DEVELOPMENT OF GOVERNMENT OF WEST JAVA PROVINCE PERFORMANCE APPRAISAL SYSTEM

• Main Author: Purnawan, Roby
• Format: Theses
• Language: Indonesia
• Subjects: Manajemen umum
• Online Access: https://digilib.itb.ac.id/gdl/view/63974
• Institution: Institut Teknologi Bandung

Performance appraisal is one part of human resource management that can support the achievement of organizational goals. The Government of West Java Province has implemented a new performance appraisal system that has only been running for few years. From the results of temporary evaluation and monitoring found conditions in which the results of individual performance appraisal, resulting from the performance appraisal system used today, are not in line and do not reflect the performance of the Government of West Java Province an organization that has goals to be achieved. Therefore, this research was conducted with the aim of developing an improved performance appraisal system for the Government of West Java Province. The research was conducted using mixed methods, where this method combines qualitative and quantitative qualitative through interview data collection techniques, desk studies, conducting focus group discussions and perform descriptive statistical analysis. The research begins by identifying the problem and looking for the root of the problem by comparing the current employee performance value in an organization compared to the performance achievement of the organization itself. After that, an analysis of employee performance factors, performance indicators, methods, reviewer and existing formulations was performed. The results identified that the current performance appraisal still has several things that need to be improved so that the current performance value is not fully in line and in accordance with the organization's performance. To improve the existing performance calculation system, the author proposes several suggestions for improvements to employee performance factors, performance indicators, methods, reviewers and existing formulas. One of the suggestions is to replace the behavioural scores previously obtained from behavioural reviews with scores from peer review questionnaires according to the simulation results that have been performed. For the implementation plan, the writer proposes an implementation plan using Kotter's 8 model of change management model.