, namun dalam implementasinya masih terdapat capaian KPI yang belum sesuai dengan target. Di industri alat berat, ini diduga karena perkiraan kontribusi penjualan yang tidak akurat. Selain itu, faktor pasar alat berat yang tidak sesuai dengan prediksi juga dianggap berkontribusi. Dalam tulisan ini, proses akan diidentifikasi dalam kinerja manajemen rantai pasokan yang dapat menyebabkan KPI persediaan tidak tercapai. Metode yang akan digunakan untuk melakukan evaluasi kinerja rantai pasokan adalah model SCOR versi 12.0. Berdasarkan evaluasi kinerja, dapat disimpulkan bahwa rantai pasokan memiliki implementasi yang cukup efektif terutama dalam metrik Reliability. Sedangkan untuk area inventory itu sendiri masih perlu perbaikan di area Source dengan mengantisipasi proses waktu yang lama dan daerah Deliver sendiri dengan memberikan perkiraan yang akurat. Hal yang mendukung implementasi rantai pasokan yang efektif adalah komitmen manajemen melalui visi, misi dan strategi hingga level Divisi dan Departemen. Sedangkan yang menjadi faktor penghambat yaitu kemampuan tim sales dalam melakukan forecast yang akurat. Pada akhirnya perusahaan diharapkan dapat menggunakan model SCOR versi 12.0 untuk melakukan pengukuran KPI agar penerapan supply chain management menjadi lebih komprehensif dengan hasil yang maksimal melalui peningkatan kompetensi tim.

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In 2013, PT. Trakindo Utama formed a new division of Supply Chain Prime Products to improve Demand and Supply performance from Factory to Customer. Repairs are carried out continuously to boost performance, however in its implementation there are still achievements of KPIs that have not been in line with the target. In the heavy equipment industry, this was allegedly due to inaccurate sales contribution estimates. Besides that, the heavy equipment market factor that is not in line with predictions is also thought to have contributed. In this paper, a process will be identified in the supply chain management performance that can cause inventory KPIs to not be reached. The method that will be used to conduct supply chain performance evaluation is the SCOR model version 12.0 from level 1 to 3. Based on performance evaluation, it can be concluded that supply chain has quite effective implementation especially in Reliability metrics. While for inventory itself still need improvement in Source area by anticipating the long lead time process and Delivers own area by providing accurate forecast. Whereas the inhibiting factor is the ability of the sales team to make accurate forecasts. In the end the company is expected to be able to use the SCOR version 12.0 model to conduct KPI measurements so that the implementation of supply chain management becomes more comprehensive with maximum results through increasing team competency."

"Tesis ini membahas tentang manajemen kinerja pegawai negeri sipil pada lingkup Dinas Kesehatan Kabupaten Flores Timur berdasarkan Peraturan Pemerintah Nomor 46 Tahun 2011 dengan menggunakan pendekatan kualitatif. Hasil penelitian menyimpulkan bahwa manajemen kinerja yang meliputi tahapan performance planning, performance execution, performance assessment dan performance review, belum dilaksanakan secara optimal oleh Pegawai Negeri Sipil pada dinas dimaksud yang berdampak pada belum belum terciptanya akuntabilitas kinerja pegawai negeri sipil sebagai unsur aparatur pemerintah yang merupakan salah satu pilar penting dalam mewujudkan good governance. Kondisi yang demikian ini juga berpengaruh sulitnya pemerintah daerah untuk melaksanakan kebijakan pengembangan dan pembinaan pegawai negeri sipil yang didasarkan pada sistem prestasi kerja.

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This thesis describes Performance Management of Public Civil Officers of Health Local Government Service of East Flores Regency Based on Government Regulation Number 46 Annual 2011 using the qualitative approach. Result of this research concludes that performance  management which cover the phases of performance planning, performance execution, performance assessment and performance review,  not  applied optimally by Public Civil Officers at this local government service with influential to performance accountability of public civil officers as one of the important element pillar of  government apparatus to achieve the reality of good governance. The existing condition will influence problems to local government   to  execute policy development and construction of public civil officers based on performance management system."

"Departemen Keuangan (Depkeu) sebagai salah satu pemegang amanat rakyat dalam pengelolaan keuangan negara terus berupaya untuk menjadi bagian dari reformasi itu sendiri dengan cara melakukan reformasi birokrasi secara bertahap dan terus menerus dengan tujuan untuk menciptakan aparatur negara yang bersih, profesional, dan bertanggung jawab. Selain itu, untuk menciptakan birokrasi yang efisien dan efektif sehingga dapat memberikan pelayanan publik prima. Untuk mempercepat tercapainya tujuan tersebut, Menteri Keuangan memutuskan menggunakan balanced scorecard sebagai sistem manajemen kinerja dan sistem manajemen strategis di departemen yang dipimpinnya. Tesis ini bertujuan untuk mengevaluasi rancangan dan implementasi BSC untuk tema pendapatan negara. Selain itu, kriteria Baldrige juga digunakan untuk mengevaluasi apakah Depkeu memiliki kinerja yang unggul setelah BSC diterapkan. Penelitian atas tingkat kesiapan strategis organisasi juga dilakukan untuk mengukur tingkat kesiapan organization capital Departemen Keuangan dalam menerapkan BSC. Hasil tesis ini mengusulkan perbaikan rancangan dan implementasi BSC yang sudah berjalan dan mengidentifikasi hal-hal yang dapat dijadikan pedoman Depkeu dalam mengambil kebijakan untuk meningkatkan tingkat kesiapan strategis organisasi, serta menyarankan perbaikan agar Depkeu dapat menjadi organisasi yang berkinerja unggul.

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Ministry of Finance as one of the owners of people trusteeship in state's finance management continually cope to be a part of reformation process itself by conducting bureaucracy reform step by step and continuously as a mean to create clean, professional and responsible government officers as well as creating efficient and effective bureaucracy enabling it to give excellent public service. In order to speed up the achievement of these objectives, Minister of Finance decided to use balanced scorecard as a performance management and strategic management system in Ministry of Finance. The objective of this thesis is to evaluate balanced scorecard?s design and implementation for revenue generation. Additionally, Malcolm Baldrige Criteria for Performance Excellence is also used to evaluate whether the Ministry of Finance can achieve excellent performance after balanced scorecard is applied. Research in the level of organization strategic readiness is also conducted to measure the level of readiness Ministry of Finance?s organization capital in applying balanced scorecard. Results of this thesis suggest the need of adequate improvement of design and implementation of balanced scorecard that have been done and identify everything that can be used as guidance for Ministry of Finance for creating policy in order to improve the level of organization strategic readiness. This thesis also finds the needs of improvement so that Ministry of Finance can become an organization that can achieve excellent performance."

"ABSTRAKPenelitian dalam studi kasus ini bertujuan ingin menguji pengaruh implementasi performance management dengan basis balanced scorecard pada performance appraisal karyawan cabang Bank X. Dalam studi kasus ini ditelaah rancangan desain key performance indicator pada performance appraisal, kinerja key performance indicator pada financial perspective sebelum dan sesudah implementasi, pemahaman karyawan mengenai proses penilaian kinerja dan bagaimana korelasi antara pemahaman karyawan dengan nilai performance appraisal secara keseluruhan. Pengujian pemahaman diperoleh dari penyebaran kuesioner kepada karyawan cabang Bank X yang bertugas langsung menghadapi nasabah di kantor pelayanan. Hasil temuan penelitian ini menunjukkan bahwa rancangan performance appraisal Bank X masih perlu perbaikan, kinerja financial perspective yang diukur dalam performance appraisal tidak berdampak kepada pertumbuhan finansial seperti yang diharapkan, pemahaman proses penilaian kinerja pada umumnya baik dan terbukti ada korelasi antara pemahaman karyawan dengan hasil performance appraisal secara keseluruhan.

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ABSTRACTThis study examines the impacts on implementation of performance management based on balanced scorecard for Bank X branch personnel?s performance appraisal. Focus of this study is to examine design of key performance indicators implemented to employee?s performance appraisal, impact of financial perspective implementation on growth of financial position, understandings of performance appraisal process and correlation between understanding of the performance appraisal process and its performance appraisal score as a whole. Testing on the understanding of the performance appraisal process were done through questionnaires sent to Bank X branch personnel who directly serves customer. Finding result of this study shows that design of key performance indicator implemented to Bank X personnel?s performance appraisal need some improvements, personnel understandings of the performance appraisal process are sufficient and it was proven that there are correlations between understandings of the process and performance appraisal?s score."

"Pelayanan keperawatan sebagai salah satu subsistim pelayanan kesehatan di rumah sakit merupakan komponen sentral untuk terwujudnya pelayanan kesehatan yang bermutu. Keberhasilan pelayanan kesehatan yang bermutu ditentukan oleh berbagai faktor antara lain kualitas sumber daya manusia, sarana dan fasilitas, kebijakan yang ada serta manajemen rumah sakit. RSU Bina Sehat Kabupaten Bandung, dalam bidang keperawatan masih banyak menghadapi berbagai kendala. Rendahnya kinerja rumah sakit dengan nilai BOR (Bed Occupancy Rate) baru mencapai 4l,05%, tingkat keterlibatan perawat/bidan dalam upaya peningkatan kualitas layanan masih rendah, dan dari sisi manajemen RSU Bina Sehat belum memiliki konsep dan fondasi manajemen yang kuat. Dalam upaya meningkatkan manajemen dan kinerja perawat/bidan, pemerintah melalui Menteri Kesehatan mengeluarkan keputusan tentang Pedoman Pengembangan Manajemen Kinerja (PMK) Perawat dan Bidan yang tercantum dalam Kepmenkes RI Nomor 836/Menkes/SK/VU2005. Tujuan penelitian ini secara umum adalah menganalisis kesiapan RSU Bina Sehat dalam menerapkan PMK perawat/bidan melalui faktor input dan proses. Penelitian menggunakan metode deskriptif analitik dengan pendekatan kualitatif. Fokus penelitian adalah pada lini manajemen dan pelaksana yang berhubungan dengan keperawatan dan kebidanan. Dari hasil telaah dokumen, wawancara mendalam, dan FGD (Focus Group Discusion) menunjukkan bahwa Faktor Input PMK yaitu uraian tugas, SOP, SAK/SAB, pelatihan, sistem penghargaan, kecuali indikator kinerja, sudah dijalankan namun masih bersifat superfisial. Faktor Proses PMK yaitu monitoring, evaluasi, pengelolaan penyimpangan, diskusi refleksi kasus, dokumentasi asuhan keperawatan, dokumentasi asuhan kebidanan belum berjalan optimal sesuai dengan aturan dan standar yang telah ditetapkan oleh pemerintah. Dari hasil penilaian terhadap faktor-faktor tersebut RSU Bina Sehat tidak siap dalam menerapkan Kepmenkes RI No. 836/Menkes/SK/VI/2005 atau kesiapan baru mencapai 30%. Hambatan pelaksanaan PMK adalah kurangnya dukungan terhadap program, kurangnya kualitas dan kuantitas SDM , sarana dan prasarana masih kurang serta rendahnya motivasi kerja. Selain melengkapi kekurangan dari faktor input dan proses, dalam rangka menunjang kinerja dan sistem manajerial, secara umum diusulkan melalui 10 langkah perbaikan yaitu perbaikan struktur organisasi rumah sakit dan instalasi; kebijakan pimpinan rumah sakit; komitmen visi, misi, tujuan rumah sakit dari seluruh komponen rumah sakit; memupuk sifat kepemimpinan; peningkatan ketrampilan klinis dan manajerial; perbaikan deskripsi pekerjaan dan beban kerja; menilai kembali tata letak ruang rawat; melengkapi sarana dan alkes; memperbaharui sistem penghargaan; mengembangkan kerja tim dan pembelajaran.

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Nursing service is, as a subsystem of health service in hospital, a central component to achieve quality heath service. The success of quality health service is dependent on the quality human resotuces, facilities and infrastructures, standing policies, and hospital management. Bina Sehat Hospital in Kabupaten Bandung is still facing many problems in nursing services including low perfomiance with 41.05 per cent of BOD (Bed Occupancy Rate) , low involvement of nulseslmidwives in the upgrading of quality service and Bina Sehat Hospital does not have solid concept and foundation of management. In an attempt to improve management and performance of nurses/midwives, the government of Indonesia through the Minister of Health has issued guidance on the development of performance management nurse/midwife in Kepmenkes RI No. 836/Menkes/SK/VI/2005. The objective of this study is to analyze the readiness of Bina Sehat Hospital in Development of Perfomance Management (DPM) nurse/midwife through input and process factor. This study employs descriptive analytic method with qualitative approach. The focus ofthe study is on the line management and execution related to nursing and obstetric. According to the results of document’s review, in-dept interview, and Focus Group Discussion, it is shown that input factors of DPM comprising of job description, Standard Operating Procedure (SOP), nursing/midwifery upbringing standard, training, reward system, except performance indicator, have already been operational yet still superficial. Process factors of DPM consisting of monitoring, evaluation, storage management, case reflection discussion, nursing documentation, obstetric documentation have not been optimal by the govemrnents’ rules and standards. Evaluation results on these factors, Bina Sehat Hospital is considered not ready yet in the implementation of Kepmenkes RI No. 836/Menkes/SK/VI/2005 as its readiness currently achieves only 30 per cent. The problems in implementing DPM nurse/midwife are the lack of support on the program, shortage in the quality and the quantity of human resources, shortage of facilities and infrastructure, and low work motivation. Apart from filling the gap in input and process factors, in supporting performance and managerial system, ten improvement steps are proposed are improve structural organization of hospital and installation; improve hospital management policies, committed vision, mission, objectives of the whole hospital components, nurture leadership, up-grade clinical and managerial skills, improvejob description and work load, review the lay out of nursing, add on facilities and health instrument, renew reward system, develop team work and learning system."

"A balanced scorecard should not just be a collection of financial and non-financial measures, organized into three to five perspectives. A good test is whether you can understand the strategy by looking only at the scorecard..."

"Public organizations are now requested to continually increase its service quality to be able to compete with the private sector which is continually expanding to respond to the environment changes. One of the new paradigm in the management of the public sector is known as the New Public Management (NPM) , in which, according to some research conducted by experts, the Traditional Model of public Administration is no more suitable to the present organizational needs. A lot of work has been done towards the NPM approach , and the one , especially discussed in this writing , is the adoption of the Performance Management System (PMS) as realized by the private sector. This is because the performance measurement at the traditional model does not include the periodical evaluation towards the program as well as the individual. This measurement is also more leaning towards the economic perspective (input oriented) in which the connection between input cost and the goal has not yet been seen. For this purpose, some countries have tried to implement the PMS with some different conclusion. This writing tried to insvestigate whether the the PMS is successful or has failed based on some literature research as conducted by some scholars in this field. On the other hand, problems which are related to the implementation of the PMS and its effect towards the public sector have also been evaluated. At the end of this writing some recommendations have been presented. It is certain that each organization has different characteristics which means that the implementation of the program should be adjusted to the uniqueness of the public sector organization."