PERANCANGAN SISTEM PENILAIAN KINERJA KARYAWAN PADA HALOFINA
PT. Akselerasi Edukasi Internasional or better known as Halofina is a company that create and develop an AI (artificial intelligence / robo-advisor) based personal financial planning that can help someone in financial planning and investment planning. Human resources are the company's assets th...
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| Format: | Final Project |
| Language: | Indonesia |
| Online Access: | https://digilib.itb.ac.id/gdl/view/66036 |
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| Institution: | Institut Teknologi Bandung |
| Language: | Indonesia |
| Summary: | PT. Akselerasi Edukasi Internasional or better known as Halofina is a company that create and develop an AI (artificial intelligence / robo-advisor) based personal financial planning that can help someone in financial planning and investment planning. Human resources are the company's assets that act as implementers for every program or activity to achieve the company's goals. As the company’s assets, human resources need proper management to be able to play an optimal role. One of the important activities in human resources management is performance appraisal. Performance appraisal can improve employee performance and determine salary and performance allowance.
Halofina’s current performance appraisal is based on the quantitative performance targets of each individual. Meanwhile, according to Armstrong (2006) performance appraisal should not be limited only to quantitative values of performance. Performance appraisal criteria should be balanced between the result achieved and the behavior of the individual that is being assessed. Therefore, this study was conducted to determine and design an appropriate performance appraisal system by considering the needs and the conditions of the Halofina Company, with hope that the design resulting from this study can be implemented in the Halofina Company.
The performance appraisal system is designed using 360-degree feedback with the use of two types of assessments, namely, result-based performance appraisal with assessment indicators based on Objective and Key Results (OKRs) and behavior-based performance appraisal. The appraisers that are involved in the performance appraisal system are direct supervisors, direct subordinates, co-workers, and the individual that is being assessed. The performance appraisal period is conducted quarterly. |
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