Employee Performance Assessment Research Articles

Perbandingan Metode K-Means Dan Metode Fuzzy C-Means (FCM) Pada Analisis Kinerja Pegawai PT. Cemara Khatulistiwa Persada Bontang

Discipline assessment of employee performance is one of the factors to improve the situation of the quality of human resources. Monitoring and assessment of employee discipline must be carried out continuously as some of the characteristics of management that have gone well as a benchmark for considering the targets that have been set. The K-Means method and the Fuzzy C-Means (FCM) method are non-hierarchical cluster methods. Both methods attempt to partition data into one or more clusters, so that data with the same characteristics are grouped into the same cluster or groups and data with different characteristics are grouped into other groups. This study discusses the comparison of the K-Means method and the Fuzzy C-Means (FCM) method in analyzing employee performance at PT. Cemara Khatulistiwa Persada Bontang, where groups of employees with high, medium, and low levels of employee performance will be determined based on the clustering results of the two methods and determine the best method. The grouping of data for the two methods was obtained from employee attendance data in 2020. Based on the results, it was found that clustering using the K-Means method in the first cluster (low performance level) had 23 employees, the second cluster (medium performance level) had 27 employees, and cluster the third (high performance level) there are 30 employees. Then based on the results of clustering using the FCM method in the first cluster (medium performance level) there are 26 employees, the second cluster (high performance level) there are 31 employees, and the third cluster (low performance level) there are 23 employees. Based on the results of the standard deviation ratio, it was obtained that the K-Means method with a value of 2.4944 was better than the FCM method with a value of 2.7323 in clustering employee performance at PT. Cemara Khatulistiwa Persada.

Analisis Kebutuhan Pengembangan Instrumen Penilaian Kinerja Karyawan CV Jetindo Niaga Utama Menggunakan Metode 360 Derajat Berbasis Website

<em>Needs analysis is a study whose information serves as the basis for developing a particular product. Researchers will collect information and data related to the development of employee assessment instruments through needs analysis. Employee performance assessment is one of the important indicators of the quality of the human resources department of an organization or company. This research uses descriptive methods with a qualitative approach. The subject of the study is the need for the development of employee assessment instruments CV Jetindo Niaga Utama, Semarang city, while the object of research is all employees from CV Jetindo Niaga Utama. Results from this research is, 1) the need for the development of employee assessment instruments using a website-based 360-degree method, and 2) factors that support and hinder the analysis of the need for the development of employee assessment instruments using a website-based 360-degree method. Based on the results of the needs analysis, almost all employees argue that the need to develop assessment instruments, indicated that 59% of employees answered in dire need of instrument development and 38% chose to require instrument development.. The results of this research will be used as a research basis for the development of CV Jetindo Niaga Utama employee assessment instruments using a website-based 360-degree method</em>

Pengaruh Locus Of Control Terhadap Kepuasan Kerja Pada Grapari Telkomsel Kota Bima

This study aims to determine the effect of Locus Of Control on Job Satisfaction at Grapari Telkomsel, Bima City. Where there are still many assignments that are outside of the field or expertise, so the employee needs time to adjust or learn more about the assigned task. This research is included in the category of associative research using a quantitative approach. The number of samples is 34 employees who work at Grapari Telkomsel, Bima City. Based on the results of the partial test (t test) shows that there is a positive and significant effect on the LOC variable on job satisfaction of Grapari Telkomsel Telkomsel employees in Bima City. Further development of further research variables can be developed by including compensation and performance allowance variables in order to assess employee performance satisfaction

A Model of Non-ASN Employee Performance Assessment Based on the ROC and MOORA Methods

This study aims to assess the performance of non-ASN employees at the Human Resources Development Agency (BPSDM), East Kalimantan Province, Indonesia in order to assist organizers in determining the feasibility of extending work contracts. The performance of 37 non-ASN employees has been assessed based on 12 criteria including honesty, discipline, loyalty, responsibility, courtesy, commitment, ability and skills, neatness, communication, achievement, absence, and violations. In this study, the Rank Order Centroid (ROC) and Multi-Objective Optimization on the Basis of Ratio Analysis (MOORA) methods have been implemented to obtain rankings. Meanwhile, the confusion matrix (CM) method has also been used to measure the accuracy of both methods. Based on the experiment, the ROC method has been used to achieve the criteria weight and the MOORA method has been utilized to rank all non-ASN employees based on the highest score. Where the CM suitability level of 81.1% has been gained so that the ranking of 37 non-ASN employees can be revealed. The study indicates that both methods can be implemented as alternative models in assessing the performance of non-ASN employees. Therefore, these methods are quite effective, efficient, and relatively easy to use.

On The Employee Performance In The Bekasi Region

Human resources play a critical role in a company's development and achievement of its objectives. Workers' quality and morale suffer as a result of managers' failure to pay attention to their requirements and expectations. Human resource management and development are expected of organizations. The purpose of this study is to assess and analyze the impact of rewards and punishment on employee performance. The approach of purposeful sampling is used to choose samples from a number of organizations that match the criteria. The study's data was gathered through the distribution of questionnaires to respondents. Using the SPSS version 25 program, process this study data by testing the hypothesis and performing multiple linear analyses to determine the outcomes. This discovery proved that the reward and punishment variables had a favorable and significant impact on employee performance, both partially and concurrently. This study relies on primary data gathered from 60 respondents from three companies who completed questionnaires. Researchers employed two independent factors and one dependent variable to assess employee performance. Based on the study's findings that reward and punishment have a positive and significant effect when used together, they have a significant value of 0.000 0.05 and a calculated value of 15.500 > Ftable 3.16. As a result, it may be stated that reward and punishment have a considerable impact on employee performance. While reward and punishment have a 35.2 percent coefficient of determination on employee performance, the remaining 64.8 percent is influenced by variables that were not evaluated.

ANALISIS FAKTOR KOMUNIKASI, KONSEP DIRI, DAN LINGKUNGAN KERJA TERHADAP KEPUASAN KERJA DENGAN METODE MIX METHOD PADA KARYAWAN BANK SYARIAH INDONESIA KCP TULUNGAGUNG SUDIRMAN

This research is motivated by the importance of employee performance because employees are the driving force for the company's success. Aims to test and analyze the effect of communication, self-concept, and work environment on job satisfaction of employees of Bank Syariah Indonesia KCP Tulungagung Sudirman. The method used is a mix method with the type of research that combines quantitative and qualitative analysis (Sequantial Explanatory). The sample in this study were 27 employees of BSI KCP Tulungagung. Quantitative data multiple linear analysis test and hypothesis test. Qualitative data analysis using triangulation. Based on the research, partial results were obtained and communication stimulants, self-concept, and work environment had a positive effect on job satisfaction of employees of Bank Syariah Indonesia KCP Tulungagung Sudirman. To strengthen quantitative research, qualitative analysis was carried out by interviewing 6 informants whose results supported the results of quantitative data. Practical implications apart from developing research with mixed methods in human resource management, the research results can be used as recommendation materials to assess employee performance.

Analisis Faktor Yang Mempengaruhi Penerimaan Pengguna Aplikasi Elektronik Renumerasi Kinerja (E-RK) Menggunakan Metode UTAUT dan SDT (Studi Kasus : Pemerintah Kabupaten Musi Rawas)

The E-RK application is an application that has an impact on government employee performance assessment through an electronic system. The purpose of this study is to determine the level of acceptance and users of the use of the E-RK application within the Musi Rawas Regency Government by using the Unified Theory of Acceptance and Use Technology and Self Determination Theory approach. . The type of data used is primary data obtained from questionnaires. The number of samples was 100 employees, then the data obtained were analyzed using the Structured Equation Model-Partial Least Square (SEM-PLS) method using smartPLS software. The results showed 3 out of 10 hypotheses that had a significant positive effect, namely the variable perception of the relationship to behavioral intention with a path coefficient value of 0.273 and a t-statistic value of 3.199, an anatomical perception variable on behavioral intention with a path coefficient value of 0.200 and a t-statistic value of 2.161, and the variable behavioral intention to use behavior with a path coefficient value of 0.544 and a t-statistic value of 5.231

GOOD CORPORATE GOVERNANCE (GCG) AND TALENT ANALYSIS MANAGEMENT FROM EMPLOYEE PERSPECTIVE

Human resources play an important role for driving the company. Companies that can mobilize their employees in maximizing their duties can reduce the negative impact of environmental factors, and will improve the company's financial performance. The purpose of this study is to analyze the role of applied GCG and Talent Management from an employee perspective, a case study of BPR Bakti in Sidoarjo. This study uses a qualitative descriptive approach, because it wants to solve problems related to employee performance at BPR Bakti, seen from the implementation of Good Corporate Governance and Talent Management. The stages of this research: (1) identify the role of GCG; (2) identify the role of Talent Management; (3) Identification of employee performance; and (4) analysis of the role of GCG and Talent Management in the context of developing effective employee performance. Based on the results of the study, it shows that the company has not implemented GCG related to employee performance, openly, and has not implemented Talent Management. The company also has not compiled employee personal development in the form of training and has not mapped the competencies of each employee, and there is no guidance, education and empowerment for employees as future leaders. The measurement of employee performance indicators is also not owned by the BPR, so there is no evaluation or assessment of employee performance. The factor that supports the performance of this BPR is the loyalty of the employees who work there.
 Keywords: Good Corporate Governance, Talent Management, Performance

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>

Analisis Perbandingan Metode SAW dan Metode Topsis melalui Pendekatan Uji Sensitivitas Penilaian Kinerja Pegawai (Studi Kasus : Dinas Perhubungan Bengkulu Tengah)

So far, employee performance appraisals at the Central Bengkulu Transportation Service have used a predetermined form. Seeing the way in conducting employee performance appraisals that are still manual, a decision support system is needed so that employee performance appraisals get an accurate assessment. The method that can be applied in conducting the assessment is the SAW method and the TOPSIS method as well as conducting a sensitivity test for evaluating employee performance, sensitivity testing is the process of knowing and getting results from the comparison of the two methods. The results of the assessment are 10 employees with the SAW method ranking 1, namely Zainal Arifin with a total score of 35, ranking 2 Yosi Eskamarina with a total value of 31 and ranking 3 Donny Irawan with a total value of 29. While the assessment uses the TOPSIS method, namely ranking 1 Zainal Arifin with a total value of 1.00, ranking 2 Donny Irawan with a total score of 0.68, and rank 3 Yosi Eskamarina with a total score of 0.29. With the sensitivity test based on the employee's performance assessment, it is expected to be able to determine the right method between the saw method and the topsis method.

Key Performance Indicator for Multi Branch Employee Performance Assessment Based on Simple Additive Weighting

The success of the company in managing human resources is very crucial, especially companies that have different locations. Different locations are termed multi-branch, which is management of human resource performance based on clear and anti-subjective assessment parameters and carried out regularly. The performance parameters of employees in a company can be influenced by various factors including motivation, competence, and perceived organizational support. Futhermore, the company parameters will concern about the cost and benefits. Managing a business with one building location will be different from managing a business in many locations, especially with the number of subsidiaries reaching 13 locations. The complexity of corporate governance will be higher, therefore a mechanism is needed to simplify this complexity from point of view of the Simple Additive Weighting Method where the determinant of the variable is initiated as Ci-Cn to obtain a normalized matrix of R for Benefit (B) and Cost (C) values. This research, the Benefit values are C1,C3,C4 while the Cost values are C2,C5,C6. The normalization for Benefit is initiated as Rij = (Xij/XijMax) and Rij = (XijMin/Xij)for the initiation of the Cost of calculating normalization R. The results obtained are then processed into a normal matrix with the initiation W = [(C1),(C2),(C3),(C4),(C5),(C6)].

Sistem Pendukung Keputusan Pemilihan Karyawan Terbaik Toko Rendy Cell Cabang Gunung Pangilun Menggunakan Metode MFEP (Multi Factor Evaluation Process)

The purpose of this study is to produce a Decision Support System for Employee Performance Assessment Using the Multifactor Evaluation Process (MFEP) Method. At the Rendi cell store, the Gunung Pangilun branch in the hope of encouraging employees to be enthusiastic about working using the Visual Basic programming language and databases using Microsoft Access. In this study, the data collection techniques used were field studies, observation, interviews and decision studies. The Best Employee Selection Decision Support System, is a system created to assist in making decisions in selecting the best employees at the Rendi cell store at the Gunung Pangilun branch by using the Multi Factor Evaluation Process (MFEP) method. The result of this research is a decision support system is made to find out the best employees based on the results of employee performance appraisals. Users can input employee data, employee assessment data for each factor, then the system will find a solution using the (MFEP) method. After the decision is obtained, the system will display the decision.

Decision Support System for Employee Performance Using AHP Method (Case Study: PT. Andhy Putra)

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

IMPLEMENTASI METODE WEIGHT PRODUCT UNTUK PENILAIAN KINERJA KARYAWAN DI PT. PERTAMINA GAS

In an office routine, recording employee data is an unavoidable necessity. This data collection has the main purpose of evaluating employee performance, thereby enabling appropriate rewards to be given as a means of increasing their motivation in carrying out their duties. To solve the problems that have been described, a decision support system is planned to be built by utilizing the WP algorithm. The purpose of using the WP algorithm, to provide decision-making support in choosing alternatives as a result of information processing with a decision-making model, and to solve semi-structured and unstructured problems. Employee performance assessment will be used as a basis for evaluation to improve overall performance. Employees who are successfully selected as having the best performance will be given a reward as a form of appreciation for their achievements. The results of the employee performance assessment are the employee named MULYOKO ranked as the best performance with a score of 0.096505 and the employee with the lowest performance score REVI with a score of 0.044987.

Application of Topsis Method in Employee Performance Assessment at PDAM Bengkulu

Employee performance appraisal is very important, especially for employees in the Bengkulu PDAM environment to encourage employee motivation and professionalism in improving work quality. Constraints faced in conducting performance appraisals are due to the diversity of educational backgrounds, experience, competencies and employee portfolios, so we need a system that can assist in the performance appraisal process, so that Employee Performance Assessment will not take time and get into trouble. In the process of designing a decision support system application for evaluating employee performance using the TOPSIS approach. The TOPSIS method (Technique For Order Performance By Similarity To Ideal Solution) is a multi-criteria decision-making method or alternative choice which is the alternative that has the smallest distance from the positive ideal solution and the largest distance from the negative ideal solution. The implementation of the system uses the Visual Studio 2010 programming language and the method used in this study is the waterfall method. From the results of the tests carried out, it can be concluded that this decision support system can provide the best employee decisions which can later be used as a reference to determine the quality of employee performance.

IMPLEMENTASI APLIKASI SABILULUNGAN SISTEM PENILAIAN KINERJA PEGAWAI (SASIKAP)

The Sabilulungan Employee Performance Assessment System (SASIKAP) launched by the Bandung Regency Government is an innovation that is used as a reference for electronic-based PNS performance assessments in an effort to give rewords and penalties. Reference to Regent Regulation No. 18/2019 regarding Employee Performance Assessment has brought many changes to the way of working, including the implementation of good governance principles due to strong control from stakeholders. The method used in this research is qualitative with a descriptive approach. Collecting data in the form of interviews, observations and reviewing documents related to the research. The determination of informants was based on certain qualifications, including the authorities because they were considered the most knowledgeable about the object being studied related to the SASIKAP. The informants in this study were 9 BKPSDM employees with different levels of position. The results of the study found that based on Edward III's Theory, namely Communication, Resources, Disposition and Bureaucratic Structure, it had been implemented quite well, but from the indicators contained in the communication and resource dimensions there were still obstacles because employees had not fully mastered the use of digital technology related to the procedure for filling out results. The work on the SASIKAP application was caused by a lack of socialization from related parties, only one SASIKAP admin employee, and as a result were overwhelmed in providing services to all employees at the Bandung Regency BKPSDM.
 Keywords : Implementation, Employee, Performance Appraisal, Sabilulungan, SASIKAP

PERANCANGAN SISTEM INFORMASI PENILAIAN KINERJA KARYAWAN BERBASIS WEB PADA PT DWI WAHANA EKUALINDO JAKARTA

Web and internet-based information technology transforms all data-dispersed communication within theconcept of information system deployment. The spread of data in the form of information can be a contributionin making decisions based on the information that is diapat in order to achieve the desired goal. At PT DwiWahana Ekualindo in the Human Resource Department (HRD) there is no web-based information system inthe management of employee performance assessment data. The process of managing employee performancedata is still done manually, which is still typing one by one the employee performance values into the MicrosoftExcel application to perform the calculation of values. The results of the employee performance assessment canbe measured as a measure of career positions and labor wages or salaries every month. In addressing the issue,a web-based information system is required that makes it easier to manage employee performance assessmentdata and generates employee performance assessment results.

Sistem Pendukung Keputusan Pegawai Berprestasi Pada KSPPS BMT ALHIKMAH Weleri Dengan Metode SAW (Simple Addtive Weighting)

Employee Performance Assessment is used to evaluate the work of all employees or employees either quantitatively or qualitatively. Sometimes the problem of subjectivity in employee performance appraisals is often unavoidable, making it difficult to measure the parameters in the system. Based on this, to help determine the employee's work performance assessment, a decision support system is needed that can provide appropriate results in employee performance with predetermined criteria including Work Spirit, Discipline, Work Results, Responsibility. Based on the description, the author proposes to make "Decision Support System for Outstanding Employees at KSPPS BMT Alhikmah Weleri Using the SAW (Simple Additive Weighting) Method". The SAW method used is to create a decision support system for outstanding employees, especially for KSPPS BMT Alhikmah Weleri employees, so that in the future accurate results can be obtained in assessing employee performance.

Employee Performance Assessment at PG-TK Diamond Kids School Using the Analytical Hierarchy Process Method

The problem of work performance at the foundation has not been maximally measured, only a review of achievements based on an assessment that is considered not perspective because it is not based on accurate points from employees. Regarding solving complex problems based on employee assessments, foundation leaders need to be careful to collect more detailed, accurate, and complete data. Therefore, it is necessary to have a program that can analyze the work and achievements of employees at the foundation. So one of the ways to analyze the assessment is the Analytical Hierarchy Process.

Implementation Of Performance Assessment To Determine Employee Performance

This study has a purpose to determine the implementation of performance appraisal to assess employee performance conducted at PT. XYZ Sampling is done by using the census technique, namely taking samples from the total population. The research instrument used a questionnaire. Then test the validity and reliability to test the data requirements. The weighting of the questionnaire uses a Likert scale. The data analysis technique used a correlation test and t-test (hypothesis test).From the research results, the implementation of work performance to assess employee performance is carried out based on the work performance form with an assessment based on a rating scale. Employee performance has been included in the "good" category. This is known from the majority of employees who have assessment results with scores that fall into the good category. Employee performance has also produced good results. It was concluded that there is a strong and positive relationship between work performance and employee performance. It is known from the acquisition of the value of r = 0.722. A positive and strong relationship means that if the work performance variable increases, it will be followed by an increase in employee performance. Vice versa, if there is a decrease in the work performance variable, it will be followed by a decrease in the performance variable.