Assessing Employee Performance Research Articles

Strategic Employee Performance Analysis in the USA: Deploying Machine Learning Algorithms Intelligently

Strategic employee performance assessment assists organizations in steering productivity, affirming employee satisfaction, and accomplishing strategic organizational goals. Machine learning algorithms provide several benefits over mainstream techniques in assessing employee performance. This research paper aimed to explore the deployment of machine learning algorithms in assessing employee performance. The prime objective of employee performance analysis is to assess an employee's achievement during a specific time frame. The dataset for this research revolved around the leadership team of a global retailer's specific store level in the USA, extending over 18 months. The dataset for this study was subjected to Python programming software for intensive and comprehensive data analysis as well as for visualization purposes. From the experiment design, it was evident that XG-Boost seems to be the best-performing model overall. In particular, it had the greatest AUC for both holdout and training data (0.86 and 0.88, respectively), and it has a relatively low runtime (16 minutes) and maximum memory utilization (12%). By contrast, Random Forest displayed an average AUC for training data (0.79) but a lesser AUC for holdout data (0.51), which indicates that it may be overfitting the training data; besides, it had a longer runtime than XG-Boost.

Desain Struktur Gaji, Kepesertaan Bpjs Tenaga Kerja, Jemaat Surya Kasih Pondok Kopi Jakarta Timur

The secretariat office has employees including the head of the office, cashier, security guard and boarding house, and the management of this office is under the super- vision of the Chair of the 5 Daily Management of the Congregation Council (PHMJ). GPIB office employees of the Surya Kasih Congregation receive salaries provided by the Surya Kasih Congregation for employees with local status and by the synod if the status is as a synod employee. So far, salaries have been given in the form of a single unit with- out a salary structure that is in accordance with church regulations, where there are ele- ments of allowances and determination of their amounts. Then every employee has been registered to participate in BPJS labor, but it is limited to "work accident insurance (JKK)" and "death guarantee (JKM)" while those that have not been followed are "pen- sion guarantee (JP)" and "old age guarantee (JHT). )”. Apart from that, to be able to pro- vide a salary value and benefits, it must be based on an objective and structured work per- formance assessment, then involve employees, their leaders and then a provision will be made as a permanent employee. Based on this, it has been registered to take part in "pen- sion guarantee (JP)" and "old age guarantee (JHT)". Then previously there was no in- strument for assessing employee performance objectively, so a form of performance as- sessment with several indicators was also prepared.

ANALYSIS OF THE EFFECTIVENESS OF EMPLOYEE PERFORMANCE APPRAISAL THROUGH EMPLOYEE PERFORMANCE TARGETS (SKP)


 
 
 
 Employee performance appraisal in the public sector is an important element of human resource management. The aim is to measure the achievement of work targets and provide constructive feedback to improve individual and organizational performance. Employee Performance Target (SKP) is an evaluation tool used in employee performance management in the public sector. SKP is used to measure the achievement of work targets and provide constructive feedback to improve individual and organizational performance. However, the implementation of SKP does not always run well and optimally. Some factors that can hinder the effectiveness of SKP include the lack of understanding and competence of employees in preparing SKP, lack of support and supervision from superiors, and lack of employee involvement and participation in the performance appraisal process. The research method we used involved a qualitative approach focused on literature study. The qualitative approach was chosen because it can provide an in-depth and contextual understanding of the phenomenon of employee performance appraisal through Employee Performance Targets (SKP). The results of this study show that there are several weaknesses found in the application of SKP, namely less objective, less competent, less active, less productive, and less responsible. In addition, there are several challenges in the application of SKP, namely less effective, less productive, less competent, less responsible, and less efficient. In assessing employee performance, SKP has the advantage of increasing employee motivation, productivity, efficiency, and effectiveness. However, its application still faces challenges in the aspects of effectiveness, productivity, competence, responsibility, and efficiency.
 Keywords: Effectiveness, Employee Performance Appraisal, Employee Performance Targets (SKP)
 
 
 

Sistem Pendukung Keputusan Dalam Penilaian Kinerja Karyawan Rumah Sakit Menggunakan Metode Multi Factor Evaluation Process

Employees are a resource that is a supporting factor for a company or organization. Having employees who meet qualification standards can develop the company and increase company productivity. Employee performance assessments are carried out looking at the company's success in organizing employees and determining the level of employee loyalty and professional performance towards the company. Petukangan Hospital has a large number of employees ranging from health workers to management employees and others. Currently there is no system used to evaluate employee performance, so the assessment process takes a long time and is not timely and there is an element of subjectivity in the assessment. Therefore, we need a system that can help assess employee performance with the aim of the research as an alternative in systematically and objectively assessing employee performance according to the weights and criteria obtained by each employee. In this research, the method used is the Multi Factor Evaluation Process of a Decision Support System, where this method carries out an assessment by calculating weights and criteria. The aim of this research is to provide the best solution and tools for Petukangan Hospital in assessing employee performance, and this research is expected to have benefits that can become effective and efficient problem solving. This research has results obtained from testing in the form of a ranking system where employees with the highest total evaluation score is the employee with the best performance score. The calculation results show that the employee with the best performance and rank 1 is Employee 26 with a value of 0.8375.

Penerapan Sistem Pendukung Keputusan Pada Pengambilan Keputusan Penilaian Kinerja Karyawan dengan Menerapkan Metode MOOSRA

The quality of the company will increase as employee performance increases. There are many ways that companies or organizations can improve employee performance. One way is to provide awards or rewards for employees who excel and for employees who are not able to provide their best performance, they will be given as a consequence. Rewards will be given by assessing employee performance. So far, Kofipindo has only relied on leaders' decisions to assess employee performance. This makes employees less motivated to show their best performance. Decision support systems are alternative solutions or alternative means and steps to resolve problems so that problems can be resolved effectively and efficiently. The Moosra method is used to calculate the weight of the criteria and determine the level of rejection as the main criterion. Where the decision support system is used as a model or reference in the decision-making process, especially in the employee performance assessment process. The Moosra method examines the suitability of separating a set of alternative value data with certain criteria described in the decision matrix. The aim of the research is to assist in the employee performance assessment process, making it easier for companies to provide rewards for the performance results of selected employees. The results obtained in the research process were Alternative (A10) with the name Roland Zebua as the employee with the best performance assessment.

Application Of Rating Scale Method to Design An Employee Performance Assessment System in a Health Equipment Distributor Company

This research aims to find out how to design and build an employee performance assessment information system using the rating scale method. The data collection methods used in this research were observation, interviews, library research, and a literature study. The research utilized the rating scale as the method for assessing employee performance. The author used the Rapid Application Development (RAD) method in system development. The review and analysis confirmed this research's success in developing an employee performance assessment information system using the rating scale method. The successful implementation of this system has had a positive impact by providing a solution to the challenge of performance assessment that is less than objective. With the existence of an employee performance appraisal information system, companies now have tools that can reduce the level of subjectivity in performance appraisals. Using the rating scale method in this system provides consistent evaluation standards, increases assessment accuracy, and presents a higher element of objectivity. In conclusion, implementing the employee performance assessment information system opens up opportunities for continuous improvement in human resource management. With a focus on objectivity and measurability, this system has the potential to become an invaluable tool in achieving company goals and vision.

Manajemen Evaluasi Kinerja Di Lembaga Bahasa LIA Cibinong: Perspektif Penulis

This article discusses the performance evaluation process at the LIA Cibinong Language Institute, which is a crucial step in measuring and assessing employee performance. This process is essential to ensure the effectiveness and efficiency of organizational operations, while providing feedback that supports overall performance improvement. LIA Cibinong, as an educational entity, considers performance evaluation management important in monitoring employee achievements. The evaluation process at LIA Cibinong consists of planning, implementation, assessment, and follow-up. The planning stage establishes the objectives of the performance evaluation in line with the objectives of the organization, with criteria that include quantity, quality, timeliness, and collaboration. Implementation involves collecting performance data through self-assessment, supervisors, and colleagues. The assessment stage uses techniques such as rating scales, comparisons, and free assessments, tailored to the evaluation criteria. Ultimately, the follow-up stage uses the assessment results as feedback, not just evaluation, but as a guide to improving employee performance. Careful implementation of performance evaluation by LIA Cibinong ensures that employees contribute optimally in accordance with the vision and mission of the organization. This process is not only an evaluative instrument, but also a foundation for individual development and overall institutional performance improvement.

Web-Based Employee Performance Assessment Application with SMART Method: An Agile Approach in the Context of the Smartphone Market

Employee performance is essential in determining the company's sustainability, so company leaders must pay attention to employee performance. Many subjective factors determine employee performance, so performance evaluations are sometimes unfair. One of the companies developing in Indonesia is a smartphone sales company, CV Jala Kencana. As the company develops and the number of employees increases, problems arise in assessing employee performance that have yet to be measurable. So that employee performance assessments can be more objective, a decision support system application is needed that can help assess employee performance. The Agile SDLC method is used in designing website-based employee performance assessment applications. Then, for the employee performance assessment feature, the Simple Multi-Attribute Rating Technique (SMART) method is used, and SHA512 encryption is applied to the employee performance assessment database, which cannot be manipulated. This research produces a web-based employee performance assessment application with features to assess employee performance objectively based on predetermined criteria.

Assessment of National Population and Family Planning Agency Employees as Part of the Implementation of Bureaucratic Reform

The formulation of the problem in the research is how to assess the performance of BKKBN employees in implementing bureaucratic reform and the obstacles faced in assessing the performance of BKKBN employees in implementing bureaucratic reform. The aim to be achieved in this research is to determine the employee performance assessment carried out at BKKBN regarding the implementation of bureaucratic reform in achieving the program for structuring the apparatus' HR management system. The research approach used is a qualitative approach with a case study method. In this case, the researcher wants to see employee performance assessments carried out by the BKKBN in the context of implementing bureaucratic reform as outlined in the BKKBN bureaucratic reform roadmap Based on the results of the research that has been carried out, it can be concluded that the results of the discussion and research, namely: 1. In general, the implementation of bureaucratic reform has gone well, starting with the formation of a Bureaucratic Reform Team consisting of 9 Working Groups, a Road Map for Bureaucratic Reform, and an Independent Assessment of the Implementation of Bureaucratic Reform (PMPRB) carried out by the Inspectorate. 2. In general, employee performance assessment has gone well, starting with various employee performance assessment systems, namely the Balance Scorecard method, employee work performance assessment, and employee discipline and work behavior assessment, in which there is the latest performance assessment application with the Multi-Rater Feedback application. 3. Obstacles in assessing employee performance at BKKBN, namely: a. The application of the performance assessment system with the Balance Scorecard and Multi-Rater Feedback system is still not optimal b. There are still leaders who are less objective in providing assessments. c. There are limitations to the performance assessment system used, such as the BSC method which is only synchronous for Echelon IV while it cannot be done at the staff level. d. Appraisers lack the skills needed to carry out Performance Appraisals effectively.

SISTEM PENUNJANG KEPUTUSAN PENILAIAN KINERJA KARYAWAN MENGGUNAKAN METODE SIMPLE ADDITIVE WEIGHTING (SAW) PADA PT. LIEBRA PERMANA JAKARTA

Vanny Novianny (11212976), the Decision Support System for Employee Performance Evaluation Using the Simple Additive Weighting (SAW) Method at PT. Liebra Permana Jakarta
 The employee performance appraisal process is a complex process and requires careful consideration. Employee performance appraisal at PT. Liebra Permana Jakarta is carried out by looking at several criteria such as the value of Attendance, Performance, Discipline, and Initiative. However, the system at PT. Liebra Permana Jakarta is still manual, therefore the authors are trying to create a Decision Support System program in evaluating employee performance using the website-based PHP and MySQL programming languages. This system has a better advantage when compared to manual calculations. The method used in assessing employee performance is by using the Simple Additive Weighted (SAW). The results of this study apart from the DSS application website are calculations using the Simple Additive Weighted method, with reference to the criteria for Absence, Performance, Discipline and Initiative, normalization and ranking, the best employee with the highest score is Felicia.

Implementation Reserve Geocoding on Mobile Application

Reverse geocoding is the conversion of coordinates into an address that allows you to find an address. In this study, the coordinates in question are latitude and longitude points on a mobile device that uses an Android-based operating system. The default feature of Android devices for obtaining latitude and longitude data is Assisted – GPS (Global Positioning System) while the tool for processing latitude and longitude data in order to obtain location and place names from the Assisted – GPS (Global Positioning System) data that has been obtained is the nominal API. .org. the stages of work in the research are making a flow system, designing a system with use case diagrams, designing a database, coding, implementing it on android based and web based. The results of this study are that using Cordova can be an alternative for making Android-based mobile applications without the need for the relatively heavy Android Studio program if it is run on standard or low specification hardware, 2). With this mobile absence application, it is able to make it easier for employees to take attendance when outside the office with information about working or out of town service, 3). With this application it can be a means of facilitating superiors in assessing employee performance, 4). With this application can handle the problem solved.

КЛЮЧЕВЫЕ ПОКАЗАТЕЛИ ЭФФЕКТИВНОСТИ КАК СПОСОБ ПОВЫШЕНИЯ МОТИВАЦИИ РАБОТНИКОВ В РАМКАХ ОРГАНИЗАЦИИ ПРОИЗВОДСТВА

Information technology large-scale implementation and modern software is one of the components Industry 4.0. The article provides arguments in favor of the development and implementation of an additional module for calculating performance indicators to ready-made information system.To achieve superior results, it is necessary to know how well individual employees perform their responsibilities and how their efforts align with the organization's strategy. A key performance indicator (KPI) is used - a system for assessing employee performance over a certain period of time. KPI is not just a set of indicators, but a tool that allows you to evaluate the contribution of each employee to a specific task. Typically, employees do not know how their work is measured and how they can influence their KPIs. As a result, they work blindly, have no goals, and don't know how to improve their performance. The task was implemented to create a module for calculating key KPI indicators to fully monitor the implementation of assigned tasks and simplify the process of calculating incentive payments. The implementation of this module will lead to increased employee performance. A comparative analysis of existing software products such as Galaktika, Parus and 1C: Predpriyatiyeshowed that all these solutions have their advantages and disadvantages. However, the 1C: Predpriyatiyesoftware product was chosen to complete the task, as it is highly customizable and can be adapted to meet the specific organization needs, providing greater efficiency, accuracy and control over operations. The work provides a detailed algorithm for calculating KPIs, consisting of eight points, which allows you to identify problem areas in the work of employees, improve quality and productivity, and establish clear control over the completion of tasks. Before developing the module, modeling was performed by the IDEF0 methodology. In the IDEF0 methodology, the A-0 context diagram illustrates the interaction between a system and its external entities, such as users, data sources, and other systems. The module created in 1C: Predpriyatiye can be used in organizations of various profiles, it will only be necessary to configure it for a specific organization. The results of this work have practical application for such industries as manufacturing, logistics, trade, etc.

Penerapan Metode MFEP Berbasis Web Pada Sistem Pendukung Keputusan Penilaian Kompetensi Soft Skill Pegawai

An agency cannot be separated from the role of human resources (HR) who work in it. The quality of human resources is one of the factors to increase the productivity of an agency's performance. Human resources are the most important contribution to the growth and development of the agency. Therefore, an agency needs to conduct an employee performance assessment to determine the success or failure of the employee in carrying out his duties. Soft skill competency assessment is a very important issue in managing employee performance. The system that runs at the Subur Village Hall Office in assessing employee soft skill competencies has weaknesses, namely the employee assessment process is still done manually and the data processing process has not used an application program. In addition, the assessment is still subjective and not relevant to the actual situation, so it cannot be used as a basis for objective decision making so that it is difficult to determine the soft skill competency assessment possessed by employees. The purpose of this study is to assist the agency in assessing employee performance quickly and accurately. The research was conducted using qualitative methods with program design using the multi-factor evaluation process (MFEP) method. The results of testing the MFEP method calculation system are close to the results of calculations carried out by the Subur Village Hall Office using the Microsoft Excel application according to the weights on each criterion that have been determined by the Subur Village Hall Office

SISTEM PENILAIAN KINERJA PEGAWAI BERBASIS WEBSITE PADA SDIT BINA INSANI SEMARANG

<p><em>Performance appraisal is a process to determine the quality of human resources in an institution, school, and company. In improving employee performance, SDIT Bina Insani Semarang conducts an assessment of employees as measured by assessment indicators. Employee performance appraisal is carried out by each head of the field with the aim of knowing whether employees have increased or decreased in performance. Based on the problems that exist in SDIT Bina Insani Semarang, which still uses a performance appraisal system with only one side, a system that is able to input performance values from two sides is needed, namely, an assessment system where employees input their own performance values, then the validator will validate. value for its performance. Therefore, the author will build an application that can simplify and assist the school in assessing employee performance, and in completing the writing, the author compiles this report by building an application that uses the PHP Native programming language and MySQL database so that later the results of testing the system carried out on the table questionnaire, the application built successfully runs all features and runs well.</em></p>

Implementasi Metode 360 Derajat Pada Sistem Informasi Penilaian Kinerja Pegawai pada CV. Alfa Printing

Performance appraisal that is carried out properly will be beneficial for both employees and the company itself. The 360-degree assessment method is that an employee's assessment is not only taken from the assessment of his immediate supervisor or second superior above him, but also requested from an equal peer or from the relevant direct subordinate, the largest contribution of the assessment comes from his immediate supervisor and second supervisor. By applying the 360-degree method to the employee performance appraisal information system, it can eliminate the objectivity of the appraiser in assessing employee performance. By applying the 360-degree method to the employee performance appraisal information system, it makes it easier to assess employee data.

Employee Performance Assessment System of PT. Graha Prima Mentari Medan by Using Simple Additive Weighting

<p>Employee performance appraisal system is a system used to assess the best performance of employees. PT Graha Prima Medan performs the best performance assessment of employees to evaluate, verify and improve their performance. The results of this performance become a decision-making tool such as promotion, dismissal, transfer, intensive giving or providing feedback for employees. However, the large number of employees who will be selected becomes an obstacle in assessing employee performance, because it is expected that an automation process uses technology to evaluate the performance of these employees. The purpose of this study is to design an employee performance appraisal system at PT Graha Prima Mentari Medan. The method used is the SAW method, the basic concept of the SAW method is to find the weighted sum of the performance ratings for each alternative on all attributes. The SAW method can help decision making to form the largest value as the best alternative. The assessment in the research that has been carried out uses 5 criteria including: Attendance, Attitude, Time Discipline, Working Period and Quantity using the SAW method. In this study, testing was carried out on 36 respondent data. The employee performance appraisal system was developed using the PHP (Pre-Hypertext Processor) programming language, and the MySQL database as the database server.</p>

Assessing Employee Performance of Civil Servants in Indonesia

Employees are the main wealth of a company because its participation is the key to the running of a company’s activities, so it is important for the company to be able to optimize its employees in accordance with its function to become a quality and superior asset whose real form can be seen through performance of the officer’s work. Work performance is the result of work achieved by employees in a certain time in accordance with their duties and responsibilities. The Unitary Agency of the Nation, and Politics of Medan city is a local government organization in serving the community. In achieving the goals of the organization, the Unitary Agency of the Nation, Politics of Medan city must pay more attention to its employees. Factors that can influence work performance in this study are work ethic, work experience and work culture. This research aims to find out whether work ethics, work experience, and work culture partially and simultaneously have a positive and significant effect on the work performance of employees of the National Unity Agency, and Politics of Medan city. The data analysis technique used is a quantitative method with the help of the SPSS program version 26.0. This research uses multiple linear regression analysis. The population in this study was all employees of the National Unity, and Politics Agency of Medan city, and a sample of 43 respondents. Primary data retrieval using a questioner. The results showed that work ethic, work experience, and work culture partially and simultaneously had a positive and significant effect on the work performance of employees of the National Unity Agency, and Politics of Medan city.

Decision Support System for Employee Performance Using AHP Method

The system supports the company's performance appraisal using the AHP (Case Study: PT. Andhy Putra) method, one of which is to find, select, assess and determine the best employees every year to match the abilities and assessment criteria applied so far. PT. Andhy Putra while assessing employee performance, especially in CME and OSP, still experiences shortcomings and weaknesses in determining qualified employees. This employee performance system has problems in assessing the performance appraisal data that is less accurate, which is carried out on a paper-based basis and requires less efficient time and large costs. For that, we need a decision support system in helping PT. Andhy Putra to conduct a performance appraisal every year. The method used in this employee assessment is AHP (Analytical Hierarchy Process), which is often also known as the weighting method. The process hierarchy analytical method is one of the methods used to find weight values ​​based on existing criteria and helps facilitate the ranking of alternatives based on the distance between the positive ideal solution and the negative ideal solution. There are 5 (five) criteria as a tool to assess employee performance, namely commitment to the company, desire for achievement, cooperation, leadership and discipline accompanied by the results of the implementation of this process hierarchy method in the form of ranking the alternatives used. This decision support system is built using the PHP programming language and MySQL database

SISTEM PENILAIAN KINERJA KARYAWAN BERBASIS WEB PADA PT.WIFIKU INDONESIA

AHP is able to help the employee selection process recipient an incentive to perform matrix calculations pairs criteria weights, then get the highest priority. Based on the highest priority, determined which alternative will be recommended. The purpose of this research is to make performance appraisal which can facilitate quickly assess performance. Steps for assessing employee performance such that designing concepts, data collection, preparation of hardware and software, display design, system manufacturing, testing and evaluation. Based on the research that has been done it is concluded that the media system is web-based employee performance appraisal at PT. Wifiku Indonesia has successfully created.

Pengaruh Disiplin Kerja Terhadap Kinerja Pegawai di PPPPTK IPA Bandung

Work discipline is one of the most important factors in human resource management. Human resources, as one of the resources in the organization, have important roles and responsibilities in achieving organizational goals. This research was conducted to determine the level of employee discipline, employee performance, and the effect of work discipline on the performance of Widyaiswara employees in Development center for science educators. This study uses a descriptive verification method with a quantitative approach, accompanied by a literature study. Data collection techniques using a questionnaire. The results of calculations using non-parametric statistical techniques and the Spearman Rank Correlation method show that the relationship between the two variables based on the value of the correlation coefficient on variables X (work discipline) and Y (employee performance) is close to the moderate category with a positive and significant relationship. Based on these results, it is hoped that the Head of the Development center for science educators, as a party assessing employee performance, can pay more attention to and act strictly on employee discipline. With High work discipline and good employee performance will help achieve more optimal organizational goals.