MENGUNGKAP MAKNA PENILAIAN KINERJA APARATUR SIPIL NEGARA BADAN KEPEGAWAIAN DAN PENDIDIKAN PELATIHAN DAERAH KABUPATEN PASURUAN

2021 ◽  
Vol 07 (01) ◽  
Author(s):  
Nike Lidiawati ◽  
◽  
Darti Djuharni ◽  
Tachjuddin Tachjuddin ◽  
◽  
...  
Keyword(s):  
Performance Assessment ◽  
Performance Appraisal ◽  
Routine Activities ◽  
Mutual Respect ◽  
Mutual Cooperation ◽  
Good Communication ◽  
Quality Of Work ◽  
Education Agency ◽  
And Training

Abstrak: Penelitian ini bertujuan untuk mengungkap makna Penilai Kinerja Aparatur Sipil Negara (ASN) di lingkungan Badan Kepegawaian dan Pendidikan Pelatihan Daerah (BKPPD) Kabupaten Pasuruan. Pendekatan Etnometodologi digunakan dalam penelitian ini karena merupakan ciri khas metode ini untuk melihat kegiatan rutin yang dilakukan setiap harinya. Analisis dilakukan sesuai dengan tahapan dalam etnometodologi, yaitu indeksikalitas, refleksifitas, dan aksi kontekstual. Hasil penelitian menunjukkan bahwa penilaian kinerja didasarkan pada beberapa kategori, yaitu sesuai Tugas Pokok dan Fungsi (TUPOKSI); kualitas hasil kerja; dan adanya komunikasi, kerjasama, dan koordinasi yang baik. Penilaian kinerja yang telah dilakukan ini mengandung makna adanya tenggang rasa, saling menghormati, dan gotong royong. Hasil penelitian ini diharapkan dapat menjadi bahan pertimbangan kepada pemerintah daerah terkait dengan penilaian kinerja yang harus dilakukan. Abstract: This study aims to reveal the meaning of the State Civil Apparatus Performance Appraiser (ASN) in the Regional Employment and Training Education Agency (BKPPD) Pasuruan Regency. The ethnomethodology approach is used in this study because it is the hallmark of this method to see the routine activities carried out every day. The analysis was carried out according to the stages in ethnomethodology, namely indexicality, reflexivity, and contextual action. The results showed that the performance appraisal was based on several categories, namely according to the Main Tasks and Functions (TUPOKSI); quality of work; and good communication, cooperation and coordination. This performance appraisal has the meaning of tolerance, mutual respect, and mutual cooperation. The results of this study are expected to be considered by the local government regarding the performance assessment that must be carried out.

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 Efektifitas Keputusan Manajemen Dalam Penilaian Kinerja Karyawan Menerapkan Metode Weigthed Product (WP)

2020 ◽  
Vol 4 (3) ◽  
pp. 612
Author(s):  
Tri Widayati ◽  
Nugroho Sumarjiyanto Benedictus Maria
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Government Agencies ◽  
Private Companies ◽  
Quality Of Work ◽  
The World ◽  
A Company ◽  
Business And Management

Performance appraisal of employees is an important thing to do by government agencies and private companies. It is useful to see, monitor the level and quality of work given by an employee to his company in order to create a company that is able to achieve the goals of each company by starting to do evaluation of HR (Human Resources) because in the business and management world says that a great company is a company that is able to manage its human resources. In employee performance appraisal, each company has their own way and certainly different in the actual practice of employee performance appraisal activities must be done properly and fairly as possible to eliminate social gaps in the world of work and reduce the occurrence of errors in granting an assessment of the performance of each each company employee and the results obtained after employees are given an assessment of their performance are expected to grow and influence the level of loyalty given by employees to the company and foster high self-motivation for the progress of the company itself. In evaluating employee performance, there are several tools that can be used, one of which is a decision support system that will process some of the criteria set by the company using the Weighted Product (WP) method

scholarly journals Pelaksanaan Supervisi Akademik oleh Kepala Madrasah Aliyah Swasta di Kabupaten Sukabumi Jawa Barat

Nadwa ◽  
2014 ◽  
Vol 9 (1) ◽  
pp. 39
Author(s):  
Mulyawan Safwandy Nugraha
Keyword(s):  
Performance Assessment ◽  
Education And Training ◽  
Quality Of Learning ◽  
High Motivation ◽  
Successful Principals ◽  
And Training

<p>This study discusses the implementation of the academic supervision conducted by principal of Private Madrasah Aliyah of Cisaat Sukabumi. The results of this study concluded that the implementation of the academic supervision conducted by the principals are not systematic and not preprogrammed, so that teachers do not feel any relief from the headmaster in improving the quality of learning. This is due to the low competence of the principals in academic supervision and they tended to judge and find fault with teachers without providing advice and solu-tions. however, the principals have a plan/program of supervision, commitment and high motivation, seek to meet the performance assessment of supervisors. Based on the above, it needs guidance in the form of education and training to increase the competence of the principals of the madrasah, and giving reward to the successful principals.</p><p><strong>Abstrak</strong></p><p>Penelitian ini membahas tentang pelaksanaan supervisi akademik kepala Madra-sah di Madrasah Aliyah Swasta Kecamatan Cisaat Kabupaten Sukabumi. Hasil penelitian ini menyimpulkan bahwa pelaksanaan supervisi akademik yang dila-kukan oleh kepala madrasah tidak sistematis dan tidak terprogram, sehingga guru-guru tidak merasakan adanya bantuan dari kepala madrasah dalam peningkatan kualitas pembelajaran. Hal ini disebabkan oleh kompetensi supervisi akademik kepala madrasah yang rendah dan cenderung menilai dan mencari kesalahan guru tanpa memberikan saran dan solusi. Walaupun demikian, kepala madrasah memi-liki rencana/program supervisi, komitmen dan motivasinya tinggi, berupaya untuk memenuhi penilaian kinerja kepala madrasah dari pengawas madrasah. Berda-sarkan penjelasan di atas, maka perlu diadakan pembinaan berupa pendidikan dan pelatihan untuk peningkatan kompetensi kepala madrasah, dan pemberian reward terhadap Kepala Madrasah yang berprestasi.</p>

scholarly journals Effect of Education and Training, Discipline Working and Job Satisfaction of Members of the Organization of Work Performance Bonding Kindergarten Teacher Indonesia (IGTKI) SUB Krembung

2015 ◽  
Vol 8 (1) ◽  
pp. 187
Author(s):  
Dewi Tri Wijayati Wardoyo
Keyword(s):  
Work Performance ◽  
Research Result ◽  
Research Work ◽  
Education And Training ◽  
T Test ◽  
Quality Of Work ◽  
Member Organization ◽  
Analysis Technique ◽  
And Training

<p>This research attempts to know if there are no influence or between education and training discipline of work and the satisfaction work simultaneously and partial achievement work against member organization of IGTKI Krembung Distric. The population of this study is all member organization of IGTKI Krembung Distric and sample 98 employees. An instrument data collection is the questionnaire, and data analysis technique available for analysis is linear regression worship of idols with the program statistic spss.</p><p>This research result indicates that the education and training, discipline of work and the satisfaction of work achievement of work affecting employees simultaneously and partial.proven the analysis that shows the education and training that the value of work is 2,444 t-test 0,016 with a sig value so (0,016 &amp;&lt; 0.05), discipline that the value of work is 2,947 t-test 0.004 with a sig value so (0.004 &amp; &lt; 0.05), and the satisfaction of work is the value of t-test 0,012 2,569 with a sig value so (0,012 &amp; &lt; 0.05) that means each variable x impact on the achievement of working.</p><p>But the results obtained by the simultaneous or f-test 7,045 with the significance of 0,000 &amp; &lt; 0.05 so ho rejected ha accepted. So, can be concluded that the results of this research work is education and training, discipline of work and the satisfaction of work achievement of having influence in the work of employees. As we know that the education and training, discipline and satisfaction to improve the quality of work achievement and quality of the company.</p>

scholarly journals Performance Appraisal and its Effect on Employees’ Productivity in Charitable Organizations

2020 ◽  
pp. 166-175
Author(s):  
John Nkeobuna Nnah Ugoani
Keyword(s):  
Performance Appraisal ◽  
Employee Productivity ◽  
Strong Positive Correlation ◽  
Exploratory Research ◽  
Charitable Organizations ◽  
Performance Reviews ◽  
Learning Patterns ◽  
Self Actualization ◽  
And Training

Although performance appraisal is concerned with the evaluation of workers job performance, it at the same time serves to highlight the specific objectives of an organization. As the employee is being evaluated the organization is also evaluating itself by comparing objectives and standards of performance, reviews the whole appraisal framework and design as well as organizational values and culture. Performance appraisal is a veritable tool for organizations to evaluate and increase the quality of education and training of their workforce with a view to developing lifelong learning patterns and strategies to sustain productivity throughout longer working periods. Motivation as it relates to employee productivity is often behind the drive for performance and self-actualization and provides opportunities for higher productivity. Productivity is an important measure of goal achievement because getting more done with less resources increases organizational profitability. Using the exploratory research design and 109 participants the result of the study indicates a strong positive correlation between performance appraisal and employee productivity. It suggests that the issue of performance appraisal in charitable organizations should be addressed. In view of the result of the study, the paper recommends that performance appraisal should carefully review employee’s strengths and weaknesses against requirements for possible future higher responsibilities.

scholarly journals PERANCANGAN SISTEM INFORMASI SASARAN KINERJA PEGAWAI DI UNIVERSITAS NEGERI PADANG

2019 ◽  
Vol 7 (2) ◽  
pp. 150
Author(s):  
Fauzi Rahman ◽  
Efrizon Efrizon
Keyword(s):  
Information System ◽  
Performance Assessment ◽  
Performance Appraisal ◽  
Work Performance ◽  
Employee Performance ◽  
Civil Servants ◽  
Work Behavior ◽  
Work Outcomes ◽  
Target Information ◽  
And Training

To produce employees who have the ASN profession, there is a need for ASN guidance. As a first step in conducting coaching, an assessment of the performance of the ASN is needed. This assessment will later be used as material for consideration for promotion, placement in position, transfer, education and training, and consideration in remuneration payments. The work performance assessment of Civil Servants is carried out systematically, with emphasis on the level of achievement of employee work targets or the level of achievement of work outcomes that have been prepared and agreed upon between Civil Servants and Appraisal Officials. The performance appraisal of civil servants themselves has two elements of assessment, namely the first from the Employee Work Target (SKP) and the second from Work Behavior. The problem that occurs is that the assessment of work performance is difficult because not all ASNs in the Universitas Negeri Padang environment keep a diary properly. In addition, the problems that often occur are diaries that are manually created require a lot of paper and ink, this is considered not economical and efficient and when archived there is a possibility of being scattered or lost. From the problems mentioned above, an employee performance target information system was developed at Universitas Negeri Padang. With this application, it can facilitate ASN in preparing and filing SKP, making daily notes, and simplifying employee performance appraisals.Keywords: Development, Information Systems, SKP, Universitas Negeri Padang.

scholarly journals Supervisi Kepala Madrasah Berbasis Penilaian Kinerja sebagai Upaya Peningkatan Profesionalitas Guru

2020 ◽  
Vol 1 (2) ◽  
pp. 148-162
Author(s):  
Saiful Asyari
Keyword(s):  
Decision Making ◽  
Human Resources ◽  
Performance Assessment ◽  
Educational Institution ◽  
School Staff ◽  
Quality Of Work ◽  
Formal Systems ◽  
Library Research ◽  
Qualitative Literature

Eksistensi sebuah lembaga pendidikan terletak pada kualitas sumberdaya manusia yang dihasilkan oleh lembaga tersebut, karena pada hakikatnya berdirinya lembaga pendidikan bertujuan untuk meningkatkan kualitas sumberdaya manusia. Kajian ini difokuskan pada supervisi kepala madrasah berbasis penilaian kinerja sebagai upaya peningkatan proesionalitas guru madrasah. Tujuan penelitian ini adalah untuk membantu para guru dan pegawai di lingkungan madrasah dalam melakukan pekerjaan secara efektif dan efisien. Penelitian ini merupakan library research. Teknik pengumpulan datanya menggunakan studi dokumenter, sedangkan analisis datanya menggunakan analisis isi. Hasil penelitian ini menunjukkan bahwa dalam lembaga pendidikan, penilaian kinerja merupakan sistem formal yang digunakan untuk menilai kinerja secara periodik, dan hasilnya dapat digunakan untuk pengambilan keputusan dalam rangka pengembangan, pemberian reward, perencanaan, pemberian kompensasi dan motivasi. Hasil penilaian kinerja kepala madrasah diharapkan dapat bermanfaat untuk menentukan berbagai kebijakan yang terkait dengan peningkatan mutu. Penilaian kinerja kepala madrasah merupakan acuan bagi pengambil kebijakan atau pemangku kepentingan untuk menetapkan pengembangan karir, periodeisasi dan pengembangan keprofesian berkelanjutan. Bagi kepala madrasah, penilaian kinerja kepala madrasah merupakan acuan untuk mengetahui unsur?unsur apa saja yang harus dilakukan oleh kepala madrasah untuk memperbaiki kualitas kerjanya. Kata Kunci: penilaian kinerja, profesionalitas guru, supervisi kepala madrasah The existence of an institution of education lies in the quality of human resources produced by it, since the establishment of an educational institution basically enhances human resources. The study was focused on the madrasah’s performance-based headmaster as an effort to increase the teacher's prosthesis. This research aimed to assist teachers and school staff in doing work effectively and efficiently. The study used qualitative literature with its data-collecting systems using documenter studies, while its analysis used content analysis. The results of this study in performance assessment institutions were formal systems used to assess performance periodically, and the results could be used for decision-making in terms of development, reward, planning, compensation and motivation. The madrasah's performance assessment was expected to be useful in determining the various policies associated with improvement. The madrasah's performance assessment was a model for policymakers or stakeholders to establish career development, periodical and sustainable development. For the headmaster, the performance assessment of the headmaster was a reference to knowing what elements the headmaster should do to improve his quality of work.

An Empirical Study on the Effect of Performance Appraisal: A Tool of HRD Practices in Industrial Organization with Special Reference to Delhi & NCR

2016 ◽  
Vol 5 (2) ◽  
Author(s):  
Shaifali Garg ◽  
Dr. A. K. Srivastav
Keyword(s):  
Industrial Organization ◽  
Performance Appraisal ◽  
Work Force ◽  
Quality Of Work Life ◽  
Government Policies ◽  
Technological Changes ◽  
Quality Of Work ◽  
Evaluation Of Performance ◽  
Response To Change

Today HR professionals have lots of challenges to face, in the form of changing composition and attitude of the work force, growing emphasis on quality of product and services and the quality of work life, fast paced technological changes, government policies, etc. Similarly as we all know that any change in the organization would have significant impact on its employees and the factors that determine their ultimate response to change. This paper aims to explore the factors that are essential in evaluation of performance appraisal as a tool of HRD Practices in industrial organization.

A Proposed Islamic Performance Measurement Model

2021 ◽  
Vol 7 (2) ◽  
pp. 145
Author(s):  
Rokiah Muda ◽  
Noor Liza Adnan ◽  
Wan Noor Hazlina Wan Jusoh ◽  
Rohana Yusoff
Keyword(s):  
Performance Management ◽  
Performance Appraisal ◽  
Measurement Model ◽  
Quality Of Work Life ◽  
Work Culture ◽  
Quality Of Work ◽  
Will Self ◽  
Islamic Values ◽  
Selection Of

Performance Management (PM) system available nowadays mostly measures and appraises performance solely on outcomes of material aspects, while ignoring humanistic aspects leading to unfair employees’ performance appraisal. This concept paper aims to propose a PM model embedded with Islamic values which emphasizes that measuring and appraising performance should not only focus on outcomes, but also on effort exerted by the employees. Such measurement is seen as necessary as it will self-regulate employees to view work as an ‘ibadah’ which promotes self-supervision on the concept of ‘ihsan’ leading to highly ethical workforce. Previous literature, focusing on PM articles, especially those related to Islamic views, Islamic management, and related parts of al-Quran and Sunnah were reviewed. Combination of different viewpoints gives a rich source of knowledge to achieve the paper’s objective.  Findings from the review are used to argue and propose an Islamic PM model believed to produce satisfied employees that is grounded on the tenet that PM should combine both materials and spiritual aspects. It should start with the selection of a right leader who ensures Islamic work culture (which are universally accepted) to first be created and embraced and to apply Maqasid al-Syariah in designing its PMS based on both materiality and spirituality aspects.  This study contributes to new knowledge as it tries to extend limited available literature on this topic, especially on integrating effort together with outcomes in measuring and appraising employees’ performance, thus contribute to productive workers with better quality of work life.

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