Jurnal Manajemen SDM: Mei 2011

Selasa, 31 Mei 2011

PERANCANGAN PENILAIAN KINERJA KARYAWAN BERDASARKAN KOMPETENSI SPENCER DENGAN METODE ANALYTICAL HIERARCHY PROCESS

(Studi Kasus di Sub Dinas Pengairan, Dinas Pekerjaan Umum, Kota Probolinggo)

oleh : Eko Nurmianto, Nurhadi Siswanto & Sanusi Sapuwan

Publikasi pada : JURNAL TEKNIK INDUSTRI VOL. 8, NO. 1, JUNI 2006: 40-53

ABSTRACT

In this research, Worker Performance Appraisal System has been conducted in the Public Worker Council Probolinggo. This research especially conducted in the Sub Public Worker for Low Level Workers, i.e. Contract Workers. So far incentive in this institution was not given based on their performance, but based on the community agreement. Therefore, the worker performance appraisal system was designed based on the competency, namely the Spencer competency. For that purpose the Spencer appraisal Dimension has been integrated to DP3 (Daftar Penilaian Pelaksanaan Pekerjaan) and to the Competencies for the Executive Leadership Development. The results on those criterias were processed using the Expert Choice Software. The weight for the managerial skill is 0.200 and for the technical one is 0.800. Type of managerial skill is indicated by the competency criteria, i.e, discipline, serving, achievement, proactive and commitment to organization. The weights of each criterion are 0.318, 0.289, 0.151, 0.140, 0.102, respectively. On the other hand, Technical skills indicated by competency criteria are leadership and cooperation. Their weights are 0.500, 0.500, respectively. It can be concluded that, the accurate incentive system is an insentive system, based on profit share. This share is given according to the performance appraisal of each worker.
Keywords: worker performance appraisal, competency, incentive, analytical hierarchy process

1. PENDAHULUAN

Kualitas Sumber Daya Manusia (SDM) merupakan salah satu faktor yang untuk meningkatkan produktivitas kinerja suatu organisasi atau instansi. Oleh karena itu, diperlukan Sumber Daya Manusia yang mempunyai kompetensi tinggi karena keahlian atau kompetensi akan dapat mendukung peningkatan prestasi kinerja karyawan. Selama ini banyak instansi . . . . . . . (baca_selengkapnya )

Artikel lengkap dikompilasi oleh/hubungi :
Kanaidi, SE., M.Si (Penulis, Peneliti, PeBisnis, Trainer dan Dosen Marketing Management). e-mail ke : kana_ati@yahoo.com atau kanaidi@poltekpos.ac.id

Butuh Artikel/Jurnal Lainnya ?, click di :

Faktor Penentu Employee Rentention

Oleh: Kountur, Ronny

Journal of Management and Business Review Vol. 4 No. 1 (Jan.2007), halaman 61-67.

The study was intended to find out what factors affecting employee retention (what make employee remain working in an organization) and how strong are their contribution toward employee retention. Employees were selected randomly from an organization. A questionnaire was designed with 90,29 percent reliability and distributed to the respondents. Factor analysis was used to identified the factors and their loading. Sevent factors were identified, those are : (1) superior support, (2) chance for self development, (3) challenging work; (4) interesting compesation, (5) good relationship among peers, (6) ability to do the job, and (7) sense of ownership.................(baca_selengkapnya)

Butuh Artikel/Jurnal Lainnya ?, click di :