Employee Performance Evaluation Research Articles

Guidelines for Evaluating the fair Performance of Personnel in the Manufacturing and Service Business Sector

Purpose: This study aimed to investigate a fair method for evaluating employee performance in the manufacturing and service sectors. Theoretical framework: This research past concepts and theories that the researcher was able to summarize the guidelines for fair performance evaluation of personnel in the business sector have four components as follows: Evaluation Method, Support Factor, Assessor Characteristics and Data Insight. Design/methodology/approach:The study developed into a structural equation model and conducted as qualitative research with in-depth interviews with nine experts. Tools for quantitative research were created, and a group discussion with 11 qualified participants was held to reach a consensus on the model's certification. Survey information from a questionnaire administered to 500 business owners or executives in charge of manufacturing and services was used for quantitative research. And hierarchical linear multiple regression using SPSS and Structural Equation Modeling (SEM) technique was used to test the study hypotheses. Findings: The study adopts a confirmatory factor analysis to develop the structural equation model through data collection from in the manufacturing and service sectors, in Thailand Research, Practical & Social implications: The study which enables employers to operate smoothly by receiving benefits or profits according to the objectives of that enterprise. It is achieved when the commandant and subordinates can work together effectively and achieve peace in the industry. Originality/value: This study provides andoffersan academic reduce the turnover rate of employee and fair performance of personnel the manufacturing and service sectors in Thailand.

The Application of Deep Learning in Human Resource Management: A New Perspective on Employee Recruitment and Performance Evaluation

This article explores the application of deep learning in human resource management, focusing on new perspectives and impacts in the fields of employee recruitment and performance evaluation. Through literature review, theoretical framework construction, empirical research, and outcome discussion, it has been found that deep learning has significant advantages in employee recruitment and performance evaluation. In terms of employee recruitment, in-depth learning has improved the accuracy and efficiency of candidate selection, and provided comprehensive evaluation and selection decision support through Natural language processing and facial expression recognition technologies. In terms of performance evaluation, deep learning is based on multi-source data for performance analysis and employee potential prediction, providing personalized performance feedback and incentive measures. The application of deep learning in human resource management has a positive impact on organizational performance and employee development, improving the accuracy and efficiency of recruitment and evaluation, optimizing decision-making processes, and enhancing organizational competitiveness and employee development opportunities. However, deep learning still faces some challenges and limitations in human resource management, such as data privacy and security issues, as well as the demand for technical and professional talents. The conclusions of this study provide guidance and suggestions for the application of deep learning in employee recruitment and performance evaluation for human resource managers, helping them cope with management challenges and achieve long-term organizational development goals.

THE IMPACT OF HIGH-PERFORMANCE WORK SYSTEM PRACTICES ON EMPLOYEE PERFORMANCE

In these times, purposeful organizations are more likely to create significant long-term value, leading to better financial performance, greater employee engagement, and greater customer trust (Komm, Pollner, Schaninger, and Sikka, 2021). According to the authors, a lot of attention is paid to the role of human resources management and what result it creates in the organization. A key factor in the success of today’s organization is competent employees in which proper investment is required in order to get the desired performance results. Armstrong (2010) presents the concept of a high-performance work system, emphasizing that a high-performance work system becomes a tool that determines the effective performance results of both individual employees and the organization as a whole. In the article, the problematics of the research of the influence of highperformance work system practices on the performance results of employees is revealed, and the theoretical approach to the influence of highperformance work system practices on employee performance is conceptualized. Based on the constructed theoretical model, the research methodology of the influence of high-performance work system practices on the performance results of employees is based, and the methodology has been developed and the influence of high-performance work system practices on the performance results of employees has been empirically evaluated. Based on the results of a quantitative research (n=476), a model of high-performance work system practices influencing employee performance was adjusted, which includes three practices: recruitment and selection; reward policy; the results of employee performance evaluation, task performance, and adaptive performance. This model can be implemented in organizations to improve employee performance by ensuring high employee productivity.

Artificial Intelligence and the Remodeling of the Arab Clan Culture: A Comprehensive Analysis

For public organizations looking to assure fairness and meritocracy, the clan system—which refers to the employment and advancement of people based on their family or social connections—has long been a problem. By increasing efficiency, decreasing bias, and facilitating improved decision-making, artificial intelligence (AI) has the potential to drastically alter the clan system of public institutions. This study employs a qualitative methodology to offer insightful explanations of how AI can influence the clan system in public organizations. Qualitative research can aid in the development of responsible and efficient AI systems that support equality, empowerment, and effectiveness by examining the experiences and viewpoints of people participating in hiring and promotion processes. The study finds that artificial intelligence can lessen the impact of clan ties in the hiring process and guarantee that the best individuals are chosen for the position. Additionally, AI-powered tools can be used to find any irregularities in the hiring process and offer suggestions for improvement. AI can be used to evaluate performance and make promotion decisions in addition to recruitment. AI can assist in ensuring that promotions are based on merit rather than clan allegiance by evaluating employee performance data and spotting patterns and anomalies. Additionally, AI can offer insight into the knowledge and training that will best increase performance, enabling public agencies to give their staff members specialized training and development opportunities. In general, this study concludes that the use of these technologies is ethical and transparent. It is important to ensure that they are applied ethically and transparently to avoid unintended consequences and ensure that they benefit all people equally. In addition, the study emphasizes the importance of considering the cultural and social context in which AI is implemented to ensure that it is consistent with community values and norms.

Analisis Penilaian Kinerja Karyawan Studi Pada Waiters Cafe Belly Buddy dengan Metode Behaviorally Anchor Rating Scale

In the world of work, employee performance appraisal has an important role. This relates to decisions that will be taken by the company, related to the performance of its employees. As is the case with Cafe Belly Buddy, which is one of the culinary business ventures in Surabaya, is a company that of course conducts performance appraisals or evaluations for its employees. The method used by the current management of Cafe Belly Buddy is to carry out an evaluation process once every 3 (three) months, and the basis for the assessment has not used a structured method, so it is felt that it is still considered ineffective. This is because there are still many employees who consider formality, assessment is subjective, there are no clear and measurable standards, as well as feedback on employee performance achievements. As a result, employees feel uncomfortable and unmotivated at work. To overcome this, the authors compiled an employee performance assessment based on the method, namely using the Behaviorally Anchor Rating Scale (BARS) method. The Behaviorally Anchor Rating Scale (BARS) method can overcome the problem of evaluating employee performance which tends to be subjective in this case it can be used to meet the company's need for standards and feedback in employee performance appraisals. For this reason, the Behaviorally Anchor Rating Scale (BARS) method will be implemented for the waiters/waitress division which currently requires review and improvement in its performance process. By using this method, it is expected to be able to solve the problem of assessing the performance of waiters at Cafe Belly Buddy, so that finally employees can work comfortably and full of motivation and enthusiasm in carrying out their performance.

EFEKTIVITAS PENILAIAN KINERJA DALAM MENINGKATKAN PRODUKTIVITAS KERJA PEGAWAI KECAMATAN BENUA KAYONG KABUPATEN KETAPANG KALIMANTAN BARAT

This research discusses the effectiveness of performance appraisal in increasing employee work productivity in Benua Kayong District, Ketapang Regency, West Kalimantan. This research is based on problems related to the effectiveness of performance appraisal in increasing employee work productivity. Performance appraisal is a process within an organization that aims to evaluate the performance of each individual's work. In performance appraisal, an assessment of employee cooperation with the organization can be carried out within a certain period of time. In evaluating employee performance to find out how well employees work, this study uses several data collection techniques. In this study, using qualitative research where data collection techniques were obtained through various ways including interviews, observation, documentation. The results of this study indicate that the effectiveness of performance appraisal in increasing employee work productivity is urgently needed in the sub-district of Continental Kayong, Ketapang Regency, considering that there are several factors that reduce the work productivity of these employees so that they are less effective at doing work.

Business Opportunity Human Resource Information System for a Human Resource Department to Create Career Path and Performance Evaluation

The purpose of the study is to describe and show the role of HRIS related to its use, business opportunities, and employee performance evaluation, which is used from existing scientific articles and then given a perspective by researchers in this scientific article. Research methods used. Qualitative research with a literary research approach. This method uses the keywords HRIS, Human Capital and Career to summarize articles from Google Scholar, Research Gate and other reputable international journals. Literature titles, abstracts and keywords are used to filter the criteria of the filtered literature again, reading the entire content. The results of research with research variables are related to research (Nagendra &; Deshpande, 2014), (Irum &; Yadav, 2019), (Widhianto, 2002), (Jonni &; Husein, 2019), and there are also research results that conflict with manual use with HRIS from research results (Edhy Permata, 2019), the last research from (Susanto &; Parmenas, 2021) where business and development opportunities for companies to use HRIS in MSMEs. Variables that can be used for further research HRIS Skills Inventory, HRIS Training Needs Analysis, HRIS Succession Planning and HRIS Workforce Needs and Supply Analysis, workforce planning, HR business needs and decision making, cheap and easy information technology from the business side, employee training, employee violation information, employee payroll, business acquisition records , HRIS is still followed by manual processes, business opportunities and development of system usage

PENGARUH MOTIVASI KERJA DAN LINGKUNGAN KERJA TERHADAP KINERJA PEGAWAI DENGAN KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING DI RS “X”

Hospital "X" is a private type C hospital in Sukabumi City that is committed to providing high-quality health services for patients and their families. This study aims to analyze the impact of work motivation and the work environment on employee performance, with job satisfaction acting as an intervening variable. The research used a quantitative approach and survey method with a sample of 197 permanent employees of "X" Hospital. The data analysis employed a path analysis structural equation model. The study found that work motivation and work environment have a significant positive impact on employee performance, with job satisfaction playing a mediating role. Based on the results, the hospital management can evaluate employee performance and provide appropriate rewards, promotions, and continuing education to improve employee work motivation, job satisfaction, and performance.

Research Hotspot and Frontier of Employee Performance in China: Citespace Measurement Visualization Analysis

Employee performance is the important basis of enterprise performance, is the key to promote the long-term development of enterprises. Based on the measurement and visualization analysis of 750 core papers of Chinese employee performance research, the research finds that: Chinese employee performance research paper on the whole presents a stage of characteristics. The function mechanism of employee performance, employee performance evaluation, performance pressure and employee behavior, and employee performance management and enterprise development are hot topics in the study of Chinese employee performance. Entrepreneurial performance will continue to become a study trend, the future can improve the analysis mechanism from the multi-discipline and multi-angle. To our country employee performance management in-depth research, help enterprise sustainable development.

Penggunaan Metode Simple Additive Weighting dalam Sistem Pendukung Keputusan Evaluasi Potensi Pegawai di SMK Negeri 2 Bandar Lampung

This research was conducted to build a decision support system for employee potential assessment at SMK Negeri 2 Bandar Lampung using the Simple Additive Weighting (SAW) method. Decision support system is made web based with 3 actors namely admin, employees and leaders. The data used comes from the Employee Work Target (SKP) data at SMK Negeri 2 Bandar Lampung. The selection process is done by collecting employee data and employee performance values along with the criteria used. The data received is processed by the system by determining the priority of each criterion and doing the sum of the weights of each criterion value. The results of functional testing in the SPK Employee Potential Assessment is a compatible system on the computer being tested and all menus on the system are running well. The results of testing the system using Black Box Testing using 20 data employees of SMK Negeri 2 Bandar Lampung. The conclusion of this research is that the Employee Potential Assessment Decision Support System can help the Head of SMK Negeri 2 Bandar Lampung to conduct a performance evaluation of employees with 100% accuracy. Thus, the SAW method is appropriately used in the Employee Potential Assessment Decision Support System.

The Influence of Compensation and Work Environment on Employee Performance at Perum DAMRI Palembang City Branch

This study aims to determine the effect of compensation and work environment on employee performance at Perum Damri Palembang branch. The method in this study was associative research. The analysis in this research utilized multiple linear regression analysis. The results of this study indicate that there is an effect of compensation and work environment on employee performance at Perum Damri Palembang branch. This research is expected to provide benefits for companies to evaluate employee performance through compensation and work environment.

SME Performance: Examining the Relationship Between Training and Development, Employee Performance Evaluation and Rewards

SME performance has been viewed in many aspects. This concept paper will highlight human resource management among SME. In managing its human resources, SME needs to at least practice the important parts such as training and development, employee performance evaluation, and rewards. This study’s objective is to identify which human resource practice can contribute to firm performance of SMEs. Using the simple random sampling method, the data will be collected by distributing questionnaires to SME’s human resource managers and top executives responsible for managing human resources. Data will be analyses for reliability, multiple regression, Pearson’s Correlation test, and using PLS-SEM to estimate the model with multiple constructs, indicator variables and structural paths. This study will fill in the gap to identify which HR practices are the most important for SMEs to focus on. It will benefit the SMEs as they can identify which HR practices influence the most in firm performance. HR practitioners can use the findings to support the case for implementing HR practices in organizations. This is in line to help the SMEs to remain in the business and able to expand it.

Impact of Organizational Culture and Discipline on Employee Performance: A Study of Cooperative Members

The smooth running of cooperative activities amid massive changes is inseparable from aspects of organizational culture, enforcement of discipline and employee performance that is in line with shared expectations and goals. Organizational culture as a philosophy that is embraced together can be used as a direction to excel and advance together, the high discipline of the members is believed to be able to make the best contribution to the development of the cooperative through its maximum performance in an effort to create mutual benefits. This study aims to find out and re-analyze the relationship between organizational culture and discipline in predicting and influencing employee performance in cooperatives. The sample of this study was 34 respondents selected using the total sampling technique. Research findings, organizational culture and discipline have a positive effect on employee performance both individually and simultaneously. The contribution of the influence of organizational culture on employee performance is more dominant than the influence of discipline. It is important for cooperative management to evaluate employee performance regularly and scheduled so that improvements can be made gradually and continuously, strengthening understanding of organizational culture and disciplinary action as part of the evaluation. Organizational culture is more dominant than discipline in influencing employee performance, the causal factors in detail are not explained, and this can be a consideration for subsequent research. Digital aspects relevant to cooperative activities and management systems can also be considered to conduct investigations on employee performance in the era of technological disruption, in Industry 4.0.

Pengaruh kompensasi, disiplin kerja dan motivasi kerja terhadap kinerja karyawan

The success achieved by Bank BCA cannot be separated from the important role of HR. Therefore, the Bank is committed to developing a highly competent workforce that has the agility, mindset to continue to grow, and adheres to BCA's values to run the business amidst dynamic industrial developments. The concept of Branch Service Quality (BSQ) is used by Bank BCA to assess employee performance based on respondents' perceptions which is done independently. This is done by the bank as an effort to maintain the quality of service which is currently good, where this is done by evaluating employee performance based on customer perceptions. The number of respondents in this study were 42 employees of Bank BCA KCU Kedoya Permai. This research is quantitative by using analytical methods with the SPSS program. The results of this study are that there is an influence between compensation, work discipline and work motivation on employee performance partially and simultaneously.

PENGUKURAN KINERJA SUMBER DAYA MANUSIA MENGGUNAKAN METODE HUMAN RESOURCE SCORECARD

In recent research, employee performance evaluations have not been carried out comprehensively. However, problems related to employee performance are the increasing number of complaints and the achievement of project targets on time. This study aims to determine the level of employee performance and provide suggestions for improving key performance indicator (KPI) below the target. The sampling method is non-probability sampling with purposive sampling. The method used is the Human Resource Scorecard (HRS) supported by the Analytical Hierarchy Process (AHP) and Traffic Light System (TLS). The results showed that the performance measurement score of PT. Modern Pulsa Investama in 2021 is 2,23 (less) with a TLS of 2,90; in 2022, it is 2,99 (medium), with a TLS of 5,86, indicating satisfactory performance. Based on 15 KPIs in 2021, 4 were obtained in the green group, 5 in the yellow group, and 6 in the red group. Of the 15 KPIs in 2022, 6 were obtained in the green group, 6 in the yellow group, and 3 in the red group. KPIs that go on a yellow to red scale are the focus of improvement. PT. Modern Pulsa Investama is a company that develops bill payment applications and online product purchases.

A PROTOTYPE MODEL ON DEVELOPMENT OF WEB-BASED DECISION SUPPORT SYSTEM FOR EMPLOYEE PERFORMANCE ASSESSMENTS WITH SIMPLE ADDITIVE WEIGHTING METHOD

The manager or related supervisor performs employee performance assessments to measure the performance and competency of the company's employees. The results of employee assessments can be used to make decisions. Three problems arise in the performance assessment process for PT Tibeta Logistik Indonesia's current employees. The first is that the assessment process is carried out conventionally. So it takes longer, the assessment results can be more objective, and managers or superiors cannot monitor employee performance evaluation results. Based on the literature review, it is known that the Decision Support System is a method that performs assessments more quickly and objectively. Simple Additive Weighting (SAW) is the Decision Support System method for performance assessment. The decision support system will be implemented on a website-based system designed with a prototype model. This research produces a website-based decision support system that can contribute to companies in evaluating employee performance. Before implementation, the decision support system was tested using the User Acceptance Test (UAT) method and obtained very good average results. Then in the comparison between before and after using the system, the results of employee assessments when using the system get superior results in 3 aspects: Integration, security, and ranking.
 
 Kata kunci: DSS, Prototipe, SAW, UAT, website.

Application of E-Performance and Compensation Systems To Employee Performance Through Motivation As An Intervening Variable

Advanced human resources (HR) are required for an organization to achieve its goals and objectives. There is a need for human resource management so that the implementation of activities runs optimally by evaluating employee performance. The research method used was causal quantitative, which aims to analyze the effect of implementing e-performance systems and compensation on employee performance through motivation as an intervening variable. The research population consists of employees serving in the Indonesian Navy. The Naval Personnel Staff totals 113 employees. The Slovin method was used to calculate the sample, which yielded a sample of 89 employees. Data collection methods in the form of primary data come from questionnaires, and secondary data is derived from agencies. Methods of data analysis using descriptive analysis as well as structural equation model partial least squares (SEM-PLS) analysis. The results of the analysis show that the implementation of the e-performance system affects motivation, compensation affects motivation, the implementation of the e-performance system has affected employee performance, compensation has affected employee performance, motivation has affected employee performance, the implementation of the e-performance system has affected employee performance through motivation as an intervening variable, and compensation does not affect employee performance through motivation as an intervening variable.

Implementation of the SAW Method on the Employee Career Determination Website at PT. Hartono Palace of Technology

PT. Hartono Istana Teknologi is a company in Indonesia engaged in electronics and there are obstacles encountered including evaluating employee performance and determining employees entitled to promotion using data in the form of paper stored separately and Excel files for data collection on employee performance assessments that have not been integrated such as data agreements, training data from company and achievement data are not yet systematic so companies need an integrated information system for employee career path processes. Based on the problems above and the research is focused on website-based implementation to provide solutions to companies for career path problems in companies that can increase work effectiveness and automate the eligibility criteria process for promotion. In the process of making a website, one of the features of the Decision Support System (DSS) is used, namely the Simple Additive Weighting (SAW) method. Blackbox testing has been carried out with an average result of 77.5% indicating the success of the application feasibility test for implementation at PT Hartono Palace of Technology

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.

Pengaruh Motivasi Kerja, Disiplin Kerja Dan Lingkungan Kerja Terhadap Kinerja Karyawan Pada Perusahaan Keluarga Di Surabaya

In terms of improving human resources in the company, it is necessary to evaluate employee performance. By evaluating employee performance, companies have supporting data and information to evaluate human resources to make them even better. Employee performance is important in a company because it will affect the achievement desired by the company. The purpose of this study was to analyze the significant influence of work motivation, work discipline, and work environment simultaneously on the performance of employees in family companies in Surabaya. This study used a quantitative approach using multiple regression analysis because the sample used was a questionnaire with a total of 73 respondents. The results showed that some work motivation, work discipline, and work environment have a significant effect on employee performance. Simultaneously, work motivation, work discipline, and work environment have a significant effect on the performance of employees in family companies in Surabaya.