EMPLOYEE PERFORMANCE APPRAISAL SYSTEM: DESIGN AND IMPLEMENTATION

• Main Author: GITA KRISNAWATI (NIM: 29106304) ; Pembimbing : Alibasjah I. Soedjarno, MM., ANDINA
• Format: Theses
• Language: Indonesia
• Online Access: https://digilib.itb.ac.id/gdl/view/17941
• Institution: Institut Teknologi Bandung

Urgent and growing needs for electricity supply in Indonesia nowadays, which is in line with population and economic growth, have caused the government to speed-up the development projects of electricity installations throughout Indonesia.As a company that specializes in electricity construction, PT. Ibnu Taryu has a big chance to participate in the development since State Electricity Company (PLN), as one of main clients of PT. Ibnu Taryu, is the one responsible for the development aforementioned above.This would be a challenge for PT. Ibnu Taryu because with the number of projects being on the way would require PT. Ibnu Taryu to be strong as a company, especially on the inside. The most important factor inside a company is strong performance of human resource to support the company in facing challenges ahead. For that reason there needs to be some sort of periodic employee performance evaluation.A good employee performance evaluation must be performed with full support from everybody within the company. Moreover, there needs to be a good performance appraisal system. The system has to be suitable with the condition of the company. For that matter, the system will be designed based on the analysis of the inside and outside environment of the company.Steps that need to be done in designing the best employee performance appraisal system for PT. Ibnu Taryu is by determining the most suited performance appraisal variable, then weight each variable using Analytical Hierarchy Process (AHP) method, lastly is the design of performance appraisal form.There are two phases in implementing the system. The first is socializing the system to all party within the company before executing it. The second phase is executing the performance appraisal system. The first thing that needs to be done in the second phase is observing the employees before their performance is being appraised. Values of the appraisal are then submitted to their direct or indirect supervisors for verification. The result is used as a feedback for employees improve performance. This system will have a positive impact to the company in facing continuous changes.