IMPROVING OBJECTIVITY TRANSPARENCY AND ACCOUNTABILITY OF PERFORMANCE APPRAISAL AT KEMENTERIAN PENDAYAGUNAAN PEREMPUAN DAN PERLINDUNGAN ANAK

• Main Author: R I M Tarigan tua, Agustinus
• Format: Theses
• Language: Indonesia
• Subjects: Manajemen umum
• Online Access: https://digilib.itb.ac.id/gdl/view/46497
• Institution: Institut Teknologi Bandung

Complying with applicable regulations, the Ministry of Women's Empowerment and Child Protection of the Republic Indonesia annually assesses the performance of its employees, with key parameters including achieving work targets and compliance of employee presence. The results always state that the performance of Ministry of Women's Empowerment and Child Protection employees is always Good and Very Good — except for employees with certain cases. Theoretically this is "suspicious". For this reason, a deepening probe of the existing performance management system is carried out, to find out whether there is actually a gap between individual performance and organizational performance or not. Utilizing the pair comparison and force distribution method and analyzing performance assessment data for 2017 and 2018 thru a series of focus group discussion (FGD), interviews, and observations note that there are gaps between individual performance and organizational performance. The main contributing factor is the granting of non-objective judgments, as a result of formalistic assessment mechanisms and the influence of aristocratic-paternalistic culture and patron-client patterns that lead to insulated superior-subordinate communication. To overcome this, the best solution for Ministry of Women's Empowerment and Child Protection is to make improvements on its Employee Performance Appraisal System, with the main focus on aligning the organization's work objectives and employee work objectives, so that employee performance appraisals are objective and aligned with the organization's work achievements. Four management tools are used for aligning organizational objectives and individual performances are, (1) the compilation of a measured work calendar (starting from planning, managing, evaluating and ending with calibration); (2) a new performance appraisal form that reveals the performance qualities, behavioral qualities, and consideration for the performance and behavioral qualities; (3) utilizing the Pair Comparison & Force Distribution Method to improve objectivity, transparency and accountability of assessments; and (4) manual used to introduce objective, transparent and accountable performance appraisal steps. The application of these 4 management tools is to strengthen the performance appraisal process at Ministry of Women's Empowerment and Child Protection to be more objective, transparent and accountable