Nur’aeni, Siti (2019) Penilaian Kinerja Karyawan PDAM Kabupaten Malang Menggunakan Metode Penilaian 360 Degree Feedback. Sarjana thesis, Universitas Brawijaya.
Abstract
PDAM Kabupaten Malang saat ini menerapkan metode penilaian Behaviorally Anchored Rating Scale (BARS) yang masih sangat subjektif. Penilai yang terlibat adalah atasan dari karyawan yang dinilai. Sebenarnya penilaian seperti ini dapat menimbulkan bias dan halo effect. Pihak SDM seringkali mendapat keluhan karyawan bahwa hasil penilaian sering terjadi ketidaksesuaian hasil dengan kondisi sebenarnya di lapangan. Selain itu, kriteria penilaian yang terdapat pada form penilaian saat ini tidak menyesuaikan dengan deskripsi kerja dan kompetensi karyawan yang dinilai. Pembobotan kriteria penilaian kinerja karyawan PDAM Kabupaten Malang saat ini juga memiliki bobot yang sama. Pada kenyataannya, setiap kriteria memiliki dampak atau tingkat kepentingan yang berbeda-beda antara kriteria satu dengan kriteria lainnya bagi kinerja karyawan. Penelitian ini bertujuan untuk menentukan kriteria penilaian yang sesuai dengan deskripsi kerja dan kompetensi karyawan yang akan dinilai. Selain itu, dengan adanya penelitian ini diharapkan dapat meminimalkan hasil penilaian yang tidak sesuai dengan kondisi di lapangan. Metode yang digunakan dalam penelitian ini adalah metode penilaian 360 degree feedback. Perancangan penilaian 360 degree feedback pada penelitian menggunakan kriteria penilaian berdasarkan deskripsi kerja dan kompetensi dari kepala bagian. Kriteria penilaian 360 degree feedback menggunakan tools pembobotan yaitu Analytic Hierarchy Process (AHP). Perancangan kriteria dan sub kriteria pada form penilaian kinerja 360 degree feedback kepala bagian disusun dengan mengadaptasi ten core competencies of program managers. Hasil dari penelitian ini didapatkan kriteria terpilih sebanyak 7 kriteria dan 19 sub kriteria. Bobot untuk kriteria leadership and teamwork sebesar 0,29, planning and organization sebesar 0,24, communication sebesar 0,06, ethics and ethical values sebesar 0,09, knowledge management sebesar 0,06, risk management sebesar 0,06, dan project and process management sebesar 0,21. Sedangkan untuk sumber penilai masing-masing mendapatkan bobot 0,41 untuk atasan, diri sendiri sebesar 0,09, 0,30 untuk subordinate, dan 0,20 untuk rekan kerja. Hasil dari penilaian 360 degree feedback yang telah dilakukan, didapatkan hasil penilaian kinerja karyawan banyak yang mengalami penurunan dari penilaian sebelumnya. Hanya terdapat satu karyawan yang mengalami peningkatan penilaian yaitu kepala bagian umum. Kepala bagian umum mendapatkan nilai sebesar 8,327 yang jika ditransformasikan kedalam jangkauan data penilaian saat ini adalah sebesar 24,982. Sebelumnya kepala bagian mendapatkan nilai sebesar 19. Telah terjadi peningkatan sebesar 5,982. Penurunan hasil penilaian 360 degree feedback disebabkan karena adanya penilaian dari diri sendiri, subordinate, dan rekan kerja. Karyawan yang mendapatkan nilai tertinggi pada penilaian 360 degree feedback adalah kepala bagian keuangan dengan nilai 9,336 yang jika ditransformasikan kedalam jangkauan data penilaian saat ini adalah sebesar 28,008. Pada penilaian saat ini kepala bagian keuangan mendapatkan nilai 33. Terjadi penurunan sebesar 4,992 dari penilaian saat ini. Sedangkan karyawan yang mendapatkan nilai terendah adalah kepala bagian perawatan dan gudang dengan nilai 7,362 yang jika ditransformasikan kedalam jangkauan data penilaian saat ini adalah sebesar 22,086. Sebelumnya kepala bagian perawatan dan gudang mendapatkan nilai sebesar 24 pada penilaian saat ini. Terjadi penurunan sebesar 1,914.
English Abstract
PDAM Kabupaten Malang is currently applying the Behaviorally Anchored Rating Scale (BARS) assessment method which is still very subjective. Appraisers involved are supervisors of the employees assessed. Actually an assessment like this can lead to bias and halo effects. HR often gets employee complaints that the results of the assessment often result in mismatches of results with the actual conditions in the field. In addition, the assessment criteria contained in the current assessment form do not adjust to the job description and competency of the employees assessed. Weighting criteria for the assessment of employee performance at PDAM Kabupaten Malang currently also has the same weight. In fact, each criterion has an impact or level of importance that varies between criteria one with other criteria for employee performance. This study aims to determine the assessment criteria that are in accordance with the job description and competency of the employees to be assessed. In addition, the existence of this research is expected to minimize the assessment results that are not in accordance with conditions in the field. The method used in this study was a method of assessing 360 degree feedback. The design of the 360 degree feedback assessment in the study used assessment criteria based on the job description and competency of the section head. The 360 degree feedback assessment criteria uses weighting tools, namely Analytic Hierarchy Process (AHP). The design of criteria and sub-criteria in the section head's 360 degree feedback performance evaluation form was prepared by adapting ten core competencies of program managers. The results of this study obtained 7 criteria and 19 sub criteria selected. Weight for leadership and teamwork criteria was 0.29, planning and organization was 0.24, communication was 0.06, ethics and ethical values was 0.09, knowledge management was 0.06, risk management was 0.06, and project and process management was 0.21. While for the assessment sources each got a weight of 0.41 for superiors, 0.09 for self-assessment, 0.30 for subordinates, and 0.20 for co-workers. The results of the 360 degree feedback assessment that has been done, the results of the performance evaluation of many employees have decreased from the previous assessment. There is only one employee who experiences an increase in assessment, namely the head of the general department. The head of the general department gets a value of 8.327. The value is transformed into the current assessment data range of 24,982. Previously he got a value of 19 in the current rating. There has been an increase of 5.982. Decrease in the results of the 360 degree feedback assessment is due to an assessment of self-assessment, subordinates, and co-workers. The employee who gets the highest score on the 360 degree feedback assessment is the head of the finance department with a value of 9.336. The value is transformed into the current assessment data range of 28.008. At the present valuation the head of finance department gets a value of 33. There is a decrease of 4.992 from the current assessment. While the employee who gets the lowest score is the head of maintenance and warehouse with a value of 7.362. The value is transformed into the current assessment data range of 22.086. Previously the head of the maintenance and warehouse department received a score of 24 in the current assessment. There was a decrease of 1,914.
Other obstract
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| Item Type: | Thesis (Sarjana) |
|---|---|
| Identification Number: | SKR/FT/2019/59/051904539 |
| Uncontrolled Keywords: | Deskripsi Kerja, Kompetensi, 360 Degree Feedback, AHP, Job Description, Competencies, 360 Degree Feedback, AHP |
| 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/173429 |
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