METASARI, YUANITA (2010) ANALISIS STANDAR PENILAIAN PRESTASI KERJA. Other thesis, University of Muhammadiyah Malang.
Download (87kB) | Preview
Job performance assessment is a very important factor within an organization. Ussing the assessment, the organization might have been able to see how far human factor can support the goal of an organization and able to motivate employees to perform better. Therefore, it is important to have job performance assessment system which is accord with the standard in order to gain maximum result. Job performance assessment is a formal process to implement review and job performance evaluation taken regularly. Performance assessment process is aimed to understand one’s job performance, composed of identification, observation, measurement and developing employee achievement within an organization. However, job performance assessment might become the source of restlessness, mischief, or frustration for the employees. This is because there are uncertainties and ambiguity within the assessment system. If performance standard or measure is not related with the job, evaluation become inaccurate and lead to adverse bias for the relationship between the assessor and the employees and finnaly decrease the existing opportunity to coordinate. Therefore it is necessary to have reliable performance standard or measurement to be used to assess performance. In order to create critical and reliable job assessment it could add the reliability of the assessment system. This study is a qualitative descriptive study. Location for this study is at PERUM Pegadaian Pusat Jakarta. Subject used in this study is three Assessment Officer which doing the job performance assessment for the employees of PERUM Pegadaian Jakarta. Data collection technique used in this study is done through interview and documentation. During the data analysis, qualitative descriptive method is used in order to obtain and retain picture about the findings. Based on the data analysis, author mau conclude that concering the assessment instrument, it is not based on the job description of each job, lack of explanation for every aspect of the assessment within the guidebook which may affecting the final assessment results, and there are less fair judgemental of the assessor in doing the assessement process also the assessor role wich is not yet able to separate their own emotion and feeling while doing the assessment.
|Item Type:||Thesis (Other)|
|Subjects:||B Philosophy. Psychology. Religion > BF Psychology|
|Divisions:||Faculty of Psychology > Department of Psychology|
|Depositing User:||Rayi Tegar Pamungkas|
|Date Deposited:||09 May 2012 04:07|
|Last Modified:||09 May 2012 04:07|
Actions (login required)