scholarly journals PENILAIAN KINERJA KARYAWAN MENGGUNAKAN METODE TOPSIS

JURTEKSI ◽  
2021 ◽  
Vol 7 (3) ◽  
pp. 333-340
Author(s):  
Sukamto Sukamto ◽  
Yanti Andriyani ◽  
Kiki Wahyuni
Keyword(s):  
Performance Appraisal ◽  
Employee Performance ◽  
Performance Appraisals ◽  
Assessment Criteria ◽  
Topsis Method ◽  
Appraisal System ◽  
Communication Management ◽  
Performance Appraisal System ◽  
Or Organization

Abstract: The Employee’s performance appraisal is something that must be done by the company or organization to be able to evaluate the company's development. Permata Hati Duri Hospital conducts employee performance appraisals every month. This study aims to create an employee performance appraisal system that can facilitate the hospital when evaluating employee performance. The assessment criteria used are competence, professionalism, communication, management and friendliness with. This research uses TOPSIS method, PHP and MySQL programming as database. The sample used is 10 employees. The final result obtained in the system is the result of ranking employee.            Keywords: employee performance appraisal; topsis.  Abstrak: Penilaian kinerja karyawan adalah hal yang harus dilakukan oleh perusahaan atau organisasi untuk dapat mengevaluasi perkembangan perusahaan. Rumah Sakit Permata Hati Duri melakukan penilaian kinerja terhadap karyawan pada setiap bulannya. Penelitian ini bertujuan membuat sistem penilaian kinerja karyawan yang dapat memudahkan pihak rumah sakit saat melakukan penilaian kinerja karyawan. Kriteria penilaian yang digunakan adalah kompetensi, profesionalisme, komunikasi, manajemen dan keramahan dengan. Penelitian ini menggunakan metode TOPSIS, pemograman PHP dan MySQL sebagai database. Adapun sampel yang digunakan adalah 10 karyawan. Hasil akhir yang didapatkan pada sistem berupa hasil perangkingan nilai karyawan. Kata kunci: penilaian kinerja karyawan; topsis.

scholarly journals PENINGKATAN PERSEPSI KARYAWAN TERHADAP OBJEKTIVITAS PENILAIAN KINERJA MENGGUNAKAN METODE BARS DAN MBO

2021 ◽  
Vol 5 (1) ◽  
pp. 21-28
Author(s):  
Wulan Purnamasari ◽  
Ika Widya Ardhiyani
Keyword(s):  
Performance Appraisal ◽  
Work Performance ◽  
Employee Performance ◽  
Performance Standards ◽  
Performance Appraisals ◽  
Employee Perceptions ◽  
Appraisal System ◽  
Performance Appraisal System ◽  
Performance Appraisal Process ◽  
A Company

The performance appraisal system in a company has an important role in achieving the target of achieving a job. Employee job satisfaction with the performance appraisal system depends on the level of employee perceptions of the performance appraisal system that applies to their workplace. This research was conducted in a company PT.X which is engaged in the BOPP film industry. The performance appraisal system in the company, based on employee perceptions, is still not effective. Here, the researcher attempted to design a performance appraisal system using the BARS and MBO methods. This research was conducted by means of field surveys, literature studies, and FGDs. The BARS and MBO methods are able to assess employee performance. Where in this method it creates unclear and measurable performance standards, there is no maximum feedback on the performance of employees, often the assessment is subjective, besides the assessment is carried out once a year so that it causes management to experience difficulties in monitoring. In addition, the company only dominantly assesses work activities and behavior, without assessing the work performance of each employee. Whereas here, the company should have carried out an objective performance appraisal, by having clear and measurable assessment standards and being able to provide feedback on employee performance achievements. Thus, researchers recommend using the BARS and MBO methods in the performance appraisal process. This aims to meet the company's needs for employee performance appraisals.

scholarly journals APLIKASI SISTEM PEMBERIAN REWARD BERDASARKAN KINERJA KARYAWAN DENGAN METODE ANALYTICAL HIERARCHY PROCESS (AHP) PADA TOKO GOLDEN JAYA STAR PEKANBARU

2019 ◽  
Vol 2 (1) ◽  
pp. 87-101
Author(s):  
Yuda Irawan ◽  
Nella Sari
Keyword(s):  
Performance Evaluation ◽  
Performance Appraisal ◽  
Analytical Hierarchy Process ◽  
Employee Performance ◽  
Performance Appraisals ◽  
Appraisal System ◽  
Personal Opinion ◽  
Performance Appraisal System ◽  
Reward Amount ◽  
Hierarchy Process

The employee system at the Golden Jaya Star Pekanbaru Shop is currently based on the store's personal opinion, so its assessment of employee performance is not believed to be valid.  This study aims to determine the employee performance appraisal system that is right used as the basis for awarding employee rewards. This research is expected to be able to help or facilitate the Golde Jaya Star Pekanbaru shop leader in providing rewards based on employee performance appraisal, among others, with the existence of this application can help leaders in giving rewards based on employee performance appraisal at the Golden Jaya Star Pekanbaru store. With this application, it can help leaders in giving rewards based on employee performance appraisals can reduce the occurrence of errors in the provision of employee rewards.  With the application of the system of giving rewards based on employee performance evaluation can reduce the occurrence of errors in the awarding of employee rewards.  This system application is only applied to determine the employee reward amount.

It’s time to bring performance appraisal into the twenty-first century

2015 ◽  
Vol 23 (7) ◽  
pp. 23-26 ◽  
Author(s):  
Shahina Javad ◽  
Sumod S.D.
Keyword(s):  
Performance Management ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Performance Appraisals ◽  
Appraisal System ◽  
Business World ◽  
Content Type ◽  
Rating Method ◽  
Modern Business ◽  
The Right

Purpose – Examines the weaknesses of many current performance appraisals and shows how to improve them. Design/methodology/approach – Draws on examples from companies such as Cisco, Google and Infosys. Findings – Shows that there are two main sets of reasons for the failure of performance management – system related and people related. System-related problems crop up while defining the performance goals or designing the appraisal system. People-related problems usually arise while discussing the results of appraisals. Practical implications – Investigates the importance of the three key elements of performance appraisal – the appraiser, the appraisal period and the rating method. Social implications – Shows how important performance appraisal can be in the modern business world where skilled and talented workers are at a premium. Originality/value – Argues that present-day organizations need to develop an ongoing process to manage employee performance, make sure the right things are being measured, and that the feedback is carried out as constructively as possible.

scholarly journals INOVASI PERANCANGAN INSENTIF UNTUK MENINGKATKAN KINERJA PADA PERUSAHAAN CLEANING SERVICE ONLINE

2020 ◽  
Vol 1 (2) ◽  
pp. 143
Author(s):  
Melati Kurniawati ◽  
Anas Nasrulloh Sidiq
Keyword(s):  
Performance Appraisal ◽  
Employee Turnover ◽  
Employee Satisfaction ◽  
Employee Performance ◽  
Appraisal System ◽  
Improve Performance ◽  
Significant Difference ◽  
Performance Appraisal System ◽  
Performance System ◽  
Model Approach

ABSTRAKPerusahaan XYZ adalah perusahaan cleaning service online yang baru berkembang. Perusahaan ini belum memiliki sistem penilaian kinerja karyawan yang objektif. Hal tersebut mengakibatkan karyawan yang tidak puas oleh sistem perusahaan sehingga turnover karyawan  tinggi setiap bulannya, setidaknya satu karyawan keluar. Dari permasalahan tersebut penelitian ini mencoba merancang sistem penilaian kinerja dan insentif yang digunakan untuk menyelesaikan permasalahan tersebut salah satunya dengan rancangan insentif untuk meningkatkan kinerja pada perusahaan. Sistem kinerja ini merupakan pendekatan dengan model campuran (mix model). Rancangan pemberian insentif ini dilihat dari dua indikator yaitu indikator perilaku dan kemampuan yang diturunkan dari misi perusahaan untuk menjadi dasar perancangan variable pengukuran. Hasil dari penelitian ini menunjukkan perbedaan signifikan dari nominal insentif yang didapat karyawan dan peningkatan kepuasan karyawan terhadap sistem penilaian kinerja.Kata kunci: Pengukuran kinerja, mix model, kompensasi, manajemen sumberdaya manusiaABSTRACTXYZ company is a new online cleaning service company. This company does not yet have an objective employee performance appraisal system. This resulted in employees being dissatisfied with the company's system so that employee turnover was high every month, at least one employee left. From these problems, this study tries to design a performance appraisal system and incentives that are used to solve these problems, one of which is by designing incentives to improve performance in the company. This performance system is a mix model approach. The design of this incentive is seen from two indicators, namely the behavioral and ability indicators derived from the company's mission to be the basis for designing measurement variables. The results of this study indicate a significant difference from the nominal incentives obtained by employees and an increase in employee satisfaction with the performance appraisal system. Keywords: Performance measurement, mix model, compensation, human resource management

scholarly journals EMPLOYEE PERFORMANCE APPRAISAL SYSTEM BASED ON RANKING AND REVIEWS

2017 ◽  
Vol 10 (13) ◽  
pp. 495
Author(s):  
Ashish Modi ◽  
Sharath Kumar J ◽  
Sharath Kumar J ◽  
Sharath Kumar J ◽  
Muralidhar A ◽  
...  
Keyword(s):  
Decision Tree ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Human Intervention ◽  
Appraisal System ◽  
Good Decision ◽  
Performance Appraisal System ◽  
Using Data ◽  
Employee Needs ◽  
Employee Data

Objective: In many organizations, employee data have to be maintained and utilized for many purposes. Here, in this paper, we are going to use such data to calculate an employee’s performance.Methods: This employee data may be converted into useful information using data mining techniques such as K-means and decisions tree. K-means is used to find the rank of the employee means that the employee may come under in his criteria. Decision tree is used to find the review of an employee means that the employee needs improvement or he/she meets expectation.Results: This algorithm when utilized can identify the top employee who can be considered for appraisal or the eligible candidates for promotion. Hence, these algorithms such as K-mean and decision tree that help to find best employees for any association and help us to take a good decision in less time.Conclusion: There are various factors which should be considered and are limited to this algorithm, so human intervention is required to consider those factors. However, ranking and appraisal are seen in many companies, and this algorithm will definitely identify the potential candidates.

Employee Performance Appraisal System Participation: A Technique That Works

2003 ◽  
Vol 32 (1) ◽  
pp. 89-98 ◽  
Author(s):  
Gary E. Roberts
Keyword(s):  
Performance Appraisal ◽  
Employee Performance ◽  
Employee Voice ◽  
Appraisal System ◽  
Conceptual Foundation ◽  
Performance Appraisal System ◽  
Effective Performance ◽  
Available Information ◽  
Participatory Performance

Performance appraisal is one of the most complex and controversial human resource techniques. Participatory performance appraisal is an essential and proven attribute of an effective performance appraisal system. This article summarizes the conceptual foundation for participation including its intrinsic motivational value, the expansion of available information, and the opportunity to interject employee voice. The moderating role of goal setting and feedback in enhancing participation effectiveness is outlined. The article concludes with factors that attenuate the effectiveness of participation including lack of training, absence of rater accountability strategies, and organizational and supervisory resistance to honest subordinate feedback.

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