Perancangan Aplikasi Sistem Penilaian Kinerja Karyawan dengan metode MBO dan BARS (Studi Kasus PLTA Maninjau)

Taufik Taufik; Prima Fithri; Yudhi Erman Prathama

doi:10.25077/josi.v13.n2.p760-770.2014

Taufik Taufik

Jurusan Teknik Industri, Fakultas Teknik, Universitas Andalas, Padang

Prima Fithri

Jurusan Teknik Industri, Fakultas Teknik, Universitas Andalas, Padang

Yudhi Erman Prathama

Jurusan Teknik Industri, Fakultas Teknik, Universitas Andalas, Padang

Keywords

Abstract

Along with the development of science and technology today is so rapid, required human resource capacity and reliable quality which will support companies in improving the quality of the company. In response to the demanding needs of qualified human resources, Maninjau hydropower which is a branch of PT PLN and under Power Sector Bukittinggi, have tried to prepare the workforce to meet the requirements demanded by the busin ess. Way to do is to assess employee performance. Employee performance appraisal that applied hydropower Maninjau currently not able to see the performance and achievement of each employee. Hydroelectric Maninjau should improve the assessment of employees. The method can be done in assessing employee performance include the Management By Objectives (MBO) and Behaviorally Anchored Rating Scale (BARS). For the fast growing data needs, then designed an application performance appraisal in hydropower Maninjau with BARS and MBO method.Application design is done by surveying systems, system analysis, system design and performance of the MBO method BARS, employee performance appraisal application design, and manufacturing applications, as well as verification and validation. Making an application is done using Microsoft Excel. Once the application is successfully validated, then the application implementation. Implementation is based on the employee's performance on the most recent period, namely 1 last semester (January-June) were conducted in June, 2013.Based on the validation has been done, it can be concluded that the application has to be used by hydropower Maninjau in assessing employee performance. As for the results of the implementation of applications, it can be seen that the performance of the employee on hydropower Maninjau in the last period was on average 80%. The assessment includes an assessment of the achievement of business results and work with behavioral weight ratio, 60% for work objectives (MBO) and 40% for work behavior (BARS).
Keywords: Employee Performance Assessment, Management By Objective, Behaviorally Anchored Rating Scale

Abstrak
Bersama dengan perkembangan ilmu pengetahuan dan teknologi yang begitu pesat dewasa ini, kapasitas sumber daya manusia dan kehandalan kualitas sangat dibutuhkan untuk meningkatkan kualitas perusahaan secara keseluruhan. Untuk memenuhi kebutuhan permintaan akan sumber daya manusia yang berkualifikasi, PLTA Maninjau yang merupakan cabang dari PT PLN dan berada dibawah Sektor Pembangkitan Bukittinggi, telah mencoba mempersiapkan tenaga kerja yang mampu memenuhi kebutuhan permintaan bisnis. Salah satu cara untuk melakukan hal ini adalah dengan menilai performansi pekerja. Penilaian performansi pekerja yang dilakukan pada PLTA Maninjau saat ini belum mampu melihat performansi dan pencapaian dari setiap pekerja. PLTA Maninjau harus meningkatkan proses penilaian pegawai-pegawai mereka. Metode yang dapat digunakan untuk menilai performansi pegawai adalah Management By Objective (MBO) dan Behaviorally Anchored Rating Scale (BARS). Untuk menjawab semakin meningkatnya kebutuhan penyediaan data yang cepat, maka dirancang aplikasi penilaian performansi pada PLTA Maninjau menggunakan metode BARS dan MBO. Desain aplikasi dilakukan dengan tahapan survei terhadap sistem, analisis sistem, perancangan sistem penilaian performansi menggunakan metode MBO dan BARS, perancangan aplikasi penilaian performansi pekerja dan pembuatan aplikasi, beserta verifikasi dan validasi. Pembuatan aplikasi dilakukan menggunakan Microsoft Excell. Implementasi dilakukan setelah aplikasi tersebut divalidasi. Implementasi didasarkan pada performansi pekerja pada periode terkini, yaitu semester sebelumnya (Januari-Juni) yang dilakukan pada bulan Juni 2013. Berdasarkan validasi yang dilakukan, dapat disimpulkan bahwa aplikasi layak digunakan oleh PLTA Maninjau untuk menilai performansi karyawan. Hasil implementasi aplikasi menunjukkan bahwa performansi pekerja PLTA Maninjau pada periode terakhir berada pada rata-rata 80%. Penilaian meliputi pencapaian sasaran kerja dan perilaku kerja dengan bobot 60% untuk sasaran kerja (MBO) dan 40% untuk perilaku kerja (BARS).
Keywords: Penilaian performansi pekerja, Management By Objective (MBO), Behaviorally Anchored Rating Scale (BARS)

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References

[1] Dessler, G. “Human Resource Management, 8th Edition”, Prentice-Hall, Inc, New Jersey, 2000. [2] Byars. L. L. dan Rue, L. W. “Human Resource Management, 5th Edition”, McGraw-Hill Companies, Inc, Chicago, 1997. [3] Ivancevich, J.M. “Human Resource Management: Foundations of Personnel, 5th Edition”, Richard D. Irwin, Inc, Boston, 1992. [4] Drucker, Peter F.“Chapter 8: Management by Objectives and Self-Control”, Martin Hinterseer, Zusammenfassung Kapitel 8, 2002.

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Published

Apr 22, 2016

https://doi.org/10.25077/josi.v13.n2.p760-770.2014

How to Cite

[1]

T. Taufik, P. Fithri, and Y. E. Prathama, “Perancangan Aplikasi Sistem Penilaian Kinerja Karyawan dengan metode MBO dan BARS (Studi Kasus PLTA Maninjau)”, J. Optimasi Sist. Ind., vol. 13, no. 2, pp. 760–770, Apr. 2016.

Issue

Vol. 13 No. 2 (2014): Published in 1st October 2014

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Articles

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