scholarly journals Rancang Bangun Sistem Informasi Monitoring Absensi Karyawan Berbasis Website

2021 ◽  
Vol 4 (2) ◽  
pp. 301-311
Author(s):  
Ahmad Sofyan ◽  
◽  
Ani Oktarini Sari ◽  
Eva Zuraidah ◽  
◽  
...  
Keyword(s):  
Performance Appraisal ◽  
Employee Performance ◽  
Work Productivity ◽  
Appraisal Process ◽  
Existing Problems ◽  
Internet Connection ◽  
The Hours ◽  
Performance Appraisal Process ◽  
Employee Attendance

Employee attendance is very important as a support that can encourage work productivity activities. Monitoring employee attendance also plays an important role in the employee performance appraisal process. However, the application of the employee attendance system at PT Indra Karya Persada is currently still using the attendance book manually by writing down the hours of entry and return in handwriting. Attendance that is done manually can cause problems in the form of inappropriate data, difficulty in searching for data, and the risk of losing data. In addition, the current employee attendance system has not accommodated employees if they have to work outside the office, they must come to the office to write down their attendance. For this reason, a computerized employee attendance system that can be accessed anywhere with an internet connection is needed, so that existing problems can be resolved properly. And the process of monitoring and daily employee attendance reports can be monitored properly

scholarly journals Sistem Pendukung Keputusan Penilaian Kinerja Karyawan Pada PT Manggala Usaha Manunggal Menggunakan Metode Analytical Hierarchy Process (AHP)

2021 ◽  
Vol 2 (4) ◽  
pp. 218-234
Author(s):  
Sella Marta Armelia ◽  
Firamon Sakti
Keyword(s):  
Decision Support ◽  
Performance Appraisal ◽  
Support System ◽  
Analytical Hierarchy Process ◽  
Employee Performance ◽  
Web Based ◽  
Appraisal Process ◽  
Performance Appraisal Process ◽  
Hierarchy Process ◽  
A Company

PT Manggala Usaha Manunggal is a company engaged in mining and focusing on coal minerals, which is supported by many employees who work professionally in their respective fields. In a company, an employee performance appraisal process is usually carried out to determine the best employees. In the current performance appraisal process, the company still uses a manual system, so it is still less effective and efficient in managing data. The problem faced is how to calculate the best employee performance appraisal, with a decision support system in calculating employee performance appraisal, one of which is by applying the AHP (Analytical Hierarchy Porcess) method which is expected to produce the best employee rankings. The system that will be created will be web-based using MYSQL.

scholarly journals The Effects of Goal Setting and Self-Instruction Training on the Performance of Unionized Employees

2005 ◽  
Vol 55 (1) ◽  
pp. 80-95 ◽  
Author(s):  
Travor C. Brown ◽  
Gary P. Latham
Keyword(s):  
Performance Appraisal ◽  
Goal Setting ◽  
Self Efficacy ◽  
Employee Satisfaction ◽  
Employee Performance ◽  
Subsequent Performance ◽  
Appraisal Process ◽  
Performance Appraisal Process ◽  
Self Instruction

This study assesses the effectiveness of goal setting, goal setting plus training in self-instruction, and being urged to do one's best on the performance of unionized employees (n = 32). The ability of managers, peers and self to observe changes in employee performance was also assessed. Appraisals were made prior to and 10 weeks following three interventions. ANCOVA indicated that employees who set specific, difficult goals had significantly higher performance than those in the doing one's best and those doing goal setting plus self-instruction. Moreover, self-efficacy correlated positively with subsequent performance. Employee satisfaction with the performance appraisal process was high across the three conditions. Peers provided better data for assessing the effect of an intervention than self or managers.

Disappointing Interventions and Weak Criteria: Carving Out a Solution Is Still Possible

2016 ◽  
Vol 9 (2) ◽  
pp. 350-356 ◽  
Author(s):  
Aharon Tziner ◽  
Sylvia G. Roch
Keyword(s):  
Performance Appraisal ◽  
Goal Attainment ◽  
Employee Performance ◽  
Performance Appraisals ◽  
Performance Ratings ◽  
Rater Training ◽  
Actual Performance ◽  
Appraisal Process ◽  
Whole Process ◽  
Performance Appraisal Process

In their focal article, Adler and his colleagues (2016) elaborate on the pros and cons of abolishing the performance appraisal process in organizations. Sherman-Garr (2014) contends that this trend is on the rise because both managers—the raters—and their subordinates—the ratees—disdain performance scores. Employees feel that performance ratings do not reflect their actual performance, and therefore they do not gain the rewards they merit. Conversely, their supervisors/managers experience a great deal of frustration because the improvement of employee performance does not match up to the excessive time and effort invested in the appraisal process, making the whole process ineffective and inefficient. We agree that performance appraisals, specifically the practice of assigning performance ratings, appear to be a disliked and ineffective human resource function. However, we do not agree that goal attainment should be used in place of performance ratings; rating format and rater training represent “disappointing interventions” and, most of all, only “weak” criteria exist for performance ratings.

scholarly journals Role of Performance Appraisal System and Its Impact on Employees Motivation

2020 ◽  
Vol 2 (1) ◽  
Author(s):  
Pooja Dangol
Keyword(s):  
Performance Appraisal ◽  
Work Performance ◽  
Service Industry ◽  
Employee Performance ◽  
Employee Motivation ◽  
Appraisal System ◽  
Job Descriptions ◽  
Appraisal Process ◽  
Performance Appraisal Process

The general objective of the study is to determine the role of performance appraisal and its impact on employee. The study is guided by the following specific objectives: to establish the extent to which performance appraisal process affects employee motivation, to determine the extent to which appraisers affect staff motivation and to determine the challenges in appraising employee performance. The study adopted descriptive research design. The population of interest consists of 120 employees of Service Industry in Nepal. Data is collected using structured questionnaires and additional qualitative data is collected using the reference from the questionnaire and the objectives of the study. The data is analysed using statistical tools such as frequency distribution, percentages and Pearson correlations. Data is presented using tables and charts. The research findings suggest that regular assessment of performance leads to employee motivation. Performance appraisal rating can be considered as a technique that has a positive effect on work performance and employee motivation. Employees may be motivated if the appraisal process is based on accurate and current job descriptions. On the challenges of performance appraisal on employee motivation established that some managers tend to be liberal or strict in their rating of staff which may affect the employees’ motivation. The manager’s ability to address the skills gaps can have a significant impact on the employee’s motivation. Regular ratings may affect the performance and motivation of the employees. Fair assessment of the employee’s performance may enhance their motivation.

scholarly journals Analisis dan Desain Sistem Pendukung Keputusan Penilaian Kinerja Pegawai dengan Metode Analytical Hierarchy Process (AHP)

2020 ◽  
Vol 5 (3) ◽  
pp. 307
Author(s):  
Rohmat Taufiq ◽  
Sulkhan Sulkhan ◽  
Yulianti Yulianti ◽  
Aries Saifudin
Keyword(s):  
Decision Support ◽  
Decision Support System ◽  
Performance Appraisal ◽  
Support System ◽  
Analytical Hierarchy Process ◽  
Employee Performance ◽  
Process Analysis ◽  
Appraisal Process ◽  
Performance Appraisal Process ◽  
Hierarchy Process

The decision support system (DSS) for employee performance appraisal is a decision support system used in the employee performance appraisal process at PT. Surya Toto Tbk. Currently, the employee performance appraisal process is still done manually (paper based) so that the reports produced are not real time. From the existing problems, this research aims to analyze and design a decision support system according to the existing criteria using the Analytical Hierarchy Process (AHP) method with the aim of being able to be developed into a Web-based DSS. The method used begins with communication with management, especially the perpetrators of employee performance appraisals. Furthermore, planning, data collection process, analysis, design and finally making reports are carried out. The conclusion of this study provides a suggestion for the addition of subcriteria from the existing criteria. After calculating with AHP, the value that appears for the work outcome criteria (A) on the quantitative subcriteria A11 with a score of 0.123, qualitative A12 with a score of 0.033, delivery A13 with a score of 0.024 and Implementation of SOP A14 with a score of 0.018. The score is for a very good value (BS).

Supervisor-subordinate relationships and employee performance appraisals: a multi-source investigation in Croatia

2020 ◽  
Vol 43 (1) ◽  
pp. 45-62
Author(s):  
Arup Varma ◽  
Ivana Zilic ◽  
Anastasia Katou ◽  
Branimir Blajic ◽  
Nenad Jukic
Keyword(s):  
Performance Evaluation ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Cultural Backgrounds ◽  
Content Type ◽  
Appraisal Process ◽  
Performance Appraisal Process ◽  
Matched Data ◽  
The Impact

PurposeThe purpose of this paper is to empirically examine supervisor-subordinate relationships and their impact on performance appraisal in Croatia. Specifically, we were interested in examining how supervisor-subordinate relationships impact subordinate perceptions of performance evaluation and the subordinate's reactions to the performance evaluation.Design/methodology/approachThis paper uses matched data from a sample of supervisors and subordinates (n = 53) in a leading organization in the hospitality industry in Croatia, as well as objective performance appraisal data to examine the impact of supervisor-subordinate relationships on subordinate reactions to performance appraisal.FindingsThe key findings of this study include (1) supervisor trustworthiness determines the quality of their relationship with subordinates and leads to interpersonal liking, and (2) supervisor-subordinate relationship quality has a significant impact on subordinate reactions to performance appraisal process and outcomes.Research limitations/implicationsThe overall sample size (n = 53) of this study is small, and limits our ability to make generalizations beyond a point. Also, since the sample included only Croatian individuals, the findings maybe an artifact of the fact that they all hold similar values. Future studies should examine these relationships in supervisor-subordinate dyads comprised of individuals of different cultural backgrounds.Practical implicationsSupervisors should attempt to have high quality relationships with most, if not all, subordinates, as this would lead to higher acceptance of the performance appraisal process, which can impact future performance. Also, trustworthiness is closely related to the subordinate's perception of the quality of relationship he/she shares with the supervisor.Originality/valueThis is the first known paper to empirically study performance appraisal processes and relationships in Croatia, which also included both supervisor and subordinate perspectives.

scholarly journals Analysis and Design of Decision Support System for Employee Performance Appraisal with Simple Additive Weighting (SAW) Method

2020 ◽  
Vol 5 (3) ◽  
pp. 275
Author(s):  
Rohmat Taufiq ◽  
Ri Sabti Septarini ◽  
Ahmad Hambali ◽  
Yulianti Yulianti
Keyword(s):  
Decision Support ◽  
Decision Support System ◽  
Performance Appraisal ◽  
Support System ◽  
Employee Performance ◽  
Performance Appraisals ◽  
Analysis And Design ◽  
Appraisal Process ◽  
Performance Appraisal Process ◽  
Simple Additive Weighting

The decision support system (DSS) for employee performance appraisal is a decision support system used in the employee performance appraisal process at PT. Surya Toto Tbk. Currently, the employee performance appraisal process still done manually (paper-based) so that the reports produced were not real-time. From the existing problems, this research aimed to analyze and design a decision support system according to the existing criteria using the Simple Additive Weighting (SAW) method to be able to develop into a Web-based DSS. The method used began with communication with management, especially the perpetrators of employee performance appraisals. Furthermore, planning, the process of data collection, analysis, design, and finally making reports carried out. The conclusion of this study provided a suggestion to use the criteria that had given two more criteria. By giving weights and calculations carried out for three employees, the value obtained for employee C got the highest score (0.98) followed by employee B, and the lowest score (0.85) was employee A.

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