Fahmi, Rachmadhana Mizwarudin (2018) Perancangan Sistem Penilaian Kinerja Karyawan Berbasis Kompetensi dengan Metode 360 Derajat Pada PT. Petrokimia Gresik. Sarjana thesis, Universitas Brawijaya.
Abstract
PT. Petrokimia Gresik, perusahaan ini memproduksi pupuk, non-pupuk, bahan-bahan kimia, serta jasa (konstruksi dan engineering). PT. Petrokimia Gresik memiliki karyawan sebanyak 3.159 yang terbagi atas 17 kompartemen dan 3 area produksi. Permasalahan saat ini terdapat pada aktivitas penilaian kinerja, dimana saat penilaian hanya melibatkan satu evaluator dan juga belum adanya tolak ukur yang jelas dalam penilaian menimbulkan penilaian yang subjektif. Selain itu PT. Petrokimia Gresik belum memiliki sistem pemberian insentif berdasarkan kinerja. Untuk mengatasi permasalahan tersebut dibutuhkan suatu rekomendasi perbaikan berupa performance appraisal untuk mengurangi subjektifitas dan menggunakan sistem penilaian kinerja sebagai acuan pemberian insentif. Aktivitas yang akan diteliti berada di kompartemen pabrik 1, 2, dan 3. Penelitian ini dilakukan dengan metode penilaian 360 derajat. Sebelum melakukan penilaian dengan metode ini, dilakukan diskusi untuk mengidentifikasi kriteria kompetensi, kemudian melakukan pembobotan kompetensi dengan menggunakan AHP, setelah itu membuat form penilaian 360 derajat. Penilaian 360 derajat dilakukan pada 8 orang manajer yang ada pada Kompartemen Pabrik 1, 2, dan 3. Hasil penilaian 360 derajat dibandingkan dengan hasil performance appraisal existing menggunakan uji paired sample t-test untuk mengetahi apakah terjadi penyimpangan penilaian. Hasil penilaian 360 derajat juga digunakan sebagai dasar pemberian insentif kepada karyawan. Pada penilaian kinerja 360 derajat terdapat 2 kriteria penilaian yaitu job performance dan kompetensi, dimana pada kriteria kompetensi dibagi menjadi dua yaitu kompetensi inti dan kompetensi pendukung. Dipenilaian ini seorang manajer dinilai oleh 6 orang dengan tingkat jabatan yang berbeda. Enam orang yang menilai tersebut terdiri dari satu orang atasan, satu orang rekan kerja, tiga orang bawahan, dan diri sendiri. Berdasarkan hasil dari performance appraisal menggunakan metode 360 derajat, tujuh dari delapan orang manajer berhasil melampaui target yang telah ditetapkan. Dimana Manajer Pemeliharaan II mendapatkan hasil performance appraisal tertinggi dengan nilai 88.63 sedangkan Manajer Produksi III A menjadi satu-satunya manajer yang memiliki kinerja dibawah target dengan nilai 84.98. Hasil dari penilaian 360 derajat digunakan untuk menentukan besar persentase insentif yang diterima. Berdasarkan hal tersebut, persentase insentif yang diterima karyawan berkisar 0-26% dimana Manajer Pemeliharaan II mendapatkan insetif paling banyak dengan nilai 26%. Manajer Produksi III A menjadi satu-satunya manajer yang tidak mendapatkan insentif atau 0% hal tersebut dikarenakan hasil kinerjanya tidak mencapai target.
English Abstract
PT. Petrokimia, is company that produce fertilizer, non-fertilizer, chemical substances and services (construction and engineering). PT. Petrokimia Gresik had about 3.159 employees which divided into 17 compartments and 3 production area. Issues regarding on this area is the work performance appraisal which the current assessment is conducted by only single evaluator and also didn’t has fixed/clear indicator in the scoring process that makes evaluator difficult to determining the right value, so that make the current performance appraisal occurs based on subjectivity. Besides, PT. Petrokimia Gresik didn’t have any incentive giving system based on work performance. To solve this problem a recommendation for improvement is needed in the form of performance appraisal to reduce subjectivity and using performance appraisal system as the reference for giving incentives. The activity that to be researched is placed on compartment 1,2 and 3. This research is conducted by using 360 degree method. Before using this method, the discussion was held to identify the competency criteria and also weighting of each criteria by using AHP, and continued by making scoring form for 360 degree method. 360 degree method appraisal is conducted on 8 managers which is placed on compartment 1, 2 and 3. The result of appraisal is compared with existing performance appraisal by using paired sample t-test to discover whether there are deviations on appraisal. The result is also used as giving incentive reference for employees. There are 2 appraisal criteria on performance appraisal by using 360 degree method, they are job performance and competency which is in competency criteria is divided into core competency and support competency. On this appraisal a manager is evaluated by others 6 manager who has different level of position. Those 6 managers whose include on the appraisal are one from the superior, on from the co-worker, three from the subordinates and the last one is from itself. Based on performance appraisal by using 360 degree method, seven out of eight managers has manage to surpass the target that Maintenance Manager II obtain the highest performance appraisal with score of 88,63 while Production Manager III A is the only one manager that have score of performance appraisal below the target with score of 84.98. Result of 360 degree method is used to determine the percentage of received incentives. Based on that result, the incentives percentages has range of 0%-26% which Maintenance Manager II has the highest incentive of 26% and Manager Production III A is the only one manager that doesn’t have any incentives because the performance result doesn’t hit the target.
| Item Type: | Thesis (Sarjana) |
|---|---|
| Identification Number: | SKR/FT/2018/603/051807163 |
| Uncontrolled Keywords: | Analitycal Hierarchy Process, Metode 360 Derajat, Penilaian Kinerja Analitycal Hierarchy Process, Performance Appraisal, 360 Degree Method |
| Subjects: | 600 Technology (Applied sciences) > 658 General management > 658.3 Personnel management (human resource management) |
| Divisions: | Fakultas Teknik > Teknik Industri |
| Depositing User: | Budi Wahyono Wahyono |
| Date Deposited: | 18 Apr 2019 01:17 |
| Last Modified: | 25 Oct 2021 02:55 |
| URI: | http://repository.ub.ac.id/id/eprint/162938 |
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