Employee Performance Assessment Research Articles

Penerapan Sistem Penilaian E-Kinerja dalam Perspektif Indeks Kepuasan Masyarakat pada Kantor Imigrasi Kelas I Non TPI Karawang

Employee performance assessment serves as a crucial tool in gauging individual effectiveness and contribution, while also providing feedback and development strategies to enhance future performance and productivity. The Karawang Immigration Office has implemented an e-performance appraisal system that takes into account the public satisfaction index. This system incorporates data from public satisfaction surveys, employee performance data, and regulatory data as inputs. The assessment process utilizes a scoring method tailored to the employee's performance indicators. This research aims to explore the e-performance appraisal system at the Karawang Immigration Office from the public satisfaction perspective. Employing a qualitative descriptive approach, the study utilizes three data collection methods: interviews, observations, and document studies. The findings indicate that the implementation of the e-performance appraisal system based on the public satisfaction index at the Karawang Immigration Office has been successful. The system encourages improved employee performance and public satisfaction with the Karawang Immigration Office.

Analysis of the Influence of Organizational Culture, Transformational Leadership Style and Employee Performance Assessment on Employee Satisfaction at Bio Farma

Bio Farma (Persero) is a state-owned pharmaceutical company that was established in 1890 as a bacteriology laboratory by the colonial government of the Dutch East Indies and has undergone many transformations until it became Bio Farma (Persero) in 1997. This study aims to examine the influence of leadership style, organizational culture, and performance assessment on the satisfaction of permanent employees at Bio Farma. In this scientific paper, the influence of employee participation through latent variables Power Distance Index (FOC1), IDV (FOC2), Masculinity versus Femininity (FOC3), Uncertainty Avoidance Index (FOC4), Ideal Influence (FOC5), Individual Consideration (FOC6), Inspirational Motivation (FOC7), Intellectual Stimulation (FOC8), Validity (FOC9), Approval (FOC10), Reliability (FOC11), Objective (FOC12), Salary (FOC13), Promotion (FOC14), Co-workers (FOC15), Boss (FOC16), and Employment (FOC17). The researcher used Partial Least Square to see the influence between variables by testing the outer model as well as testing the inner model. Penelitian ini dilakukan terhadap 120 responden karyawan Bio Farma. The results of the study show that the three independent variables had a direct influence on employee satisfaction (p-value < 0.05), meanwhile, the simultaneous influence of the three variables showed no real influence (p-value = 0.639) with a p-value limit of < 0.5.

Decision Support System Using the SMART Method in Determining the Status of Contract Employees from Permanent Employees

Employee performance assessment is a way to determine the abilities of each employee. The assessment is carried out to obtain materials for developing the company's human resources. The process of appointing contract employees to permanent positions is still not effective, this results in doubt in decision making which allows errors to occur. In this research, a system for decision making will be built, where this research uses the Multi Attribute Rating Technique (SMART) method. The SMART method is a multi-criteria decision making technique that compares one criterion with another. The data used in this research uses 3 factors and 12 employee data to be selected. For assessment using the SMART method based on criteria and weights, a score above 80 is declared a pass to become a permanent employee. Research using the Simple SMART method can help the Ibnu Sina Islamic Hospital in West Pasaman in managing the data or criteria used in determining the status of contract employees, so that they can determine employees who are in accordance with the quality and quantity of human resources needed and as a basis for making decisions. become a permanent employee.

Analisis Kinerja Pegawai Pada Dinas Tenaga Kerja dan Transmigrasi Karawang

The labor and transmigration office is a government agency in regulating the placement of workers in various regions. The aim is to optimize the utilization of human resources according to the needs of a particular region. Employee performance in a company is the main element of human resources, human resources work as the driving force of the organization both in institutions and companies, which has a function as an asset so that it must be trained and developed its capabilities. and has a very important role in determining the success of the organizers of a company. And this research design is qualitative research, qualitative research is research that produces descriptive, the research place is at the Manpower and Transmigration Office located on Jl. Surotokunto Warungbambu, Kec. Karawang Tim., Karawang. The results of interviews regarding employee performance can be concluded that employee performance assessment can be seen from individual employees at the labor and transmigration office.

Evaluation of competency dimensions for employee performance assessment: evidence from micro, small, and medium enterprises

PurposeIn recent years, there has been a growing emphasis on competency-based systems as a means of assessing employee performance. These systems assess the degree to which the competencies of employees align with the requirements of their employment positions. This study aims to identify, prioritize, and make contextual interrelationships of the competency dimensions that are relevant for evaluating employees in the context of Indian manufacturing MSMEs.Design/methodology/approachThese dimensions were identified through an extensive literature review and interviews with industry experts. Further, a mixed-methods approach, including the “Bayesian Best-Worst Method” (BBWM), is applied for prioritizing important dimensions, whereas for making mutual relationships, the “Interpretive Structural Modeling” (ISM) method is utilized. “Matrice d'impacts croisés multiplication appliquée á un classment” (MICMAC) is also known as “cross-impact matrix multiplication applied to classification” is used for clustering competency dimensions based on their “driving power” and “dependence power”.FindingsThe findings reveal that among the primary dimensions, “creative performance,” and among the sub-dimensions, “innovative behaviors,” are the most critical competency dimensions for an employee assessment. The study also found that “smart working”, “factual and theoretical knowledge”, “empathy at work”, “understanding of specific knowledge”, and “engagement ideas and activities” are the main dimensions driving employees' competency.Originality/valueThis paper provides contribution to the competence literature by identifying and evaluating competency dimensions for assessing employees' performance within manufacturing MSMEs in an emerging economy such as India. The study also assesses the rank and contextual relationship between the identified dimensions as no past research focused on the same by using BBWM and ISM in the Indian manufacturing MSMEs context.

Decision Support System for Employee Performance Assessment Using Analytical Hierarchy Process and Simple Additive Weighting Methods

Decision Support System for Employee Performance Assessment Using Analytical Hierarchy Process and Simple Additive Weighting Methods

Enhancing Employee Performance: Insights from Training and Evaluation in Bhojpur District Government Offices

Employees are the lifeblood of any company. The effectiveness of the company's workforce determines whether it succeeds or fails. The article offers a concise assessment of the literature on the benefits of training and evaluation insights for enhancing employee performance. This paper examined how training and evaluation criteria and practices affect the employee performance of the government employees of Bhojpur district headquarters and offered recommendations for how government offices might boost employee performance through efficient training initiatives and prudent performance evaluation practices. The study's methodology is in line with mixed research designed with a descriptive-analytical approach examining the literature and several empirical studies on the efficacy of training and performance evaluation in enhancing employee performance, as well as the rigorous analysis of the surveyed data on the employees of government offices in Bhojpur District. The findings highlight the need for organizations to develop training programs that address key areas for improvement, while also ensuring accessibility and relevancy. Moreover, organizations should strive to establish effective evaluation systems that provide regular feedback, clear criteria, and a balance between subjective and objective measures. The paper offers suggestions for the bureaucrats to assess employee performance and find out the true causes of the performance problem so the problem can be solved in time by incorporating desired training programs and flexible yet modern performance evaluation practices.

Assessment of Teambuilding and Employee Performance at Rwanda National Police Headquarters

Assessment of Teambuilding and Employee Performance at Rwanda National Police Headquarters

Employee Performance Assessment Model in Survey Service Companies Using Analytical Hierarchy Process and Naive Bayes

Assessment of the performance of employees of a survey service company produces a final score that is not in accordance with the company's transformation strategy in responding to external challenges and demands. The variable assessment process still uses 180 Degree Feedback which is one-way from superiors to employees. This makes the company's learning and growth activities, especially in the human resources department, not occur. Therefore, companies should improve the assessment model to become a tool for acquiring highly qualified performing employees. This study contributes to obtain a more comprehensive employee performance assessment model proposal and evaluate the model so that it can be implemented. The research limitation lies in the use of data, namely contract employees with the position of Project Manager. This study uses the Analytical Hierarchy Process and Naïve Bayes methods to obtain variable weights. Based on the results of the analysis, it was found that SOE (State Owned Enterprises) AKHLAK was a new variable. The classification of the assessment variables is divided into Performance and Behavioral aspects based on the Minister of SOE Regulation. Changes that occur include formulas, mechanisms, and rating scales. The results of the verification and validation show that the model is in accordance with the design so that it can be implemented. Model trials with 360 DF show that PM's final score has a good chance of being assessed as a full-time employee. This valuation model can change along with company policies in responding to internal and external changes.

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.

THE EFFECT OF COMPETENCY AND ASSESSMENT OF EMPLOYEE PERFORMANCE ON PROMOTION AT PT. BUKIT ENERGI INTEGRATED SERVICE

PT. Bukit Energi Servis Terpadu (BEST) is a company engaged in Operation & Maintenance (O&M) services under the PT Bukit Asam Tbk group. This research was conducted with the aim of determining the effect of competence and assessment of employee performance on job promotion. The quantitative method was chosen by researchers to conduct this study using primary data in the form of observations and questionnaires with respondents as many as 60 employees. Data analysis techniques used include multiple regression analysis, correlation coefficient analysis, determination coefficient analysis, t test and F test with data processing using SPSS software program version 21. Based on the results of the t test conducted, there is an influence of competence on job promotion, meaning that partially competence affects job promotion. Meanwhile, the assessment of employee work performance on job promotion means that partially the assessment of employee work performance affects the promotion of positions at PT. Hill Energy Integrated Service. From the results of the F test, Ho was rejected and Ha was accepted. So it can be concluded that there is a significant relationship between competence and employee performance assessment of promotion at PT. Hill Energy Integrated Service.

Enhancing Employee Motivation: A TOPSIS-Based Decision Support System for Incentive Allocation through Performance Evaluation

Information technology is developing rapidly and has a significant role in various aspects, one of which is making decisions to evaluate employee performance. Employee performance assessment is an important activity and is often carried out by companies to determine employee performance in a certain period. A company's progress is greatly influenced by the good and bad of the system that is running. The decision support system can improve and influence the assessment of existing performance in the company. If the decision support system is inadequate, it can lead to errors in decision-making. This research was conducted at PT. App Inti provides enthusiasm and motivation to employees, and the company performs performance assessments every six months, which will influence the adjustment of employee salary increases. However, the current assessment process still uses simple methods and often experiences difficulties assessing performance, making the assessments less effective. Because errors and inaccuracies often occur during assessments, to make it easier for companies to make decisions and help solve these problems, a decision support system was designed using the TOPSIS method. The TOPSIS is a multi-attribute decision-making method often used to complete practical decisions. Then, the results can be considered and help the company determine a decision based on the alternatives and criteria that the company has decided. Then, the results of this research can help companies determine which employees are more visible during the assessment. Then, the TOPSIS ranking results are used to adjust salary increases that have been selected by the company, thereby helping companies make decisions more quickly.Keywords: Performance Appraisal, Decision Support System, TOPSIS

Sistem Pendukung Keputusan Pemilihan Karyawan Terbaik Cv. Aurelia Weida Prima Medan Dengan Metode Maut

The selection of the best employee is the company's appreciation for the performance of its employees. This can motivate employees to be more motivated at work. To get the names of the best employees, a system is needed that performs the expected selection process and can produce objective and transparent information. In finding the best employees, the company does this by appointing without a reliable enough assessment. Therefore, a decision support system is needed in evaluating employee performance. This research uses the multi-attribute utility theory method. The data processed for this evaluation are 10 samples from CV Aurelia Weida Prima Medan. The evaluation is based on several criteria and weights given. There are 6 data criteria to assess employee performance, namely service (30% weight), integrity (20% weight), commitment (15% weight), discipline (20% weight), cooperation (13% weight), and employee performance (12% weight). From the calculation results, the employee who has the highest score is obtained. Therefore, the maximum value is obtained at A9 = 15.746, and the minimum value is obtained at A1 = 1.410. Will be considered for CV later. Aurelia Weida Prima Medan evaluates its employees over a while. It turns out that choosing the best employee performance helps CV. Aurelia Weida Prima Medan.

Application of the AHP Method to Assesment of Performance Levels of Production Employees of the Zenbo Division of PT. ABC

In a company, it cannot be separated from the role of human resources who work in it. The quality of human resources is one of the factors that influences the level of company productivity. Therefore, there is a need for an existing employee performance assessment system to determine the level of productivity of each existing employee. The problems that exist at PT. Mertex Indonesia is the absence of an assessment system which results in no knowledge of the performance level of its employees. Based on these problems, this research designed an employee assessment system using the Analytical Hierarchy Process (AHP) method which is used to support decision making for employees which refers to the employee's level of productivity. This research aims to create decision support in evaluating the performance of company employees to be able to maintain the high value of company productivity. The results obtained from weighting using AHP are changes in ranking where operator 2 and operator 3 exchange ranking positions. Highlights : Lack of performance assessment system at PT. ABC impacts productivity. Research designs AHP-based employee assessment system. Results show ranking changes, enhancing decision-making for productivity. Keywords : Human Resources; AHP Method; Performance Assessment

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.

Assessment of Organizational Justice and Employee Performance in Selected Plastic Manufacturing Firms in Delta State, Nigeria

The seeming injustice in the focused firms regarding employee reward and interaction amongst employees propelled the researcher to conduct this study, whose broad objective was to ascertain the nature of the relationship between Organizational Justice and Employee Performance in selected plastic firms in Delta State. The study was anchored on Social Exchange Theory (SET). The study population was 243, consisting of employees of the selected firms, and Taro Yamane's formula was used to determine the sample size of 151. Pearson's Product Moment Correlation Coefficient and Regression Analysis were employed to test the three hypotheses. The findings revealed that interactional justice had a significant positive (0.975) relationship with job satisfaction. Following this revelation, the study concluded that the performance of the employees will improve with improved fairness in the processes and procedures leading to reward. It recommended, among other things, that organisations embrace justice in all its ramifications when rewarding employees for their contributions to bring about committed employees.

Application of Simple Additive Weighting Method To Design an Employee Performance Assessment System in a National Logistics Company

This research aims to discover how an employee performance appraisal system using the website-based SAW method can help managers carry out the employee performance appraisal process. The method used in developing a web-based decision-making system is the prototype method. For data collection, two techniques were used. First, obtain the necessary information through interviews. Second, by collecting performance assessment data previously carried out manually by managers. It can be observed that the system may function effectively by performing its functions as an employee performance assessment utilizing the simple additive weighting calculation technique after creating a prototype decision-making system using the website-based simple additive weighting method. After managers have completed an evaluation, website-based solutions can combine data to make it easier to access, preserve data security, and support decision-making. The results provided yield high accuracy based on the SAW formula. This system uses the SAW calculation method so that employee performance assessments are carried out based on the percentage weight of the criteria that the manager has determined. From the requirements and results of this assessment, SAW can produce a ranking of employees with the best to worst performance. From this ranking, the manager can determine the employee with the best and worst performance, and then managers can make decisions based on that data.

AI and the metaverse in the workplace: DEI opportunities and challenges

PurposeThe metaverse, through artificial intelligence (AI) systems and capabilities, allows considerable data analysis in the workplace, largely exceeding traditional people analytics data collection. While concerns over surveillance and issues associated with privacy and discrimination have been raised, the metaverse has the potential to offer opportunities associated with fairer assessment of employee performance and enhancement of the employee experience, especially with respect to gender and race, inclusiveness and workplace equity. This paper aims at shedding light on the diversity, equity and inclusion (DEI) opportunities and challenges of implementing the metaverse in the workplace, and the role played by AI.Design/methodology/approachThis paper draws on our past research on AI and the metaverse and provides insights addressed to human resources (HR) scholars and practitioners.FindingsOur analysis of AI applications to the metaverse in the workplace sheds light on the ambivalent role of and potential trade-offs that may arise with this emerging technology. If used responsibly, the metaverse can enable positive changes concerning the future of work, which can promote DEI. Yet, the same technology can lead to negative DEI outcomes if implementations occur quickly, unsupervised and with a sole focus on efficiencies and productivity (i.e. collecting metrics, models etc.).Practical implicationsManagers and HR leaders should try to be first movers rather than followers when deciding if (or, better, when) to implement metaverse capabilities in their organizations. But how the metaverse is implemented will be strategic. This involves choices concerning the degree of invasive/pervasive monitoring (internal) as well as make or buy decisions concerning outsourcing AI capabilities.Originality/valueOur paper is one among few (to date) that discusses AI capabilities in the metaverse at the intersection of the HR and information systems(IS) literature and that specifically tackles DEI issues. Also, we take a “balanced” approach when evaluating the metaverse from a DEI perspective. While most studies either demonize or celebrate these technologies from an ethical and DEI standpoint, we aim to highlight challenges and opportunities, with the goal to guide scholars and practitioners towards a responsible use of the metaverse in organizations.

Unbiased employee performance evaluation using machine learning

Most of the companies’ sustainability and growth depend on how well its employees perform. However, the measurement of employees’ performance until now is inconclusive and inexhaustive. To accurately assess and predict an employee's performance, numerous external factors (physical/environmental, social, and economic) related to an employee's life have been taken into account in this work. The purpose of this research is to explore an unbiased AI algorithmic solution to predict future employee performance considering physical, social, and economic environmental factors that affect employee performance. We collected data of 1109 employees from the ‘For-Profit Organization’ in Bangladesh from both employers and employees to cover all the factors that justified the unbiased outcome. We utilized a few machine learning tools in this study including the Logistic Regression classifier, the Gaussian Naive Bayes, the Decision Tree classifier, the K-Nearest Neighbors (K-NN), the SVM classification, etc., in order to predict the employee performance evaluation. Then, we compared the effectiveness of those machine learning models by analyzing their precisions, recall, F1-score, and accuracy. This work can be utilized to obtain bias-free employee performance reviews. This fair employee performance assessment can aid decision-makers in making moral choices regarding employee promotions, career advancement, and training needs, among other things. The study also describes notes for future researchers.