#TITLE_ALTERNATIVE#

• Main Author: (NIM 29106373), ENDE
• Format: Theses
• Language: Indonesia
• Online Access: https://digilib.itb.ac.id/gdl/view/7798
• Institution: Institut Teknologi Bandung

PT. XYZ Distribusi Jawa Barat dan Banten supplies electricity through out Indonesia. Vision of company is: 'To be a world class company driven by human potent'. In achieving this vision, the company sees qualified human resources as a significant and the key factor for the company's success. One of the necessary action in improving this human resources is by designing performance appraisal system. The quality of the performance appraisal system is very important for the employee's performance.<p> <br /> <br /> <br /> <br /> <br /> Currently, the company still has several problems related to its performance appraisal. Firstly, it shows from the appraisal aspects used, which is not yet adjusted with competency dictionary. Secondly, the company has not yet determined weight of appraisal criteria, whereas each criteria has different weight from one to another.<p> <br /> <br /> <br /> <br /> <br /> In this final project is designed a performance appraisal form based on competency for staff level of HR division at APJ Bandung of PT. XYZ Distribusi Jawa Barat dan Banten. The design steps started from the selection of the appraisal criteria, deciding the level of importance (weight) for each criteria using the Analytical Hierarchy Process (AHP) and the arrangement of the performance appraisal form itself. Determining of appraisal criteria is done by combining current appraisal aspect and competency dictionary.<p> <br /> <br /> <br /> <br /> <br /> The proposed designed form has several main characteristics, such as the appraisal aspects which already consist the competency aspect as explained in the competency dictionary and also a appraisal scale based on the behavior level. To apply this proposed performance appraisal, there are several phases need to be done first, starting with the proposal of the performance appraisal system to the top management level, continued with communicating the performance appraisal system, followed with the evaluation of any suggestions towards the performance appraisal system used, and last but not least the implementation of the performance appraisal system itself. In this final project, several recommendations also mentioned with regards to the procedures, times and methods employed upon this system's application.