IMPROVEMENT OF EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM TO INCREASE THE HUMAN RESOURCE ASSESSMENT SCORE AT PT XYZ
Business competition in the footwear industry is very challenging. PT XYZ is a shoe manufacturing company that has customers with a world-famous shoe brand. To compete with their competitors, PT XYZ must meet the performance standards of their customers. The performance standard has several aspe...
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| Format: | Theses |
| Language: | Indonesia |
| Subjects: | |
| Online Access: | https://digilib.itb.ac.id/gdl/view/53527 |
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| Institution: | Institut Teknologi Bandung |
| Language: | Indonesia |
| Summary: | Business competition in the footwear industry is very challenging. PT XYZ is a shoe
manufacturing company that has customers with a world-famous shoe brand. To compete
with their competitors, PT XYZ must meet the performance standards of their customers.
The performance standard has several aspects of assessment. The assessment of human
resource management is one of them. PT XYZ did not reach the target in the human resource
management assessment on the performance management system category. PT XYZ must
improve the evaluation system and evaluation activities criteria in the performance
management system to achieve the predetermined assessment targets.
A review was conducted of PT XYZ's current assessment criteria and conditions to improve
the performance management system. The assessment criteria reviewed are related to the
evaluation system and evaluation activities. Data was collected through internal company
documents and interviews to see PT XYZ's performance management system and process.
The analysis is carried out on the assessment criteria, current conditions, and literature
related to the evaluation system and evaluation activities. From the analysis, it is found that
there is a gap in the performance management cycle and performance appraisal for the
operator level.
The PT XYZ performance management cycle is proposed to be twice a year to improve the
performance management system. Performance appraisal for the operator level is assessed
based on results and based on behavior. In assessing the performance of the results and the
operator's behavior, a direct supervisor is appointed as the assessor. The results of
performance appraisals for operators can be used as a key reference for decision making in
providing incentives and promotions. The appraisal can be a clear message in differentiating
an employee's performance. |
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