scholarly journals The Influence of Leadership, Performance Appraisal System, Work Motivation on Job Satisfaction and Employee Performance of PT PDSI

2021 ◽  
Author(s):  
Agus Susanto ◽  
Masydzulhak Djamil ◽  
Ahmad Saluy
Keyword(s):  
Job Satisfaction ◽  
Performance Appraisal ◽  
Work Motivation ◽  
Employee Performance ◽  
Appraisal System ◽  
Leadership Performance ◽  
Performance Appraisal System

scholarly journals The Effect of E-Performance Appraisal System and Additional Income of Civil Servant on Performance with Job Satisfaction as Intervening Variable in the Regional Secretarial of Mojokerto City

2019 ◽  
Vol 3 (2) ◽  
pp. 161
Author(s):  
Widya Windasari
Keyword(s):  
Job Satisfaction ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Civil Servant ◽  
Significant Positive Effect ◽  
Appraisal System ◽  
Performance Appraisal System ◽  
The Government ◽  
Positive Effect ◽  
Additional Income

Since 2019 the Government of Mojokerto City has made efforts to convert the performance appraisal system  manually  into  an  online  system.  This  effort  was  made  to  realize  effective  and  efficient governance  based  on  technology.  E-Performance  is  a  website-based  application  used  by  the Government  of  Mojokerto  City  to  manage  and  assess  employee  performance.  E-Performance  is  a staffing  system  that  can  determine  oversight  to  the  activities  of  civil  servants,  who  can  then  directly determine the amount of the additional income of civil servant. The purpose of this study is to analyze and  prove  the  effect  of  e-performance  appraisal  system  and  additional  income  of  civil  servant  on performance  in  the  Regional  Secretariat  of  Mojokerto  City  with  job  satisfaction  as  an  intervening variable.  This  research  uses  a  quantitative  approach  combined  with  an  explanatory  method.  The results  of  this  study  conclude  several  things,  including:  1.)  E-Performance  appraisal  system  has significant positive effect on performance; 2.) Additional income of civil servant has significant positive effect  on  performance;  3.)  E-Performance  appraisal  system  has  significant  positive  effect  on  job satisfaction; 4.) Additional income of civil servant has significant positive effect on job satisfaction; 5.) Job  satisfaction  has  significant  positive  effect  on  performance;  6.)  E-Performance  appraisal  system and  additional  income  of  civil  servant  have  significant  positive  effect  on  performance  through  job satisfaction.

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 Penerapan Sistem Penilaian Kinerja Berbasis E-Kinerja Terhadap Prestasi Kerja Pegawai Melalui Kepuasan Kerja Sebagai Variabel Intervening Pada Dinas Kependudukan dan Pencatatan Sipil Kabupaten Banyuwangi

2019 ◽  
Vol 6 (2) ◽  
pp. 175
Author(s):  
Dwi Rafita Mukti ◽  
Sri Wahyu Lelly Hana Setyanti ◽  
Lilik Farida
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Path Analysis ◽  
Performance Appraisal ◽  
Sampling Method ◽  
Sampling Technique ◽  
Analysis Method ◽  
Appraisal System ◽  
Purposive Sampling ◽  
Performance Appraisal System

This study aims to knowing the influence of performance appraisal system based on e-performance on employee achievement through job satisfaction as an intervening variable on Dinas Kependudukan dan Pencatatan Sipil Kabupaten Banyuwangi. This study is causal research, it means problem characteristics research in a form cause-effect between two variables or more. Population is employees of Dinas Kependudukan dan Pencatatatn Sipil Kabupaten Banyuwangi with the amount 80 employees. The sampling method for this study was doing with purposive sampling technique and it has been gotten 37 respondents as samples. Data analysis method is Path Analysis. The hypothesis of research are performance appraisal based on e-performance has significantly affected job achievement, performance appraisal based on e-performance has significantly affected job satisfaction, and job satisfaction has significantly affected job achievement. The result of study was performance appraisal based on e-performance has positive and significantly affected employees achevement. It means performance appraisal based on e-performance can increase employee achievement. Performance appraisal based on e-performance has positive and significantly affected job satisfaction on employees. It means performance appraisal based on e-performance can increase job satisfaction on employees. Job satisfaction has positive and significantly affected employees achievement. It means the employees successfully in doing the tasks which have been given by company can increase job satisfaction which got. Keywords: Performance Appraisal, E-Performance, Job Saticfaction, employee acievement.

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.

Employee Performance Appraisal System Participation: A Technique That Works

2002 ◽  
Vol 31 (3) ◽  
pp. 333-342 ◽  
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

A performance appraisal is one of the most complex, and controversial, human resource techniques. The 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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