Afifah, Zafirah Nur (2019) Perancangan Penilaian Kinerja Karyawan Pabrik Peralatan Industri Berat Berbasis KPI pada Perusahaan Manufaktur di Gresik. Sarjana thesis, Universitas Brawijaya.
Abstract
Sebagai salah satu perusahaan domestik di Gresik yang merupakan salah satu Badan Usaha Milik Negara yang bergerak pada bidang Foundry, Manufacturing of Industrial Equipment and Component dan Engineering, Procurement, Construction (EPC), perusahaan manufaktur ini harus mampu mepertahankan eksistensinya ditengah persaingan dunia bisnis yang semakin kompetitif dan ketat. Penyusunan sistem penilaian kinerja juga dapat menjadi pedoman evaluasi kinerja bagi karyawan. Penyusunan penilaian kinerja karyawan yang sudah ada saat ini masih dipandang sebatas formalitas, masih berdiri sendiri, dan cukup subyektif karena belum terintegrasi dengan critical success factor dalam indikator pencapaian KPI corporate dan divisi. Disamping itu, belum terdapat job description pada level operator dan pelaksana teknis di Pabrik Peralatan Industri Berat. Tujuan penelitian ini dilakukan untuk mengembangkan sistem penilaian kinerja agar lebih objektif dan konsisten serta terintegrasi dengan pencapaian KPI di tingkat perusahaan dan divisi. Dalam penelitian ini, metode yang digunakan dalam perancangan sistem penilaian kinerja karyawan adalah berbasis cascading KPI, kompetensi Spencer dan analytical hierarcy process. Cascading merupakan cara formal untuk menyelaraskan KPI organisasi menjadi KPI divisi dan individu sesuai dengan lingkup tugas masing-masing divisi dan deksripsi pekerjaan karyawan. Dengan melakukan cascading KPI ke seluruh organisasi, akan terlihat hubungan antara strategi yang ditetapkan organisasi dan kegiatan operasional organisasi. Kompetensi Spencer digunakan untuk melihat konsep diri, sifat atau karakter dan motif yang merupakan bagian dari kompetensi tersembunyi yang tidak terlihat dan lebih mengarah kepada kepribadian masing-masing individu. Metode AHP merupakan metode yang tepat untuk menentukan kriteria mana yang memiliki bobot yang tinggi dalam proses penentuan bobot kepentingan kriteria penilaian kinerja. Indikator KPI dan penilaian kompetensi dibuat lebih spesifik dan juga terperinci dengan menyesuaikan pada job description untuk masing-masing level manajemen. Indikator penilaian yang digunakan untuk menilai manajer, supervisi dan pelaksana dibuat berbeda-beda sesuai level manajemen. Nilai akhir performansi manajer maintenance pada sistem penilaian sekarang dinilai sebesar 3,3 yang masuk pada rating kinerja baik, supervisi maintenance dinilai sebesar 3,4 (baik), dan pelaksana maintenance dinilai sebesar 3,6 (baik). Sedangkan hasil menggunakan penilaian rekomendasi dengan skala 0-100, kinerja manajer maintenance dinilai sebesar 90,73 yang termasuk kriteria kinerja baik, supervisi maintenance sebesar 91,82 (baik), dan pelaksana maintenance sebesar 95,87 (baik). Sehingga dari nilai tersebut dapat terlihat jelas seberapa besar target yang sudah berhasil dicapai oleh individu tersebut.
English Abstract
As one of the domestic companies in Gresik which is one of the State-Owned Enterprises engaged in the Foundry, Manufacturing of Industrial Equipment and Components and Engineering, Procurement, Construction (EPC), these manufacturing companies must be able to maintain their existence amid the increasingly competitive business world. Performance appraisal system can also be used as a guideline for performance evaluation for employees. Employee performance appraisals that are currently available is still regarded as limited to formality, still independent, and quite subjective because it has not been integrated with critical success factors in corporation and division Key Performance Indicator. Besides, there is no job description at the operator level and technical implementer at the Heavy Industry Equipment Factory. The purpose of this research is to develop a performance appraisal system to be more objective, consistent, and integrated with the achievement of KPIs at the company and division level. In this study, the method used in designing an employee performance appraisal system is based on cascading KPI, Spencer competency and analytical hierarchy process. Cascading is a formal way to harmonize organizational KPIs into division KPIs and individual appraisal in accordance with the scope of duties of each division and description of employee work. By cascading KPIs throughout the organization, there will be a relationship between the strategy determined by the organization and the operational activities of the organization. Spencer's competence is used to see self-concept, character or character and motive that are part of hidden competencies that are not visible and are more directed to the personality of each individual. AHP method is the right method to determine which criteria have high weight in the process of determining the importance of performance assessment criteria. KPI indicators and competency assessments are made more specific and also detailed by adjusting the job description for each management level. Assessment indicators used to assess managers, supervision and implementers are made different according to management level. The final result of the maintenance manager's performance in the current scoring system is valued at 3.3 which is rated as good performance, maintenance supervision is rated at 3.4 (good), and maintenance executor is rated at 3.6 (good). While the results from the recommendation assessment using 0-100 scale, the performance of maintenance manager is valued at 90.73 rated as good performance, maintenance supervision valued at 91.82 (good), and technician valued at 95.87 (good). Therefore by using this performance appraisal system, it can be clearly seen how big the target has been achieved by the individual.
Other obstract
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| Item Type: | Thesis (Sarjana) |
|---|---|
| Identification Number: | SKR/FT/2019/615/051905177 |
| Uncontrolled Keywords: | Perancangan Penilaian Kinerja, Kompetensi Spencer, Key Performance Indicator, Analytical Hierarcy Process. Performance Appraisal Design, Spencer Competence, Key Performance Indicator, Analytical Hierarcy Process. |
| Subjects: | 600 Technology (Applied sciences) > 621 Applied physics > 621.3 Electrical, magnetic, optical, communications, computer engineering; electronics, lighting > 621.39 Computer engineering |
| Divisions: | Fakultas Teknik > Teknik Industri |
| Depositing User: | Budi Wahyono Wahyono |
| Date Deposited: | 05 Aug 2020 07:31 |
| Last Modified: | 05 Aug 2020 07:31 |
| URI: | http://repository.ub.ac.id/id/eprint/173179 |
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