P PT. Indah Kiat Pulp & Paper is a company producing the greatest industrial paper in Indonesia with the greatest market share, about 34%. Up to now, the Human Resources Department of PT. Indah Kiat Pulp & Paper has not possessed a comprehensive performance measurement system capable of measuring and managing the strategic contribution of the human resources function of company. Therefore, this research is intended to design and implement a performance measurement system by using HR. Scorecard Method.HR. Scorecard is a tool to measure and manage the strategic contribution of human resources role in creating value to achieve company strategy through four perspectives, i.e.outcome, customer, internal business process, and learning and growth.The designing and implementation of HR. Scorecard are accomplished at the Human Resources Department. The data used in designing the HR. Scorecard are vision. Mission, corporate strategy, and the Human Resources Department strategy. Themeasurement requires data on corporate condition, i.e. the number of production , number of employees, number of complaint to the human Resources Department , data on a End Year Appraisal, recruitment processing time, gap analysis, training hours/employee, overtime rate, employees' understanding, number of training for trainers, and employees ' education levels of Human Resources Department.The stages of designing HR. Scorecard are formulating the company vision, mission , and strategy. The next task is to formulate the strategy of Human Resource Department, Creating Strategy map, identifYing HR. Deliverables, aligning HR. Architecture with HR. Deliverables, designing measurement system, and implementing measurement system by means of Likert's scale. The examination of the importance of each strategic objective is accomplished by weighing by using pairwise comparisons. The subsequent thing to do is to compute the performance value of the Human Resources Department.Based on the designed and implemented HR. Scorecard, it is possible to identity the strategic objectives of each perspective together with a its value and weight. The strategicobjectives of the outcome perspective , to improve the employees' productivity , has score 4 and weight 1. The strategic objective of the customer perspective is to improve the division satisfaction with score 5 and weight 0,276; to encourage the employee to achieve good performance with score 4 and weight 0,724. The strategic objective of internal business process perspective is recruitment and selection with score 4 and weight 1; competence appraisal with score 4 and weight 0,154; training and development with score 4 and weight 0,277; effectiveness and efficiency with score 3 and weight 0,569. The strategic objective of learning and growth perspective, HRM understanding with score 4 and weight 1; training ability with score 4 and weight I ; employees' competency with score 4 and weight 1; contribution of employees' competency to competency appraisal with weight 0,232, and contribution to effectiveness and efficiency with weight 0.768. The score for the entire Human Resources Department in 2003 is 3.998, meaning that it is good enough.It is suggested that the company build a special team whose task is to evaluate and adjust the HR. Scorecard to the changes periodically, to improve effectiveness and efficiency to minimize overtime, and to take all initiatives conducive to the integrated and related strategic objective achievement.