Penilaian Kinerja sebagai Alat Pengembangan SDM
DOI:
https://doi.org/10.61722/jaem.v1i4.3450Keywords:
Human Resource Management, performance appraisal, constructive feedbackAbstract
Performance appraisal is one of the important elements in human resource management (HR) which aims to measure the contribution and effectiveness of employees in achieving organizational goals. In addition to its function as an evaluation tool, performance evaluation also has a strategic role as a means of human resource development. With a structured and data-driven approach, performance appraisals help identify employee strengths and weaknesses, provide constructive feedback, and design appropriate training and development programs. This article describes the basic concepts, methods and benefits of performance appraisal to support individual and organizational development. The focus is on the importance of creating a fair, transparent and sustainable evaluation system to create a productive work environment that focuses on development. Therefore, performance appraisal is not just a measuring tool, but also a driver of change to realize the maximum potential of HR functions.
References
Gomes. F. Cardoso, 2003. Manajemen Sumber Daya Manusia. Terjemahan Yogyakarta : Andi Offset.
Mathis, Robert. L & Jackson, John. H. 2006. Manajemen Sumber Daya Manusia. Edisi :ke – 10. Jakarta : Penerbit Salemba Empat.
Dessler, G. (2010). Manajemen Sumber Daya Manusia (10 ed.). (P. Rahayu, Penerj.) Jakarta: PT Indeks.
Hakim, A. (2006). Analisis Pengaruh Motivasi, Komitmen Organisasi Dan Iklim Organisasi Terhadap Kinerja Pegawai Pada Dinas Perhubungan Dan Telekomunikasi Provinsi Jawa Tengah. JRBI , 165-180.
Mathis, R., & Jackson, J. (2006). Manajemen Sumber Daya Manusia. Jakarta: Salemba Empat.
Mohammad Mahsun (2012). Pengukuran Kinerja Sektor Publik. Yogyakarta : BPFE
Kusumastuty, Isha. Penilaian Kinerja Keuangan Perusahaan Melalui Analisis Rasio Pada Perusahaan Telekomunikasi. Jurnal Ilmiah Akuntansi dan Bisnis. Surakarta: Universitas Slamet Riyadi (2013) Vol. 8 No. 1. Hal 45-51
Wirawan. Evaluasi Kinerja Sumber Daya Manusia. Jakarta: Salemba Empat, 2009.
E. Nurmianto dan N. Siswanto. “Perancangan Penilaian Kinerja Karyawan berdasarkan Kompetensi Spencer dengan Metode AHP.” Jurnal Teknik Industri, Vol. 8(1), pp. 40-53, 2006
Mondy,W.danNoe,R.M.(2005).HumanResourceManagement(9thEdition).NewJer sey:PearsonPrenticeHall.
Purwaningrum-Erlinda, M Al Musadieq, dan Ika Ruhana. 2014. Pengaruh Penilaian Kinerja Terhadap Semangat Kerja Pada Karyawan PT. Aggiomultimex. Fakultas Ilmu Administrasi Universitas Brawijaya. Jurnal Administrasi Bisnis (JAB). Vol. 8 No. (2). administrasibisnis.studentjournal.ub.ac.id. Diakses Maret 2015. Hal 1-10.
Sugiono, 2007. Metode Penelitian Pendidikan pendekatan Kuantitatif, Kualitatif, dan R&D. Alfabeta, Bandung.
Abdullah, M Faisal. 2003. Manajemen Perbankan: Teknik Analisis Kinerja Keuangan Bank. Malang: Universitas Muhammadiyah Malang Press.
N. Palasara and T. Baidawi, “PenerapanMetode Topsis Pada Peningkatan Kinerja
Karyawan,” J. Inform., vol. 5, no. 2, pp. 287–294, 2018.
