NikenDewiHapsari (2009) Penggunaan Analytical Hierarchy Process (AHP) dalam Penilaian Karyawan Berdasarkan Kompetensi : studi kasus di PT. Petrokimia Kayaku, Gresik. Sarjana thesis, Universitas Brawijaya.
Abstract
Penilaian karyawan di PT. Petrokimia Kayaku menggunakan DP3, dimana merupakan sistem penilaian berdasarkan kriteria yang terbatas pada bobot yang sama oleh atasan. Sistem penilaian DP3 memungkinkan penilaian yang subyektif, oleh karena itu perlu dikembangkan penilaian karyawan yang lebih obyektif, salah satunya menggunakan kriteria kompetensi Spencer. Kriteria kompetensi tersebut mempunyai tingkatan bobot yang berbeda. Penentuan bobot kriteria kompetensi dapat dilakukan menggunakan Analytical Hierarchy Process (AHP). Tujuan penelitian ini adalah melakukan penilaian karyawan berdasarkan kriteria kompetensi Spencer. Adapun tujuan khusus penelitian ini adalah menentukan bobot kriteria kompetensi menggunakan AHP, membandingkan DP3 dan kompetensi Spencer dalam penilaian karyawan. Penelitian dilaksanakan di Departemen SDM dan Keuangan PT. Petrokimia Kayaku pada bulan Januari 2009. Sistem yang diteliti adalah sistem penilaian karyawan yang terdiri dari elemen-elemen yaitu karyawan, alat penilai dan penilai. Karyawan yang dinilai adalah tingkat pelaksana. Alat penilai adalah cara penilaian yang akan dilakukan. Penilai merupakan Kepala Departemen SDM dan Keuangan, Kepala Bagian SDM serta Kepala Bagian Keuangan. Hasil penelitian menunjukkan bahwa nilai bobot kelompok kompetensi Spencer dari yang terbesar sampai yang terkecil berturut-turut adalah bertindak dan berprestasi (0,255); memahami masalah(0,218); kematangan pribadi (0,189); manajerial (0,114); menolong dan melayani (0,140); menimbulkan dampak dan pengaruh (0,084). Proaktif (0,087) adalah kriteria kelompok kompetensi bertindak dan berprestasi yang mempunyai bobot terbesar. Perbandingan penilaian menggunakan 2 sistem yang berbeda (DP3 dan kompetensi Spencer) dilakukan terhadap 8 karyawan. Berdasarkan penilaian kompetensi, 2 karyawan bernilai baik (4,134 dan 3,625); 4 karyawan bernilai cukup (3,291; 3,273; 3,059; 2,710) dan 2 karyawan bernilai sedang (2,433; 2,377). Hasil penilaian menggunakan DP3 yaitu 4 karyawan bernilai baik, 2 karyawan mempunyai nilai cukup dan 2 karyawan mendapatkan nilai sedang.
English Abstract
Employees appraisal at PT. Petrokimia Kayaku was carried out using DP3, it was an appraisal system that was based on the limited criterias at the equal level by supervisor. This system should be facilitated in the subjective evaluation, therefore it is important that the employees appraisal system be based on more objective method, such as the Spencer competency criteria. In which each criteria has hierarchical values. The value of each criteria could be determited using the Analytical Hierarchy Process (AHP). The general objective of this research is to conduct employees appraisal task using the Spencer competency criteria. Whereas the specific aims are to determine the value of each competency criteria by means of the AHP, and to compare DP3 and Spencer competency criteria as the means of employees appraisal. This research was conducted at the Human Resources and Finance Departement of PT. Petrokimia Kayaku in January 2009. The study object was the employees appraisal system, which was comprised of several element, i. c the employees, the tools of appraisal and the evaluator. Employees were workers in the operasioanal level. The tools of appraisal was the method used in evaluation. The evaluators were the Head of HR and Finance Departement, Head of HR Section and Head of Finance Section. As a result, the research showed that the hierarchical values of Spencer competency criteria group, in decreasing order, are Achievement and Action (0,255); Cognitive (0,218); Personal Effectiveness (0,189); Managerial (0,114); Helping and Human Service (0,140), The Impact and Influence (0,084). Proactive, a competency criteria in the Achievement and Action group, had the highest value (0,087). Comparison of appraisal using the 2 different system (DP3 and Spencer) was conducted on 8 employees. Based on the competency criteria system, 2 employees were appraised as good (4,134 and 3.625); 4 employees were enough (3.291; 3.273; 3.059; 2.710) and 2 employees intermediate (2.433; 2.377). Meanwhile, on using the DP3 that 4 employees were appraised as good, 2 employees were enough and 2 employees were appraised intermediate.
| Item Type: | Thesis (Sarjana) |
|---|---|
| Identification Number: | SKR/FTP/2009/224/050903137 |
| Subjects: | 300 Social sciences > 338 Production > 338.1 Agriculture |
| Divisions: | Fakultas Teknologi Pertanian > Teknologi Hasil Pertanian |
| Depositing User: | Unnamed user with email repository.ub@ub.ac.id |
| Date Deposited: | 02 Nov 2009 09:51 |
| Last Modified: | 21 Oct 2021 12:31 |
| URI: | http://repository.ub.ac.id/id/eprint/148226 |
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