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Journal articles on the topic 'Employee assessment'

Author: Grafiati

Published: 4 June 2021

Last updated: 26 July 2025

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1

Harer, John B. "Employees as customers judging quality: enhancing employee assessment." New Library World 109, no. 7/8 (2008): 307–20. http://dx.doi.org/10.1108/03074800810888140.

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Septifani, Riska, Panji Deoranto, and Tiyas Widya Armanda. "Employee Performance Assessment Using Analytical Network Process and Rating Scale." Jurnal Teknik Industri 21, no. 1 (2020): 70. http://dx.doi.org/10.22219/jtiumm.vol21.no1.70-79.

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Employee performance assessment is an essential aspect of a company. This study aims to assess employee performance based on Analytical Network Process (ANP) and rating scale. ANP was employed to determine the importance of the criteria. Meanwhile, the rating scale was used to analyze the results of the employee performance assessment. The results of the study showed the weights of the criteria. The highest to lowest weights in sequence included the skills to carry out tasks, job performance, ability to cooperate, employment relationship, and personality. Based on the assessment of fifty-three

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Jeffrey, Ignatius, and Agus Budi Prasetya. "THE EMPLOYEE PERFORMANCE ASSESSMENT AND EMPLOYEE TRAINING, ON EMPLOYEE INTENSION." JURNAL APLIKASI MANAJEMEN 17, no. 1 (2019): 56–65. http://dx.doi.org/10.21776/ub.jam.2019.017.01.07.

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Iqbal, Arif Muhammad, Angelin Cahyaning, Shofiana Primi Rusdiana, and Brina Miftahurrohmah. "DEVELOPMENT OF INFORMATION SYSTEM FOR EMPLOYEE PERFORMANCE ASSESSMENT AT HASNUR CENTRE USING 360° ASSESSMENT." JITK (Jurnal Ilmu Pengetahuan dan Teknologi Komputer) 10, no. 4 (2025): 878–86. https://doi.org/10.33480/jitk.v10i4.5180.

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Hasnur Centre is the CSR institution of Hasnur Group dedicated to the development of human resources in South Kalimantan. The performance assessment for Hasnur Centre employees currently relies on a conventional and unidirectional brief fill-in-the-blank method, reflecting the viewpoint of superior, indicating a need for an adjustment in the employed method. Furthermore, the employee evaluation process at Hasnur Centre still relies on a simple Google Form. Therefore, there is a need for the development of information system integration that can automate employee performance assessment at Hasnu

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Sartika, Dewi, and Rendra Gustriansyah. "Comparison of naive Bayes and decision tree algorithms to assess the performance of Palembang City fire and Disaster management employees." TEKNOSAINS : Jurnal Sains, Teknologi dan Informatika 11, no. 1 (2024): 132–38. http://dx.doi.org/10.37373/tekno.v11i1.843.

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The employee performance assessment at the Palembang City Fire and Disaster Management Service (DPKPB) is applied to other than the employee performance assessment implementation team based on the Decree of the Head of the Palembang City DPKPB Number 146 of 2021 concerning the employee performance assessment implementation team and awards for exemplary employees. Subjective assessments are avoided to obtain assessment results that are by the achievements of each employee. The application of data mining can be an alternative to avoid subjectivity in performance assessment. In this research, a c

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Frederick, Theodore, Jansen Wiratama, and Fransiscus Ati Halim. "Web-Based Employee Performance Assessment Application with SMART Method: An Agile Approach in the Context of the Smartphone Market." G-Tech: Jurnal Teknologi Terapan 8, no. 1 (2024): 424–33. http://dx.doi.org/10.33379/gtech.v8i1.3692.

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Employee performance is essential in determining the company's sustainability, so company leaders must pay attention to employee performance. Many subjective factors determine employee performance, so performance evaluations are sometimes unfair. One of the companies developing in Indonesia is a smartphone sales company, CV Jala Kencana. As the company develops and the number of employees increases, problems arise in assessing employee performance that have yet to be measurable. So that employee performance assessments can be more objective, a decision support system application is needed that

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Herr, Raphael M., Luisa Leonie Brokmeier, Joachim E. Fischer, and Daniel Mauss. "The Benefits of an Employee-Friendly Company on Job Attitudes and Health of Employees: Findings from Matched Employer–Employee Data." International Journal of Environmental Research and Public Health 19, no. 15 (2022): 9046. http://dx.doi.org/10.3390/ijerph19159046.

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Background: This study explored the association of an employee-friendly work environment with employees’ job attitudes (engagement, commitment, turnover intentions, and job satisfaction), and health (mental and general health), applying matched employer–employee data. Methods: The German Linked Personnel Panel (LPP; n = 14,182) survey simultaneously captures the data of employees and the human resources (HR) management of companies. A two-step cluster analysis of 16 items of the HR valuation identified relatively more- and less-employee-friendly companies (EFCs). Logistic regressions tested di

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Gravina, Nicole, Jessica Nastasi, and John Austin. "Assessment of Employee Performance." Journal of Organizational Behavior Management 41, no. 2 (2021): 124–49. http://dx.doi.org/10.1080/01608061.2020.1869136.

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9

Chima, Felix O. "Assessment in Employee Assistance." Employee Assistance Quarterly 12, no. 2 (1996): 47–66. http://dx.doi.org/10.1300/j022v12n02_04.

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Meiarni Situkkir. "Web-Based Employee Performance Assessment Using Graphic Rating Scales Method At PT. STAR MULTI." Jurnal Teknik Indonesia 3, no. 02 (2024): 37–42. https://doi.org/10.58471/ju-ti.v3i02.626.

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Work assessment or performance evaluation in a company is an effort to identify various weaknesses and strengths of employees as a basis for improving all weaknesses and strengthening strengths, in order to increase employee productivity and development. For that, performance evaluation can run with periodic performance assessments that are oriented towards the past or the future. Employee performance assessment is intended to determine whether the form of employee performance has met the expected work standards. Employee performance at each agencies must be optimized in order to achieve the g

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Aprilia, Evi, and Mei Indrawati. "PENGARUH DISIPLIN KERJA DAN PENILAIAN PRESTASI KERJA TERHADAP KINERJA MELALUI KOMPENSASI PEGAWAI SEKRETARIAT DPRD KOTA PROBOLINGGO." MAP (Jurnal Manajemen dan Administrasi Publik) 6, no. 3 (2023): 246–56. http://dx.doi.org/10.37504/map.v6i3.555.

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The purpose of this research is to determine the effect of work discipline and work performance assessment on performance through compensation for Probolinggo City DPRD Employee Secretariat. This type of research uses quantitative methods with data analysis using the SmartPLS 3.0 application. The results of the research show that work discipline, work performance assessment, compensation and performance of Probolinggo City DPRD Secretariat Office Employees are in the good category. Work discipline has no influence on the compensation of Probolinggo City DPRD Secretariat Employees. The work per

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Ramadhan, Muhammad Chezar, Jansen Wiratama, and Angga Aditya Permana. "A PROTOTYPE MODEL ON DEVELOPMENT OF WEB-BASED DECISION SUPPORT SYSTEM FOR EMPLOYEE PERFORMANCE ASSESSMENTS WITH SIMPLE ADDITIVE WEIGHTING METHOD." JSiI (Jurnal Sistem Informasi) 10, no. 1 (2023): 25–32. http://dx.doi.org/10.30656/jsii.v10i1.6137.

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The manager or related supervisor performs employee performance assessments to measure the performance and competency of the company's employees. The results of employee assessments can be used to make decisions. Three problems arise in the performance assessment process for PT Tibeta Logistik Indonesia's current employees. The first is that the assessment process is carried out conventionally. So it takes longer, the assessment results can be more objective, and managers or superiors cannot monitor employee performance evaluation results. Based on the literature review, it is known that the D

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R. Khaeru Ahmadi and Siti Sa’adah. "Employee E-Performance Assessment Model with Personal Balanced Scorecard (Case Study of KH Bahaudin Mudhary University Madura)." Technium Social Sciences Journal 50 (November 1, 2023): 264–72. http://dx.doi.org/10.47577/tssj.v50i1.9899.

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Employee evaluation at the University of KH Bahaudin Mudhary Madura currently uses a separate method for giving assessments. Assessment of employees is carried out by superiors, subordinates and colleagues. Thus resulting in an assessment of existing employees to be not objective. Employee performance appraisal can later be used as a basis for establishing employee policies and leadership decision makers. This study raises a case that is evaluating employees based on the Personal Balanced Scorecard (PBSC) method. PBSC is a method that analyzes Key Performance Indicators (KPI) with a descriptio

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Anwarsyah, Anwarsyah, and Gandung Triyono. "Sistem Pendukung Keputusan Dalam Penilaian Kinerja Karyawan Rumah Sakit Menggunakan Metode Multi Factor Evaluation Process." Journal of Computer System and Informatics (JoSYC) 5, no. 2 (2024): 454–66. http://dx.doi.org/10.47065/josyc.v5i2.4778.

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Employees are a resource that is a supporting factor for a company or organization. Having employees who meet qualification standards can develop the company and increase company productivity. Employee performance assessments are carried out looking at the company's success in organizing employees and determining the level of employee loyalty and professional performance towards the company. Petukangan Hospital has a large number of employees ranging from health workers to management employees and others. Currently there is no system used to evaluate employee performance, so the assessment pro

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Erlina, Erlina, Soeganda Priyatna, and Miswan Miswan. "Employee Performance: An Assessment Model Based on Motivation and Discipline." Bulletin of Management and Business 4, no. 2 (2023): 121–28. http://dx.doi.org/10.31328/bmb.v4i2.300.

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The purpose of this research is to determine the extent of the combined influence of motivation and discipline on employee performance at the West Bandung Regency Education Office Secretariat. The population of this study consists of employees at the West Bandung Regency Education Office Secretariat. The sample used in this study consisted of 38 respondents. The data analysis method employed a quantitative descriptive approach and multiple linear regression analysis using the SPSS tool. Data collection was obtained from respondents through questionnaires. The results of this research indicate

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Maulana, A. Firman, Ahmad Lutfi, and Firman Santoso. "Decision Support System for The Selection of The Best Employees of BMT NU Gapura Sumenep Cooperative Using The Simple Additive Weighting (SAW) Method." Proceeding of International Conference of Religion, Health, Education, Science and Technology 1, no. 1 (2024): 596–610. https://doi.org/10.35316/icorhestech.v1i1.5797.

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Employees are the most important resource in a company to carry out the company's management targets and improve the company's performance quality in developing its business. Capable and quality resources that are in accordance with the company's targets are a priority for a company. To maintain this, employee performance evaluation is a major concern by conducting employee assessments. Employee assessments at the BMT NU Cooperative still experience several obstacles, namely that they are still based on the subjectivity of the Cooperative manager and tend to produce decisions that are not rele

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Gignac, Gilles E., and Benjamin R. Palmer. "The Genos employee motivation assessment." Industrial and Commercial Training 43, no. 2 (2011): 79–87. http://dx.doi.org/10.1108/00197851111108908.

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AKANKSHA, SAXENA AND MANISH DHINGRA. "Examining the Impact of Employee Relations on Employee Retention in the Context of Higher Education Institutes (HEI)." Indian Commerce Association 77, no. 3 (2024): 1–27. https://doi.org/10.5281/zenodo.14352457.

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Employee relations are one of the critical essential components of hierarchical execution, success, and maintainability. Enviable employee relations result in profoundly dedicated, propelled, and steadfast workers in the associations. Keeping up with and encouraging great relations between employers and employees can make an amicable air. Invariability at work not only aids in protecting the interests of employers and employees but also advances the dynamic improvement of the association. To guarantee the supportability of amicable employee relations, endeavors to fortify these two gatherings

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Halawa, Fangalulu, Swingly Purba, and Ruth Meivera Siburian. "APLIKASI PENILAIAN KINERJA KARYAWAN DENGAN METODE GRAPHIC RATING SCALE BERBASIS WEB PADA PT. TRI KARYA CEMERLANG MEDAN." Jurnal Sains dan Teknologi ISTP 20, no. 02 (2024): 199–210. http://dx.doi.org/10.59637/jsti.v20i02.372.

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Performance appraisal is one way to develop human resources. PT. Tri Karya Cemerlang Medan is a company that always maintains the quality of human resources. One way to do this is to carry out employee performance assessments once a month, but the process is still carried out manually and is only carried out by one person, as is the calculation process. This results in subjective assessment results. Therefore PT. Tri Karya Cemerlang Medan requires a computerized employee performance assessment application and comprehensive assessment accommodation from both employees and management. With the G

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Venkat, Vuppalapati Vijaya, and Roohi Kursheed Khan S. "Impact of Competency Management on Employee Self-development for Retention in Large Scale Industries." Webology 19, no. 1 (2022): 3971–88. http://dx.doi.org/10.14704/web/v19i1/web19262.

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An organization which grows with the employees of long-time existing will create a historical success story. The creation of emotional bonding between employee and employer is the significant role of HR in a company. The automobile industry is India’s one of the largest sectors and placing a fourth largest market globally. Employee retention is very mandatory in the automobile industry because of competitors, day-to-day innovations, and migrant employees. This study is specially focused on the influence of competency assessment and employee self-development for workplace happiness among 72 Man

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Fadhilah, M. Rizki, Tiara Verita Yastica, and Hendra Gunawan. "Design of a Service and Role-Based Performance Assessment System to Support Employee Performance Assessment." IT Journal Research and Development 7, no. 1 (2022): 43–51. http://dx.doi.org/10.25299/itjrd.2022.9973.

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The challenge that is often faced by companies is how to find solutions that can be used to evaluate the performance of their employees. The purpose of this study is to design a service-based performance appraisal system with a ticket system to support employee performance appraisals in a company. By using this service-based assessment system, performance appraisal can be carried out objectively based on what the employees have done, this is possible because the parts and roles in the company have been mapped, where each role has different services to handle. As the employee has finished doing

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Shandilya, Sumit, Avleen Kaur, and Jaskiran Arora. "Organizational risk and employee retention model: Which employees matter and how to retain them?" Human Resources Management and Services 4, no. 1 (2022): 3429. http://dx.doi.org/10.18282/hrms.v4i1.3429.

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Employee retention is a critical concern for organizations in today’s dynamic labor market. This paper introduces a novel framework, integrating “absolute potential of the employee” and “risk associated with leaving the employee”, to address this challenge. Findings from the study suggest that this framework can effectively assist organizations in strategizing retention techniques. The research methodology employed an exploratory research design and collected data from 576 employees across various sectors. The results indicate significant implications for organizational risk assessment and emp

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Kaur, Avleen, and Sumit Shandilya. "Organizational risk and employee retention model: Which employees matter and how to retain them?" Human Resources Management and Services 6, no. 4 (2024): 3429. http://dx.doi.org/10.18282/hrms.v6i4.3429.

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Employee retention is a critical concern for organizations in today’s dynamic labor market. This paper introduces a novel framework, integrating “Absolute Potential of the Employee” and “Risk associated if the Employee leaves”, to address this challenge. Findings from the study suggest that this framework can effectively assist organizations in strategizing retention techniques. The research methodology employed exploratory research design and collected data from 576 employees across various sectors. Results indicate significant implications for organizational risk assessment and employee rete

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Naya, Candra, Arif Siswandi, Sufajar Butsianto, and Febriyanti Febriyanti. "Prediction of Employee Assessments for Contract Extensions at PT Sagateknindo Sejati Using the Naïve Bayes Algorithm." Brilliance: Research of Artificial Intelligence 4, no. 1 (2024): 303–11. http://dx.doi.org/10.47709/brilliance.v4i1.4170.

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Companies must be selective in conducting employee assessments in order to retain employees with the best performance. When assessing employee performance, it is seen from their perseverance and discipline. However, in reality, good employee performance sometimes gets bad reviews and even gets reprimanded by their superiors. This is caused by the employee assessment monitoring system used, namely only personal assessment without using an assessment system and the data collected is less than optimal. This research uses the Naive Bayes method to process data using a data mining algorithm to obta

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Happy Lailatul Fitriana, Ilfan Feriantono, Sofriyah izzatul Laily, and Ribangun Bamban Jakaria. "Penilaian Kinerja Karyawan Menggunakan Key Performance Indicator (KPI) Pada PT. Hilfic." Venus: Jurnal Publikasi Rumpun Ilmu Teknik 2, no. 4 (2024): 333–41. http://dx.doi.org/10.61132/venus.v2i4.448.

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In the#world of work assessment, it is very important, every organization will develop the best strategy to be able to compete. Especially in improving employee performance. The background to good employee performance is the ability to adapt, having skills that are relevant to the job, and the willingness to continue learning and developing. Thus, companies can achieve brand goals more effectively and efficiently. Similar to other companies, PT. Hilfic also carries out performance assessments of its employees. In this research, employee performance assessment uses a strategy based on Key Perfo

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Kamsariaty, Kamsariaty, Mardiana Mardiana, Harmuzan Tazril, and Nur Achmad Jabrial. "Self-Evaluation and Warehouse Management on Employee Performance PT Zaindo Putra Logistics Banjarmasin." East Asian Journal of Multidisciplinary Research 2, no. 10 (2023): 4035–46. http://dx.doi.org/10.55927/eajmr.v2i10.6452.

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Performance assessment is included in human resources, comparative human resources are the key to the company's success. By conducting performance assessments on employees, employees will always try to do the maximum possible in every activity provided by the company or leaders and managers, and it will also be easy for them to carry out company activities in the field of increasing employee positions or seeing employee performance that is not optimal. The research method used is descriptive qualitative research. The conclusions in this research include assessing self-evaluation and performanc

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Yilistriyani, Yilistriyani, Indra Kanedi, and Lena Elfianty. "Implementation of the Additive Ratio Assessment (ARAS) Method for Employee Performance Assessment in the Office of Perum Bulog." Jurnal Komputer, Informasi dan Teknologi (JKOMITEK) 1, no. 1 (2021): 106–16. http://dx.doi.org/10.53697/jkomitek.v1i1.133.

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Employee Performance Appraisal is very important, especially for employees in the scope of Perum BULOG Divre Bengkulu to encourage motivation and professionalism of employees in improving work quality. Constraints faced in conducting performance appraisals are due to the diversity of educational backgrounds, experiences, competencies and employee portfolios, so we need a system that can assist in the performance appraisal process so that the Employee Performance Appraisal does not become slow and experience difficulties. In the process of designing an employee performance appraisal decision su

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Karmini, Andi Syaiful Zainal, and Andi Awaluddin Maruf. "PENGGUNAAN APLIKASI E-KINERJA SEBAGAI INSTRUMEN PENINGKATAN SASARAN KINERJA PEGAWAI PADA BADAN KEPEGAWAIAN DAN PENGEMBANGAN SDM KOTA KENDARI." Journal Publicuho 7, no. 3 (2024): 1736–51. http://dx.doi.org/10.35817/publicuho.v7i3.545.

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This study aims to evaluate the use of the E-Kinerja application as an instrument for improving Employee Performance Targets (SKP) at the Regional Personnel and Human Resource Development Agency (BKPSDM) of Kendari City. The methodology employed is qualitative, with data collected through semi-structured interviews and observations of the application usage process. Respondents were selected using purposive sampling, specifically, employees actively involved in the E-Kinerja application. The results indicate that the application enhances the effectiveness of performance assessment, with both le

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Kiguradze, H. "WORK RELATED RISK ASSESSMENT AND MANAGEMENT." Norwegian Journal of development of the International Science, no. 100 (January 12, 2023): 7–9. https://doi.org/10.5281/zenodo.7534101.

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<strong>Abstract</strong> Working space Health and safety is a shared responsibility between employer and employee. Acting as an employer, entity is required under the law to create working space harmless for health for employees. Under this paper small field research will be assessed on Occupational health and safety in Georgia. Paper will show risks at the working place, physical and fatal at workplace, steps taken by Georgian government to eliminate risks or to mitigate and manage them and finally show current situation.  The article below discusses the steps and processes involved to

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Howanitz, Peter J., Paul N. Valenstein, and Glen Fine. "Employee Competence and Performance-Based Assessment." Archives of Pathology & Laboratory Medicine 124, no. 2 (2000): 195–202. http://dx.doi.org/10.5858/2000-124-0195-ecapba.

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Abstract Objective.—To survey employee competence assessment practices in departments of pathology and laboratory medicine and provide suggestions for improvement. Design.—A 3-part study consisting of a questionnaire about current competence assessment practices, an evaluation of compliance with stated competence assessment practices using personnel records of 30 employees, and a written appraisal of competence of 5 specimen-processing staff members per institution. Setting.—A total of 522 institutions participating in the College of American Pathologists 1996 Q-Probes program. Main Outcome Me

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Gabbidon, Shaun L., Patricia A. Patrick, and Steven A. Peterson. "An empirical assessment of employee theft lawsuits involving allegations of employer misconduct." Journal of Criminal Justice 34, no. 2 (2006): 175–83. http://dx.doi.org/10.1016/j.jcrimjus.2006.01.006.

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Mesran, Mesran, Joli Afriany, and Syafrida Hafni Sahir. "Efektifitas Penilaian Kinerja Karyawan Dalam Peningkatan Motivasi Kerja Menerapkan Metode Rank Order Centroid (ROC) dan Additive Ratio Assessment (ARAS)." Prosiding Seminar Nasional Riset Information Science (SENARIS) 1 (September 30, 2019): 813. http://dx.doi.org/10.30645/senaris.v1i0.88.

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The quality of a company can be seen from the quality of the resources contained in the company. In improving the quality of employee resources. One way to see the quality of employees is by evaluating the performance produced by employees. Another benefit of this performance appraisal is that employees will be motivated to work well because, for employees who have poor performance scores, sanctions or reprimand can be given. To assess employee performance, a good system is needed. This system is expected to be objective in carrying out assessments. In this study, a decision support system was

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Aulia, Della, M. Safii, and Dedi Suhendro. "Penerapan Algoritma K-Means dalam Proses Clustering Penilaian Kinerja Aparatur Sipil Negera di Sekretariat DPRD Pematangsiantar." Jurasik (Jurnal Riset Sistem Informasi dan Teknik Informatika) 6, no. 1 (2021): 47. http://dx.doi.org/10.30645/jurasik.v6i1.270.

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This study discusses the assessment of the performance of the ASN (State Civil Apparatus) in the Pematangsiantar DPRD Secretariat based on the quality of its work. In carrying out their performance, emoployess are still often truant and have a poor work ethic.In this case the research aims to improve employee welfare. During this time the amount of employee income is only based on the group and position they have. This study uses the K-Means method to classify or classify employee performance quality assessments based on SKP (employee work objectives) with additional income based on work quali

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Afriany, Renny, Rudolf Sinaga, and Samsinar Samsinar. "Fuzzy Employee Placement Suitability Assessment using Mamdani Fuzzy Method." BERKALA SAINSTEK 10, no. 2 (2022): 109. http://dx.doi.org/10.19184/bst.v10i2.30280.

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For a company, employees are the spearhead for the company because they have a function as Customer Service, customer satisfaction is obtained after interacting with the company through the performance of its employees. Employees are expected to meet all customer needs with the applicable regulations in the company and become a source of income for the company. To get reliable employees, one way is to assess the suitability of their placement in the appropriate position. With the assessment of the suitability of positioning, companies can consider and determine the provision of rewards, promot

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Wahyono, Wahyono, and Agung Nugroho. "PENERAPAN ALGORITMA C4.5 UNTUK PREDIKSI TINGKAT KOMPETENSI KARYAWAN PT MULTISTRADA ARAH SARANA." Joutica 3, no. 1 (2018): 145. http://dx.doi.org/10.30736/jti.v3i1.201.

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The success of an organization or company is influenced by the competence of human resources in it in carrying out its duties. Assessment of competence in the company is very important because it is necessary to determine the level of competence of employees. So far, the competency level assessment is still done manually by providing certain criteria by the Personnel Department (HRD). The number of criteria and employees employed is quite difficult in the assessment of employee competency. In addition, the quality of employee work is also often changing. This is very influential on the future

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Khairul, Hadi, Iskandar Isdaryanto, Fitriadi, and Ariqah Mohd. "Employee Performance Assessment with Behaviorally Anchor Rating Scale (BARS) Approach: A Case Study." International Journal of Innovative Science and Research Technology 7, no. 7 (2022): 1352–57. https://doi.org/10.5281/zenodo.7000837.

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- Performance appraisal has an important role and function for a company, this will of course be related to decisions that will be taken by the company as a company strategy in the future. This also applies to the company PT. Pertamina (Persero) I Meulaboh which is a company engaged in oil distribution that markets Premium, Solar, and Kerosene products with a capacity of 8,001 KL (KiloLiter). The assessment is currently running at PT. Pertamina (Persero) I Meulaboh is an assessment based on criteria, but currently the assessment of these criteria does not have a standard standard so that emplo

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Sholihah, Maratus, Muhlis Madani, and Abdi Abdi. "ELABORASI ASSESSMENT PEGAWAI DALAM PENINGKATAN KINERJA." Kajian Ilmiah Mahasiswa Administrasi Publik (KIMAP) 4, no. 2 (2023): 457–73. https://doi.org/10.26618/kimap.v4i2.11383.

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This study aimed to determine the elaboration of employee assessments in improving the performance of the Makassar Social Welfare Education and Training Center (BBPPKS). This study used qualitative research with data sources consisting of primary data and secondary data. Data collection techniques used interview and observation guidelines. Data analysis techniques included data reduction, data presentation, and verification. The results of the elaboration of employee assessment in improving performance, seen from the aspect of quantity of work, showed that employees were able to produce the am

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K., Soujanya, and Vijaya Lakshmi V. "Assessment of Performance Appraisal in Visakhapatnam Port Trust (VPT)." International Journal of Current Science Research and Review 04, no. 12 (2021): 1620–26. https://doi.org/10.47191/ijcsrr/V4-i12-01.

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Abstract : Once the employee has been selected, trained and motivated, he is then appraised for his performance. Performance appraisal is the step where the management finds out how effective it has been at hiring and placing employees. Thus, teachers evaluate the performance of students, bankers evaluate the performance of creditors, parents evaluate the behavior of their children and all of us consciously or unconsciously evaluate our own actions from time to time. In social interactions, performance is considered a systematic and planned manner to achieve widespread popularity in recent yea

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Glukhareva, S. V. "A method for assessing the level of reliability of employees in the personnel security system of an enterprise (using the example of CII enterprises)." Proceedings of Tomsk State University of Control Systems and Radioelectronics 25, no. 2 (2022): 59–67. http://dx.doi.org/10.21293/1818-0442-2022-25-2-59-67.

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The article discusses a method for assessing the level of trustworthiness based on the compilation of a competence profile. This method provides a qualitative assessment of employee competencies and has been applied to employees employed at critical information infrastructure enterprises. The article presents the approbation data, shows the consistency of the expert assessment.

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Syahsudarmi, Siti. "ROLE OF LEADERS IN EMPLOYEE PERFORMANCE ACHIEVEMENT (Study at the Tampan Pekanbaru District Office)." Journal Boas : Business, Economics, Accounting And Management 1, no. 02 (2023): 96–100. https://doi.org/10.54209/boas.v1i02.222.

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This study aims to identify whether the role of a leader enhances employee performance at the Kecamatan Tampan Pekanbaru. This research employs a qualitative method, aiming to unveil occurrences and facts that unfold during the research process and reflect the actual reality. The sampling technique employed is saturated sampling, with a total of 24 employees at the Kecamatan Tampan Pekanbaru as the sample size. From the data collected at the Kecamatan Tampan Pekanbaru, the researcher identifies the phenomenon that the role of a leader is highly essential in improving employee performance. A le

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Febriana, Suci Wulan, Wahyu Lestari, and Supriyadi Supriyadi. "Analisis Kebutuhan Pengembangan Instrumen Penilaian Kinerja Karyawan CV Jetindo Niaga Utama Menggunakan Metode 360 Derajat Berbasis Website." Jurnal Manajemen 13, no. 2 (2022): 208. http://dx.doi.org/10.32832/jm-uika.v13i2.6068.

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<em>Needs analysis is a study whose information serves as the basis for developing a particular product. Researchers will collect information and data related to the development of employee assessment instruments through needs analysis. Employee performance assessment is one of the important indicators of the quality of the human resources department of an organization or company. This research uses descriptive methods with a qualitative approach. The subject of the study is the need for the development of employee assessment instruments CV Jetindo Niaga Utama, Semarang city, while the o

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Hendrick, Ruth Z., and Edward E. Raspiller. "Predicting Employee Retention Through Preemployment Assessment." Community College Journal of Research and Practice 35, no. 11 (2011): 895–908. http://dx.doi.org/10.1080/10668920802421561.

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Brougham, David, and Jarrod Haar. "Employee assessment of their technological redundancy." Labour & Industry: a journal of the social and economic relations of work 27, no. 3 (2017): 213–31. http://dx.doi.org/10.1080/10301763.2017.1369718.

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Novia, Asradiani, and Imam Yuadi. "Forecasting Employee Potential through Probationary Assessment." JBMP (Jurnal Bisnis, Manajemen dan Perbankan) 9, no. 2 (2023): 131–49. http://dx.doi.org/10.21070/jbmp.v9i2.1718.

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Effective corporate governance necessitates the continual nurturing and cultivation of employee potential for long-term professional success. However, assessing an employee's potential and performance objectively and consistently from the start of their career presents a substantial difficulty in reducing any mismatches with the company's goals and expectations. This study introduces a predictive methodology that uses probationary employee performance to map their potential. The study focuses on Performance (Y-axis) and Potential (X-axis) variables using data from 265 employees at Company X wh

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Himawan, Agatha Beny, Rinta Kridalukmana, and Toni Prahasto. "Effective methods for employee performance assessment." Indonesian Journal of Electrical Engineering and Computer Science 39, no. 1 (2025): 509. https://doi.org/10.11591/ijeecs.v39.i1.pp509-522.

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This study aims to select the most effective multi-criteria decision-making method used in an employee performance appraisal system. The approach used in this study is a comparative experiment where three multi-criteria decision-making methods simple additive weighting (SAW), analytical hierarchy process (AHP), and technique for order preference similarity to an ideal solution (TOPSIS) are compared. The dataset involves 16 employees, considering input data such as work behavior scores, and performance targets (SKP). The criteria for evaluating work behavior include service quality, accountabil

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Safrizal, Lili Tanti, Dio Febrian Surbakti, and Nurainun. "Track Record Model in Employee Performance Optimization Using Weight Product Method." Journal of Artificial Intelligence and Engineering Applications (JAIEA) 4, no. 2 (2025): 639–47. https://doi.org/10.59934/jaiea.v4i2.721.

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Employee performance improvement is a crucial aspect for the growth and success of a company, especially in the agricultural sector that relies on the quality and competence of human resources. However, subjective and manual employee assessments often face challenges, such as high levels of subjectivity and the time required to complete the process. To overcome these obstacles, this study proposes the use of the Weighted Product (WP) method as an approach to building a track record model in employee performance assessment. This study involves several methodological stages, first by studying th

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SAXENA, AKANKSHA, and MANISH DHINGRA. "Examining the Impact of Employee Relations on Employee Retention in the Context of Higher Education Institutes (HEI)." Indian Commerce Association 77, no. 04 (2024): 1–23. https://doi.org/10.63665/ica.v77i04.02.

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Employee relations are one of the critical essential components of hierarchical execution, success, and maintainability. Enviable employee relations result in profoundly dedicated, propelled, and steadfast workers in the associations. Keeping up with and encouraging great relations between employers and employees can make an amicable air. Invariability at work not only aids in protecting the interests of employers and employees but also advances the dynamic improvement of the association. The adverse consequences of employer-employee relations, an employer who neglects to comprehend issues con

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Sutyawati, Yuke Subaikah, and Benny Daniawan. "Enhancing Employee Motivation: A TOPSIS-Based Decision Support System for Incentive Allocation through Performance Evaluation." MATICS: Jurnal Ilmu Komputer dan Teknologi Informasi (Journal of Computer Science and Information Technology) 16, no. 1 (2024): 13–18. http://dx.doi.org/10.18860/mat.v16i1.23921.

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Information technology is developing rapidly and has a significant role in various aspects, one of which is making decisions to evaluate employee performance. Employee performance assessment is an important activity and is often carried out by companies to determine employee performance in a certain period. A company's progress is greatly influenced by the good and bad of the system that is running. The decision support system can improve and influence the assessment of existing performance in the company. If the decision support system is inadequate, it can lead to errors in decision-making.

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Ria Ria and R.M Mahrus Ali. "Mekanisme Penilaian Kinerja Karyawan pada Dinas Perhubungan Kabupaten Malang." Jurnal Manuhara : Pusat Penelitian Ilmu Manajemen dan Bisnis 2, no. 4 (2024): 171–78. http://dx.doi.org/10.61132/manuhara.v2i4.1209.

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This study analyzes the employee performance assessment system at the Malang Regency Transportation Office, based on observations and interviews with several employees. Performance assessments are carried out annually with quarterly evaluations by the head of the sub-division. Evaluations include employee performance, financial administration, and staffing. The assessment process involves several stages: Annual Work Plan (RKT), Performance Agreement, Employee Performance Targets (SKP), and the use of the "SIAP KERJA" Application. The RKT is prepared as an elaboration of the Agency's strategy a

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Aris Susanto, Ernani Hadiyati, and Martaleni Martaleni. "Pengaruh Penilaian Kinerja dan Gaya Kepemimpinan terhadap Organizational Citizenship Behavior (OCB) melalui Employee Engagement pada Kantor Pelayanan Pajak Pratama Malang Selatan." Jurnal Ekonomi dan Manajemen 25, no. 3 (2025): 17–35. https://doi.org/10.62951/jem.v25i3.58.

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This study aims to describe the characteristics of performance assessment variables, leadership style, OCB, and employee engagement, and analyze their influence on each other at KPP Pratama Malang Selatan. Specifically, this study examines the influence of performance assessment on employee engagement, leadership style on employee engagement, employee engagement on OCB, and the relationship between performance assessment and leadership style on OCB both directly and through employee engagement. This study is explanatory with data collection using a survey. The population of the study was 91 em

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