Juliawati, Luciana (2019) Perancangan Penilaian Kinerja Karyawan Tenaga Harian Berdasarkan Ukuran Objektif dan Subjektif dengan Metode BARS. Sarjana thesis, Universitas Brawijaya.
Abstract
Penilaian kinerja menjadi hal penting bagi suatu perusahaan sebagai salah satu cara yang dilakukan untuk mengevaluasi kinerja karyawan. Penilaian kinerja juga dapat dijadikan sebagai dasar penentuan insentif, bonus dan perencanaan program pengembangan karyawan. PT Wijaya Karya Beton Tbk merupakan salah satu perusahaan BUMN yang bergerak di bidang industri beton pracetak. PT Wijaya Karya Beton Tbk telah menerapkan sistem penilaian kinerja karyawan, namun penilaian kinerja hanya dilakukan kepada karyawan organik dan pegawai terampil sedangkan karyawan tenaga harian belum memiliki kriteria penilaian yang jelas. Karyawan tenaga harian bagian produksi dinilai oleh masing-masing kepala jalur, kriteria utama yang digunakan yaitu jumlah hari kerja dan kriteria tambahan yang berbeda-beda antara lain kedisiplinan, kemampuan, kecakapan dalam bekerja dan baik buruknya kinerja sebagai pertimbangan dalam menilai kinerja karyawan tenaga harian. Kriteria penilaian tambahan yang berbeda-beda menyebabkan penilaian yang dilakukan menjadi tidak seragam dan penilaian kinerja yang dilakukan secara informal belum menggambarkan perbedaan pencapaian kinerja antar karyawan. Penelitian ini bertujuan untuk menentukan kriteria penilaian karyawan tenaga harian berdasarkan ukuran objektif dan ukuran subjektif yang dapat digunakan untuk mengevaluasi kinerja karyawan tenaga harian bagian produksi sebagai dasar dalam menentukan grade bonus dengan menggunakan metode Behaviorally Anchored Rating Scale (BARS). Metode BARS merupakan metode pendekatan berdasarkan perilaku sehari-hari sebagai dasar dalam melakukan penilaian. Metode BARS membagi penilaian menjadi 5 nilai, dimana setiap rating atau nilai dari masing-masing indikator digambarakan dengan anchor. Anchor didefinisikan sesuai dengan perilaku sehari-hari masing-masing karyawan dalam melakukan pekerjaan. Kriteria penilaian ukuran objektif yang terpilih antara lain kuantitas kerja, kualitas kerja dan kehadiran. Kriteria penilaian ukuran objektif digunakan untuk semua jabatan yaitu kepala regu, anggota regu dan operator sedangkan kompetensi penilaian yang terpilih berdasarkan ukuran subjektif kepala regu terdiri dari 18 kompetensi, anggota regu 15 kompetensi dan operator 15 kompetensi. Kriteria ukuran objektif memiliki bobot yang sama untuk semua jabatan, sedangkan kompetensi ukuran subjektif memiliki bobot yang berbedabeda sesuai dengan masing-masing jabatan. Penilaian dilakukan oleh kepala jalur di masingmasing jalur produksi. Hasil penilaian kinerja berdasarkan ukuran objektif dan subjektif menunjukkan bahwa karyawan mendapatkan grade yang berbeda-beda antara lain 2 orang mendapatkan grade A, 16 orang grade B, 21 orang grade C, 5 orang grade D dan tidak terdapat karyawan yang mendapatkan grade E. Pengujian statistik menunjukkan bahwa terdapat perbedaan grade hasil penilaian sebelum dan sesudah diterapkannya sistem penilaian berdasarkan ukuran objektif dan ukuran subjektif. Perbedaan hasil penilaian ditunjukkan dengan adanya 28 orang yang mengalami peningkatan grade dan 6 orang yang mengalami penurunan grade. Peningkatan grade disebabkan karena karyawan mendapatkan nilai yang baik pada kriteria atau kompetensi dengan bobot yang tinggi sedangkan karyawan yang mengalami penurunan grade disebabkan karena karyawan mendapatkan nilai yang buruk pada kriteria atau kompetensi yang memiliki bobot yang tinggi.
English Abstract
Performance appraisal is an important thing for a company as a way to evaluate employee performance. Performance appraisal can also be used as a basis for determining incentives, bonuses and planning employee development programs. PT Wijaya Karya Beton Tbk is one of the state-owned companies engaged in the industry of precast concrete. PT Wijaya Karya Beton Tbk has implemented an employee performance appraisal system, but performance appraisal is only for organic employees and skilled employees while daily staff employees do not have clear appraisal criteria. Daily employees of production section are assessed by each lane head, the main criteria used are the number of working days and different additional criteria including discipline, ability, work skills and poor performance as a consideration in assessing the performance of daily staff employees. Different additional appraisal criteria cause the appraisal to be made to be non-uniform and the performance appraisal carried out informally has not yet reflected the difference in performance achievement among employees. This study aims to determine the daily employee appraisal criteria based on objective measures and subjective measures that can be used to evaluate employee performance the production section daily power as a basis for determining bonus grade using the Behaviorally Anchored Rating Scale (BARS) method. The BARS method is a method of approach based on daily behavior as a basis for conducting appraisals. The BARS method divides the appraisal into 5 values, where each rating or value of each indicator is illustrated with an anchor. Anchor is defined according to the daily behavior of each employee in doing work. The criteria for evaluating the chosen objective include quantity of work, quality of work and attendance. The objective measure appraisal criteria are used for all positions, namely team heads, team members and operators while the selected competency based on team head subjective size consists of 18 competencies, team members consist of 15 competencies and operators consist of 15 competencies. Objective measure criteria have the same weight for all positions, while subjective measure competencies have different weights according to each position. Appraisal is carried out by the head of the line in each production line. The results of performance appraisal based on objective and subjective measures indicate that employees get different grades, including 2 people get grade A, 16 people grade B, 21 people grade C, 5 people grade D and there are no employees who get grade E. Test statistics shows that there are different grades of appraisal results before and after the appraisal system is applied based on objective measures and subjective measures. Differences in appraisal results are indicated by the presence of 28 people who experienced an increase in grade and 6 people who experienced a decrease in grade. Increased grade is caused by employees getting good grades on criteria or competencies with high weight while employees who experience a decline in grades are caused by employees getting poor grades on criteria or competencies that have high weight.
Other obstract
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| Item Type: | Thesis (Sarjana) |
|---|---|
| Identification Number: | SKR/FT/2019/34/051904514 |
| Uncontrolled Keywords: | Penilaian Kinerja, Penilaian Ukuran Objektif, Penilaian Ukuran Subjektif, Kompetensi Spencer, Behaviorally Anchored Rating Scale (BARS). Performance Appraisal, Appraisal of Objective Measure, Appraisal of Subjective Measure, Spencer Competencies, Behaviorally Anchored Rating Scale (BARS). |
| 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 07:32 |
| Last Modified: | 05 Aug 2020 07:32 |
| URI: | http://repository.ub.ac.id/id/eprint/173553 |
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