scholarly journals Efektivitas Penilaian Kinerja di Badan Kepegawaian dan Pengembangan Sumber Daya Manusia (BKPSDM) Kabupaten Aceh Tengah

2019 ◽  
Vol 1 (1) ◽  
Author(s):  
Riza Hasan
Keyword(s):  
Performance Evaluation ◽  
Performance Appraisal ◽  
Good Governance ◽  
Field Research ◽  
Performance Standards ◽  
Educational Background ◽  
Civil Servants ◽  
Appraisal System ◽  
Literature Study ◽  
Inhibiting Factors

Abstrak— Reformasi birokrasi merupakan upaya untuk mewujudkan tata kelola pemerintahan yang baik (good governance). Tata kelola pemerintahan yang baik salah satunya dapat diketahui dari hasil penilaian kinerja pegawai negeri sipil. Hasil penelitian ini diharapkan dapat memberikan kontribusi kepada instansi pemerintah berkaitan dengan aktivitas penilaian kinerja pegawai negeri sipil. Masalah ini membuat penulis menjadi tertarik untuk mengambil topik mengenai Efektivitas Penilaian Kinerja di Kantor BKPSDM Kabupaten Aceh Tengah. Penelitian ini menggunakan pendekatan kualitatif dengan metode deskriptif field research dengan pendekatan teorisasi induktif. Fokus dalam penelitian ini yaitu mengenai efektivitas penilaian kinerja di BKPSDM Kabupaten Aceh Tengah. Tujuan penelitian ini untuk mendeskripsikan dan menganalisis efektivitas penilaian kinerja dan faktor penghambat penilaian kinerja. Teknik pengumpulan data dilakukan dengan studi kepustakaan, observasi, dokumenter dan wawancara. Kemudian, untuk metode analisis data menggunakan metode analisis interaktif. Dari hasil penelitian dan analisis data, menunjukkan penilaian kinerja di Kantor BKPSDM Kabupaten Aceh Tengah tidak efektif karena sistem penilaian kinerja yang saat ini digunakan tidak sepenuhnya terintegrasi dengan standar kinerja dan indikator kinerja. Faktor penghambat dalam penilaian kinerja tersebut, antara lain: (1) BKPSDM tidak memiliki dokumen analisis jabatan, (2) Penempatan PNS dalam suatu jabatan tidak sepenuhnya memperhatikan pertimbangan antara kebutuhan suatu jabatan dengan kesesuaian latar belakang pendidikan atau kompetensi PNS yang menduduki suatu jabatan, (3) rendahanya controlling atasan kepada bawahannya dalam memberikan penilaian prilaku kerja bawahannya, hal ini menimbulkan penilaian kinerja yang tidak bersifat objektif. Kata kunci: efektivitas penilaian kinerja, sasaran kerja pegawai, prilaku kerja, pegawai negeri sipil.Abstract— Bureaucratic reform is an effort to realize good governance. Good governance can be identified in the performance evaluation of the civil servants. Thus, the writer is encouraged conduct a study under the title of “Effectiveness of Performance Appraisal at BKPSDM Office of Aceh Tengah.”  The findings are expected to contribute to government agencies in term of civil servant’s performance appraisal. This qualitative study employed a descriptive field research method with an inductive theoretical approach. The study focused on the effectiveness of performance appraisal at BKPSDM Office of Aceh Tengah. This study aims to describe and analyse the effectiveness of performance appraisal and inhibiting factors of the performance evaluation. The data were collected through literature study, observation, documentaries and interviews. Then, the data were analysed using the interactive analysis method. The findings indicate that the performance evaluation at the BKPSDM Office Aceh Tengah has not been effective. The performance appraisal system currently used is not fully integrated with performance standards and performance indicators. Inhibiting factors in the performance appraisal include (1) missing job analysis document, (2) Mismatch between the needs of an office and educational background or competence of civil servants occupying a position, (3) lack of top-down leadership control from supervisors to the subordinates in providing an in assessing work behaviour of the subordinates. This results in unobjective performance assessments. Keywords: effectiveness of performance appraisal, employee work goals, work behaviour, civil servants.

scholarly journals Performance evaluation in management accounting: apliccation of process Proknow-C for knowledge generation

2016 ◽  
Vol 15 (3) ◽  
pp. 20-38
Author(s):  
Fabiana Frigo Souza ◽  
Sandra Rolim Ensslin ◽  
Valdirene Gasparetto
Keyword(s):  
Performance Evaluation ◽  
Performance Appraisal ◽  
Management Accounting ◽  
Knowledge Generation ◽  
Future Research ◽  
Appraisal System ◽  
Literature Study ◽  
The Subject ◽  
Number Of Publications ◽  
The One

This research aimed to analyze the characteristics of international scientific research about the literature fragment on the use of Performance Evaluation (PE) in Management Accounting for the knowledge generation and identifying gaps and future research possibilities. To this end, this research with qualitative approach used ProKnow-C tool for selecting the Bibliographical Portfolio (PB) and analysis of the characteristics of its publications. The research resulted in sixteen articles aligned to the subject, who composed the PB and had these results: the journal Transformations in Business and Economics is the one with the highest number of publications portfolio; of the 21 authors, of the articles of the PB, the author Mostaque Md Hussain has largest number of publications, four; the contingency theory was the most used by the authors as the foundation of the Performance Evaluation and; several studies have used the Performance Evaluation path towards becoming the metrics most dynamic. Based on the literature study, the following research gaps were identified: lack of research that focus on the agency theory and the theory of stakeholders and lack of research focusing on the PE path extended to the stakeholders. To promote advances in the field, there is a need for studies that encompass the interests of stakeholders for the use of performance appraisal system, so that they are enlarged the information to be generated by this system.

Pengembangan instrumen evaluasi kinerja pada Perpustakaan Universitas Kristen Satya Wacana Salatiga

2020 ◽  
Vol 16 (1) ◽  
pp. 1-15
Author(s):  
Anton Hermawan ◽  
Anggita Kristiasari ◽  
Fransiska N. Bhiju ◽  
Dona Manik
Keyword(s):  
Performance Evaluation ◽  
Performance Appraisal ◽  
Performance Standards ◽  
Assessment Instrument ◽  
Evaluation Instrument ◽  
Validity And Reliability ◽  
Professional Perspective ◽  
Evaluation Instruments ◽  
The Right ◽  
Good Organization

Introduction. Performance evaluation is the process of evaluating the implementation of the tasks of organizational members, including libraries, in accordance with the performance standards using particular way including instruments. Instruments are needed to document the evaluation carried out by the organization. Therefore, libraries need to pay attention to developa performance evaluation instrument to plan their human resources. This research explains an overview of stages in developing performance evaluation instruments in an organization, particularly libraries. Research methods. The research used a descriptive qualitative approach by involving the existing  performance evaluation dimensions. After that, the performance evaluation indicators were developed. Data analysis. The measurement of validity and reliability was valid when the correlation between items was >0.3 and when Cronbach alpha was > 0.6. The measurement of validity and reliability help to support the development of performance evaluation instruments. Results and Discussion. Of the 36 statements, only 27 items were valid and used in performance appraisal instruments. The items are arranged in a model of development of the performance evaluation instruments. Conclusion and recommendations. A good organization needs to pay attention to the right indicators in an assessment instrument. In its application, it is effective to use the 360 ​​degree method, where employees are evaluated by other staff to ensure the balance professional perspective.

scholarly journals Effect of Performance Assessment on Employee Motivation in Hotel X Bandung

2010 ◽  
Vol 1 (2) ◽  
pp. 547
Author(s):  
Agung Gita Subakti
Keyword(s):  
Performance Evaluation ◽  
Performance Assessment ◽  
Performance Appraisal ◽  
Performance Standards ◽  
Employee Motivation ◽  
Accurate Data ◽  
Knowing How ◽  
Advantages And Disadvantages ◽  
Operational Activities ◽  
A Performance

The success of an organization comes from the ability of employees to meet performance standards that have been made by the management of operational activities to be running well. Therefore, knowing how well the employee's performance is a must for the management. A tool used to determine how well the employee's performance is by conducting a performance appraisal. The performance evaluation is one tool used by hotels or other business types to evaluate the performance of employees and also as a tool to motivate the employee. With a good performance assessment will produce a form of accurate data regarding the advantages and disadvantages of the employees and also will motivate employees to perform their tasks. 

scholarly journals ASPEK HUKUM PEMBERHENTIAN PEGAWAU NEGERI SIPIL BERDASARKAN PERATURAN PEMERINTAH NOMOR 30 TAHUN 2019 TENTANG PENILAIAN KINERJA PEGAWAI NEGERI SIPIL

Yurispruden ◽  
2021 ◽  
Vol 4 (1) ◽  
pp. 44
Author(s):  
Iwan Permadi
Keyword(s):  
Performance Evaluation ◽  
Performance Appraisal ◽  
Civil Servant ◽  
Civil Servants ◽  
Legal Implications ◽  
Assessment Performance ◽  
Administrative Sanctions

ABSTRACTPerformance appraisal of civil servants as stipulated in article 77 number (6) of Law Number 5 of 2014 concerning State Civil Apparatus, this article states that a civil servant whose performance evaluation is not in accordance with the established targets is subject to sanctions in the form of administrative sanctions until dismissal. Basically, the performance of civil servants is the result and assessment of work carried out by civil servants in quality and quantity that has been achieved by a civil servant in carrying out the duties, authorities, obligations and responsibilities that have been given. This changes the paradigm that has been formed so far that being a civil servant is impossible to be dismissed, and a civil servant is not an office employee who is assessed based on performance appraisal, from that background we formulate the issue What is the legis ratio of dismissal of civil servants based on performance appraisal in PP Number 30 of 2019 concerning work evaluation? and What are the legal implications of the dismissal of civil servants based on performance appraisal in PP Number 30 of 2019 concerning Performance Appraisal.Keywords: Assessment, Performance, Civil Servants ABSTRAKPenilaian kinerja PNS diatur pasal 77 angka (6) Undang-Undang Nomor 5 Tahun 2014 tentang Aparatur Sipil Negara menyebutkan bahwa seorang PNS yang penilaian kinerjanya tidak sesuai target yang telah ditetapkan maka dikenakan sanksi berupa sanksi administratif hingga pemberhentian. Pada dasarnya kinerja PNS merupakan hasil dan penilaian kerja yang dilakukan oleh PNS secara kualitas dan kuantitas yang telah dicapai oleh seseorang PNS dalam melaksanakan tugas, kewenangan, kewajiban dan tanggung jawab yang telah diberikan. Hal ini merubah paradigma yang selama ini telah terbentuk bahwa menjadi seorang PNS mustahil untuk dapat diberhentikan, dan seorang PNS bukanlah seorang pegawai kantoran yang dinilai berdasarkan penilaian kinerja, dari latar belakang itulah maka kami merumuskan masalah Apa ratio legis dari pemberhentian PNS berdasarkan penilaian kinerja dalam PP Nomor 30 Tahun 2019 tentang Penilaian Kerja? Serta Apa implikasi hukum dari pemberhentian PNS berdasarkan penilaian kinerja dalam PP Nomor 30 Tahun 2019 tentang Penilaian Kinerja.Kata kunci: Penilaian, Kinerja, Pegawai Negeri Sipil

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 The Implementation of Organization Development at PT Pembangkitan Jawa-Bali

MANAJERIAL ◽  
2021 ◽  
Vol 8 (02) ◽  
pp. 196
Author(s):  
Puri Handoko
Keyword(s):  
Power Plant ◽  
Performance Management ◽  
Performance Appraisal ◽  
Business Performance ◽  
Power Plants ◽  
Field Research ◽  
Management Model ◽  
Appraisal System ◽  
Governance System ◽  
The Republic

Background – PT Pembangkitan Jawa-Bali (PT PJB) is a subsidiary of PT PLN (Persero) which participates in the Business Performance Rating Program in Environmental Management (PROPER) organized by the Ministry of Environment and Forestry (MoEF) of the Republic of Indonesia based on Ministry of Environment Regulation No 06 year 2013. As a subsidiary of PT PLN (Persero), PT PJB establishes management contracts  which  aim to get a Gold PROPER rating from the MoEF. Even so, the company still has some challenges as it encounters several problems of managing CSR internally. As a first step, PT PJB, especially in CSR Department, has made improvements in its organization by implementing a PROPER-based performance appraisal system in managing CSR in all PT PJB Power Plants. Purpose – Examining the phenomenon which has been occurring for the past several years, researcher decided to conduct observations and interviews. This study tries to explain descriptively how changes have been designed and implemented through the "Performance Management Model" approach. Design / Methodology / Approach – This study is a qualitative field research. The data for this research were collected through observation and interviews. Focus interview were about CSR concept, Company’s goal and target, integrated CSR management to Company’s vision and mission, CSR management problems in different area, and social-environment national issue. Data collected were then analyzed using content analysis method. Result and Discussion – Positive impacts were found after the implementation of change in management model at the CSR Department, such as maturity level in CSR management increased, charity program decreased, and human resources capability increased. The result that One of the company’s Power Plants, Paiton Power Plant, won the Gold PROPER rating. It could be considered as the biggest achievement since the company became the only power plant in the PLN (Persero) Group which first obtained a Gold PROPER rating. Conclusion –  The establishment and implementation of PROPER-based governance system would not be optimum if it did not involve employees (Head Department, Managers, Supervisors, and staff) mastering in CSR. Research Limitations – This study has limitations in reference, namely the limited researches and previous journals on organizational change, particularly in the management of its CSR activities, which researcher found as reference material.

Performance Management at IRD Corporation (B)

2015 ◽  
pp. 1-12
Author(s):  
Vishal Gupta
Keyword(s):  
Performance Evaluation ◽  
Performance Management ◽  
Performance Appraisal ◽  
Evaluation System ◽  
Case Series ◽  
Appraisal System ◽  
Performance Evaluation System ◽  
Design And Implementation ◽  
Performance Appraisal System ◽  
Depth Study

The Performance Management at IRD Corporation case series is designed to be an in-depth study of performance appraisal in the R&D context. The case series can be used as a platform for discussing the rationale of performance appraisal system, system design and implementation, the differences between R&D and other work contexts (manufacturing, services, etc.), and the challenges involved in R&D management. This case revolves around the Chairman of IRD Corp and his dilemmas, providing an insight to the participants into the challenges of performance management and also R&D management. The series highlights the complex dilemmas associated with managing performance and the necessity of having a new performance evaluation system.

scholarly journals Performance Management and Performance Appraisal: Czech Self-Governments

2015 ◽  
Vol 8 (2) ◽  
pp. 69-88 ◽  
Author(s):  
Dagmar Špalková ◽  
David Špaček ◽  
Juraj Nemec
Keyword(s):  
Performance Management ◽  
Performance Appraisal ◽  
Public Management ◽  
New Public Management ◽  
Central Government ◽  
Field Research ◽  
General Rule ◽  
Appraisal System ◽  
Appraisal Systems ◽  
And Performance

Abstract Managing and measuring performance became an important part of administrative reforms motivated by the New Public Management ideology. However, a badly implemented system designed for measuring and managing performance may distort the behaviours of actors. The goal of this paper is to outline the preliminary picture of the current situation of performance management generally and particularly of performance appraisal at the level of the Czech local and regional self-governments. The presented data, despite the fact that our field research covers only a non-representative samples of the “best” self-government bodies, show first that performance and quality management is not a neglected area in the Czech Republic. Its practice is rather decentralized, and the central government focuses on methodical support and coordination rather than on being strict and requiring certain tools to be implemented. The core problems revealed by the interviews are that the implementation of new instruments is usually based on a trial-and-error approach in its beginnings and that the implementation is award- and project-driven. Our preliminary data clearly indicate that the performance-appraisal situation is even more problematic - they indicate that performance-appraisal systems are introduced in only a limited number of self-government authorities. The set of criteria used in the evaluation is problematic, and the objectives of the performance appraisal are unclear for managers. As a general rule, a performance-appraisal system is not directly linked with implemented performance management and especially not with a payment system.

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