scholarly journals Analisis Penilaian Kinerja Organisasi Perangkat Daerah di Kota Bandung

2018 ◽  
Vol 10 (2) ◽  
Author(s):  
- - Meyliana ◽  
Lidya - Agustina ◽  
Chandra - Setiawan
Keyword(s):  
Performance Appraisal ◽  
Assessment System ◽  
Appraisal System ◽  
Performance Assessment System ◽  
Appraisal Systems ◽  
The Many ◽  
Compulsory Subject ◽  
The Relationship ◽  
The City ◽  
Interaction Test

Satuan Perangkat Kerja Daerah (SKPD) is a compulsory subject to the Laporan Akuntabilitas Kinerja Instansi Pemerintahan (LAKIP) in Indonesia. Of the many SPKDs incorporated in the city or district governments throughout Indonesia, it was reported that none of them had achieved an A rating of the LAKIP they had compiled. This phenomenon forms the basis for our research to disclose other factors that might influence the assessment of LAKIP on performance appraisal systems for SKPD in Indonesia. Based on research conducted by Spekle and Verbeeten (2013) explained that there is a factor of contractibility that can affect the relationship between the performance appraisal system with the performance used as the dependent variable. Therefore, this study attempts to replicate previous research to test whether it will produce a similar conclusion or not. The type of this research is causal explanatory, where the sample comes from population 3 SKPD located in Bandung while Moderated Regression Analysis (MRA) is used as a data analysis techniquewhether interaction test is a special application of linear regression (multiplication of two or more independent variables).Keywords: Performance Assessment System, Performance, Contractibility, Satuan Perangkat Kerja Daerah (SKPD) Bandung, Public Sector’s Performance.

scholarly journals The Role of the Employee in Hungarian Hospital Performance Appraisal Systems

2021 ◽  
Vol 16 (2) ◽  
pp. 210-225
Author(s):  
Norbert Zétény Sárga ◽  
Richard Kása
Keyword(s):  
Performance Appraisal ◽  
Employee Engagement ◽  
Employee Satisfaction ◽  
Employee Performance ◽  
Hospital Performance ◽  
Appraisal System ◽  
Appraisal Systems ◽  
Hungarian State ◽  
The Relationship

In this paper, we examined the employee Performance Appraisal System (PAS) of hospitals and gave a description of the role and significance of employees in the PAS covering 27% of the population of Hungarian state-run hospitals. In the research, we also examined the relationship between performance appraisal and employee engagement, as well as the practice of measuring employee satisfaction. We created a scale called Employee participation in the employee performance appraisal scale. Based on our findings, we can state that the employee is an active participant in the Hungarian performance appraisal systems of hospitals, as they are involved in the appraisal and their views are taken into account. It has been found that where employee satisfaction is measured, there is an opportunity for the employees to formulate reflections on their evaluations. Although not outstanding, the employee is considered a partner in the evaluation of his work.

Performance Appraisal System Effectiveness

2019 ◽  
pp. 372-396
Author(s):  
Chandra Sekhar Patro
Keyword(s):  
Performance Appraisal ◽  
Appraisal System ◽  
Destructive Effect ◽  
Productivity Level ◽  
Performance Appraisal System ◽  
Successful Execution ◽  
Appraisal Systems ◽  
Almost All ◽  
Relationship Of ◽  
The Relationship

Performance appraisal system (PAS) has been noticed to be one of the most challenging activities of human resource management and is even a destructive effect on the relationship of employees and employers. It not only motivates the employee but also improves the productivity level of an organization. Performance appraisal is considered to be a key instrument and is practiced in almost all types of organizations, but with a few differences. In an effort to change the behaviors and attitudes of employees in the organizations, performance appraisal systems have incorporated the new values and desired behaviors. In this contemporary state the organizations have become more enthusiastic to augment the performance of their employees. The chapter aims at identifying the performance appraisal system undertaken in the organizations and its influence on employees' competency and efficiency. It emphasizes on the problems and consequences faced by the organizations, and also the best practices undertaken for successful execution.

Performance Appraisal System Effectiveness

2017 ◽  
pp. 156-180
Author(s):  
Chandra Sekhar Patro
Keyword(s):  
Performance Appraisal ◽  
Appraisal System ◽  
Destructive Effect ◽  
Productivity Level ◽  
Performance Appraisal System ◽  
Successful Execution ◽  
Appraisal Systems ◽  
Almost All ◽  
Relationship Of ◽  
The Relationship

Performance appraisal system (PAS) has been noticed to be one of the most challenging activities of human resource management and is even a destructive effect on the relationship of employees and employers. It not only motivates the employee but also improves the productivity level of an organization. Performance appraisal is considered to be a key instrument and is practiced in almost all types of organizations, but with a few differences. In an effort to change the behaviors and attitudes of employees in the organizations, performance appraisal systems have incorporated the new values and desired behaviors. In this contemporary state the organizations have become more enthusiastic to augment the performance of their employees. The chapter aims at identifying the performance appraisal system undertaken in the organizations and its influence on employees' competency and efficiency. It emphasizes on the problems and consequences faced by the organizations, and also the best practices undertaken for successful execution.

scholarly journals Policy implementation of the performance assessment system of aparatures in Cilandak Jakarta IPDN campus

2021 ◽  
Vol 10 (3) ◽  
pp. 403-411
Author(s):  
Rizki Rizki Amalia ◽  
Wirman Syafri ◽  
Muafi Muafi
Keyword(s):  
Performance Assessment ◽  
Performance Appraisal ◽  
Assessment System ◽  
Appraisal System ◽  
Soft System Methodology ◽  
Implementation Model ◽  
Performance Appraisal System ◽  
Performance Assessment System ◽  
Bureaucratic Structure ◽  
System Methodology

This study aims to identify and analyze and formulate a model for implementing the Apparatus Performance Assessment System Policy (Sikerja) at the IPDN Cilandak Jakarta Campus. The type of research used is descriptive with a qualitative approach. To formulate a model for the implementation of the apparatus performance appraisal system policy (Sikerja) at the IPDN Cilandak Jakarta campus, researchers used Soft System Methodology (SSM). In this study, an analysis of the implementation of the Sikerja policy was carried out with the dimensions studied were communication, resources, disposition and bureaucratic structure. The results showed that the implementation of the Sikerja policy at IPDN CIlandak Jakarta campus has been carried out quite well in the disposition and bureaucratic structure dimensions, however in the communication and resource dimensions there are still obstacles. The Implementation Model of the Apparatus Performance Appraisal System (Sikerja) policy at the IPDN Cilandak Jakarta Campus is a model that adds a dimension of commitment as an additional dimension in implementing the Sikerja policy. 

scholarly journals Towards Developing an Integrity Framework in Performance Appraisal System (PAS) in the Malaysian Public Sector: A Preliminary Analysis from Justice and Ethical Perspectives

2018 ◽  
Vol 5 (1) ◽  
pp. 37
Author(s):  
Norhaslinda Jamaiudin ◽  
Normala Adnan ◽  
Rabi'ah Aminuddin ◽  
S.M. Abdul Quddus
Keyword(s):  
Public Sector ◽  
Performance Appraisal ◽  
Pay For Performance ◽  
Positive Association ◽  
Assessment System ◽  
Appraisal System ◽  
Theoretical Contribution ◽  
Performance Appraisal System ◽  
Performance Assessment System ◽  
Rater Error

The implementation of Performance Appraisal System (PAS) is seen as a strategic move to foster performance-basedwork culture in the Malaysia’s public sector. Embedded in pay-for performance system, the new appraisal systemwhich was first introduced in 1992 establishes linkage between pay system, performance and competenciesdevelopment. However, the chain tying pay to performance appears to be weak. Massive disappointment signalspoor implementation as the appraisal system was overshadowed by inappropriate instrument design, rater error,inaccurate rating, bias assessment, etc. These major setbacks have evoked concern over ethical and fairness in thepractices of PAS. Occurrence of problems in the implementation of PAS signified erosion of justice and ethics in thepractices of PAS, thus lead to growing demand for integrity-based performance assessment system. This preliminaryanalysis therefore seeks to examine the relationship between ethic, justice and the practices of PAS in the Malaysia’spublic sector. Correlation coefficient results disclosed positive association between variables as the instrument used,process employed are moderately associated with ethics and justice dimensions. The appraisal system is likelyperceived to be good if fair assessment and ethical supervision were present and vice versa. This study deliberatelydiscusses the aforementioned issues through integrated framework based on organizational justice and workcharacter ethics theories and proposed framework for integrity enhancement in the implementation of PAS.Significantly, this article makes a theoretical contribution towards developing higher integrity capacity which oftenrequires in HRM practice.

scholarly journals Analysis of Performance Assessment System Model of Civil Servants in Gorontalo Province Training and Education Agency

2020 ◽  
Vol 1 (4) ◽  
pp. 27-32
Author(s):  
Djamila Podungge ◽  
Imam Mashudi ◽  
Karlina Napu
Keyword(s):  
Performance Assessment ◽  
Performance Appraisal ◽  
Education And Training ◽  
Assessment System ◽  
Survey Method ◽  
Appraisal System ◽  
Literature Study ◽  
Mutual Cooperation ◽  
Performance Assessment System ◽  
And Training

This study aims to analyze the Model Apart Civil Servant Performance Assessment System (SIRANSIJA) in the Gorontalo Province Education and Training Agency. This research method uses a survey method with data collection techniques are observation, interview and literature study. The data analysis technique was carried out through the process of data reduction, data presentation and conclusion. The results of this study are the results of this study are the Performance Appraisal System for Civil Service State Apparatus (SIRANSIJA) at the Gorontalo Province Education and Training Agency based on the Governor Regulation (PERGUB) No. 50 of 2016 which is then implemented through the SIRANSIJA application with the indicators being Integrity, Work Ethic and Mutual Cooperation. The implementation of this Assessment System is also regulated by principles that are objective, measurable, accountable, participatory, and transparency. The conclusion in this study is that the implementation of SIRANSIJA based on Gorontalo Governor Regulation Number 50 of 2016 in terms of the discipline of the State Civil Apparatus (ASN) has been effective in optimizing attendance, but in terms of ASN performance, it still needs a lot of improvement.

scholarly journals The Roles of Appraiser and Performance Appraisal Systems on Employee Job Satisfaction

2021 ◽  
Vol 8 (1) ◽  
pp. 25-29
Author(s):  
Nazatul Shima Abdul Rani ◽  
K. Sarojani Krishnan ◽  
Bright Collins Okezie
Keyword(s):  
Job Satisfaction ◽  
Performance Appraisal ◽  
Significant Relationship ◽  
Kuala Lumpur ◽  
Appraisal System ◽  
Employee Job Satisfaction ◽  
Performance Appraisal System ◽  
Competency Based ◽  
Appraisal Systems ◽  
The Relationship

This study aims to examine two types of performance appraisal systems used to assess food operators to maintain high employee job satisfaction.  About 250 questionnaires were distributed around Kampung Bharu area in Kuala Lumpur.   The number of questionnaires returned were 210 but only 205 questionnaires were usable for the present study. SPSS was used to analyse the data to test the hypotheses. There were four variables researched in this study, namely Behaviour-Based Performance Appraisal System, Competency-Based Performance Appraisal System, appraiser, and job satisfaction. There was a direct and significant relationship between both appraisal systems with the appraiser (H1 and H2) and employee job satisfaction (H4 and H5) respectively. There was also a direct and significant relationship between the appraiser and restaurant employees’ job satisfaction (H3). The role ofthe appraiser was identified as a mediator in the relationship between Competency-Based Performance Appraisal System and employee job satisfaction (H7). However, the role of the appraiser partially mediated the relationship between Behaviour-Based Performance Appraisal System and employee job satisfaction (H6). The appraiser was regarded as critical in ensuring that the appraisal system adopted be carried out fairly, professionally, and rationally with adequate knowledge to boost job satisfaction among food operator employees in Kuala Lumpur.

The relationship between performance appraisal system and employees' voice behavior through the mediation-moderation mechanism

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Khalid Rasheed Memon ◽  
Bilqees Ghani
Keyword(s):  
Performance Appraisal ◽  
Psychological Empowerment ◽  
Vital Role ◽  
Voice Behavior ◽  
Perceived Fairness ◽  
Appraisal System ◽  
Empowering Leadership ◽  
Content Type ◽  
Performance Appraisal System ◽  
The Relationship

PurposeThe purpose of this study is to investigate and articulate the performance appraisal process as a tool, used for the development of voice behavior through the fostering of trustworthiness and empowering culture in the organization.Design/methodology/approachData has been collected through survey instruments, filled by employees and their coworkers. The study proposes and tests a new model based on the relationship between performance appraisal and voice behavior through the moderation-mediation mechanism. Data analysis has been performed using SEM through SMART PLS 3.FindingsResults show that a strong and positive relationship exists between performance appraisal and voice behavior through the mediating variable of psychological empowerment. The moderators, empowering leadership and perceived fairness have played vital role in boosting psychological empowerment and strengthening the relationship with performance appraisal.Research limitations/implicationsThe study presents the performance appraisal system as one of the antecedents of employees' voice behavior generated through psychological empowerment (mediator) and perceived fairness and empowering leadership (moderators) since the appraisal system is to be implemented through the leader.Originality/valueThe study presents a unique and innovative idea while it tries to explore and measure the different effects/impacts of the relationship between performance appraisal and voice behavior.

scholarly journals The correlation between polygamy and educational achievement of children

2021 ◽  
Vol 58 (1) ◽  
pp. 2532-2539
Author(s):  
Aeshah saif Alahmadi, Najla Mohamed Alqhtani
Keyword(s):  
Decision Making ◽  
Organizational Performance ◽  
Performance Appraisal ◽  
Work Performance ◽  
Management Practices ◽  
Educational Achievement ◽  
Recent Past ◽  
Appraisal System ◽  
Managerial Decision ◽  
Appraisal Systems

Among themost efficient employee related management practices identified in both the developed and the developing nations is performance appraisal system, which is alsorecognized as a strong motivator for employees. It also enables smooth functioning of managerial decision making, administrative decision making and the employee development. The present study reviews prominent and key studies conducted in recent past systematically in order to assess how organizational performance appraisal systems and competency management frameworks affect employees’ work performance in the telecomsector.

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