Sistem Penilaian Kinerja Manajerial Departemen Produksi Studi Pada Usaha Snack di Pakis Malang
DOI:
https://doi.org/10.55606/cemerlang.v3i2.1589Keywords:
Keywords: performance appraisal, combined method, performance, efficiencyAbstract
Performance appraisal is a way of determining the work results of employees and work groups that are useful if used the right methods on target and produce the desired conclusions according to output targets and performance standards. This research method is qualitative, namely observing performance appraisals that are already in effect with a combination of quantitative and qualitative methods. Quantitative by comparing work standards and output targets. Qualitative is assessed from skills (competence, physical abilities, coordination and teamwork); character (discipline, ability to make decisions and speed of response); and accuracy (supervision, control and the presence of work solutions). Assessment data from January to April 2019. The time limit was chosen because the performance appraisal had stopped starting in August 2019, and required a remedial analysis. The results of the study show that performance appraisal provides an efficiency of 14% and makes assessments more noticed by all production employees. Methods collaborate in generating a more complete and mature assessment, as well as other suggestions for improvement. And prove that performance appraisal is useful for efficiency and effectiveness, controlling and monitoring performance, and being able to motivate employees to work even better.
References
Abdillah, N. S. A. S. R. Y. P. (2022). PENGARUH PENILAIAN KINERJA DAN BEBAN KERJA TERHADAP KINERJA PEGAWAI DENGAN MOTIVASI SEBAGAI VARIABEL MEDIASI PADA DIREKTORAT SISTEM INFORMASI DAN TEKNOLOGI PERBENDAHARAAN. 13(1), 168–187.
Ayun, Q. (2011). Penilaian Kinerja ( Performance Appraisal ) pada Karyawan di Perusahaan. 74–88.
Bianco, R. A., Nurcahyawati, V., Soebijono, T., Informatika, T., & Dinamika, U. (2022). Aplikasi Penilaian Kinerja Karyawan Menggunakan Metode Key Performance Indicator. 16, 1–9.
Harahap, A. L., & Perdana, S. (2019). Analisis Penilaian Kinerja Karyawan Menggunakan Metode Behaviorally Anchor Rating Scale ( BARS ) Dan Management By Objctives ( MBO ) Di CV BRILLIANT. 5(3), 18–26.
Huda, H. I. S. dan T. K. (2022). IMPLEMENTASI METODE 360 DERAJAT PADA SISTEM INFORMASI PENILAIAN KINERJA PEGAWAI PADA CV . ALFA PRINTING. 2(1), 17–24.
Iftitakhul Baroroh, Ayu Sufi Oktaviya, Fitriya Eka Nur Rahmadani, & Ayu Lucy Larassaty. (2023). Pengaruh Penilaian Kerja Terhadap Kinerja Karyawan Melalui Pengembangan Karir Karyawan. Journal of Student Research, 1(2), 461–478. https://doi.org/10.55606/jsr.v1i2.1082
Kurnia; Muhammad Idris; Asri. (2020). PENGARUH SISTEM PENILAIAN KINERJA PEGAWAI DAN PENGEMBANGAN KARIR TERHADAP KEPUASAN KERJA PEGAWAI KANTOR PEMERINTAHAN KECAMATAN BARRU KABUPATEN BARRU. 17(September), 420–426.
Mathis, Robert L. & John H. Jackson, 2006, Manajemen Sumber Daya Manusia,
Edisi Sepuluh. Salemba Empat, Jakarta
Miftahuddin, Rahman, A., & Setiawan, A. I. (2019). Strategi manajemen sumber daya manusia dalam meningkatkan kinerja karyawan. Jurnal Manajemen Dakwah, 3(April), 1–16. https://doi.org/10.15575/Fakultas
Ndruru, A. (2022). PENGARUH PENILAIAN KINERJA TERHADAP PENGEMBANGAN KARIER DI KANTOR CAMAT O’O’U KABUPATEN NIAS SELATAN. Jurnal Ilmiah Mahasiswa Nias Selatan, 5, 53–63.
Nelson, A., & Monica, T. (2023). PENERAPAN DAN PENILAIAN KINERJA KARYAWAN PADA PT PUNDI CRANE INDONESIA. 2(1), 50–53.
Oei, Istijanto. 2005. Riset Sumber Daya Manusia. Cara Praktis Mengukur Stres,
Kepuasan Kerja, Komitmen, Loyalitas, Motivasi Kerja dan Aspek-aspek Kerja Karyawan Lainnya. PT. Gramedia Pustaka. Jakarta.
Nugraha, S., Reniati, & Diki. (2021). Pengaruh Penilaian Kinerja, Kompensasi Dan Kepuasan Kerja Terhadap Kinerja Pegawai (Studi Kasus Pada Direktorat Jenderal Pajak Area Kota Pangkalpinang). Jurnal Ilmiah Ekonomi Bisnis, 26(2), 167–182. https://doi.org/10.35760/eb.2021.v26i2.3295
Pratama, I. W., & Sukarno, G. (2021). Analisis Penilaian Kinerja, Reward, dan Punishment terhadap Kinerja Pegawai pada Badan Kepegawaian Daerah Provinsi Jawa Timur. Jurnal STEI Ekonomi, 30(02), 20–32. https://doi.org/10.36406/jemi.v30i02.460
Saputra, & Pramana. (2014). Penerapan penilaian kinerja dalam upaya meningkatkan kepuasan kerja karyawan studi kasus pada pt indocement tunggal prakarsa tbk.
Setiobudi, Eko, S., & Tridharma, P. T. (2017). ANALISIS SISTEM PENILAIAN KINERJA KARYAWAN STUDI PADA PT. TRIDHARMA KENCANA. 3(3), 170–182.
Syam, S., & Nasional, P. I. (2020). PENGARUH EFEKTIFITAS DAN EFISIENSI KERJA TERHADAP. 4, 128–152.
Tafonao, Y. (2023). HUBUNGAN PENILAIAN KINERJA TERHADAP MOTIVASI KERJA PEGAWAI DI KANTOR CAMAT GOMO KABUPATEN NIAS SELATAN. 6(2), 118–129.
Wirawan.2009.Evaluasi Kinerja Sumber Daya Manusia. Salemba Empat Jakarta, h.5.
Y. Adhawiyah, N. Kumaladewi, and M. Caturutami, “Rancang Bangun Sistem
Informasi Penilaian Kinerja Pegawai Menggunakan Metode Psycological Appraisal (StudiKasus :Kantor Wilayah Kementerian Agama DKI Jakarta),” J. Sist. Inf., vol. 10, no. 2, pp. 119–126, 2017.
