Sistem dan pelaksanaan penilaian prestasi karyawan Study Kasus PT.Musi Hutan Persada

Nursanti, Frida (2005) Sistem dan pelaksanaan penilaian prestasi karyawan Study Kasus PT.Musi Hutan Persada. Masters thesis, Institut Pertanian Bogor.

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Abstract

The objectives of this study are: (1) To analyze the existing performance appraisal system which not yet satisfying the intended goal in developing human resources of PT. Musi Hutan Persada (MHP), (2) To review factors affecting the execution of performance appraisal process, (3) To formulate the appropriate performance appraisal system applicable for MHP. This study is classified to descriptive and case study which uses stratified random sampling with crosstab analyzed method for first stage, and purposive sampling method based on discussion beheld with expert for second stage. Data is then analyzed by AHP. Currently, PT. Musi Hutan Persada implements performance appraisal process which considered fulfill some required factors such as relevancy and practically, however other factors such sensitivity, reliability and acceptability was not appropriately covered. Thus, the performance appraisal system requires some improvement, especially those related to reducing central tendency, enhancing measurement standard and enhancing performance evaluator capability. Some factors such as motivation of performance evaluator, their capabilities, and the availaibility of appropriate measurement standard, are components which influence the execution of performance appraisal process in MHP. The sequence priority that involved in performance appraisal consist of: (1) Motivation, (2) Performance, (3) Capability, and (4) Potention. The sequence priority of involved actors is: (1) Direct manager, (2) Human Resources Division, (3) Employee, and (4) The board of company. The objectives performance appraisal according to priority are: (1) Improve carier planning and development of the employee, (2) As basis for promotion, demotion, mutation, and resignation, (3) Increase employee motivaton, (4) Improve employee opportunity for acquiring required training and education, (5) Additional reference for the company in defining appropriate policies, and (6) As basis for renumeration adjustment. Recommended improvement based on its urgency is: (1) Development of appropriate guidance, form and measurement standard of performance evaluation, (2) Training and disbursement of performance evaluation components and process, both for employee and performance evaluator, (3) Performing performance evaluation regularly, and (4) Implementation of the evaluation result consistently.

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