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ITS » Undergraduate Theses » Teknik Industri
Posted by dee@its.ac.id at 07/06/2010 13:08:58  •  4115 Views


PERANCANGAN SISTEM PENILAIAN KINERJA KARYAWAN BERBASIS PERFORMANSI DAN KOMPETENSI SEBAGAI DASAR PENYUSUNAN PELATIHAN DI PT PHILIPS RALIN ELECTRONICS SURABAYA

Author :
SITARESMI, D. WORO ( 2598100019 )




ABSTRAK

Dalam upaya penyempurnaan sistem manajemen SDM PT Philips Rairn Electronics Surabaya saat ini sedang memperbaiki sistem penilaian kinerja karyawan SPKK khususnya level non manajemen. SPKK yang diimplementasikan oleh perusahaan saat ini sudah mempertimbangkan faktor performansi dan kompetensi. Akan tetapi kompetensi yang digunakan hanya soft competence saja yang mencerminkan kualitas personal dan belum mencakup hard competence yang lebih mencerminkan skill dan knowledge spesifik berkaitan dengan bidang pekerjaannya. Padahal untuk level non manajemen yang berkecimpung di bidang operasional ini lebih membutuhkan hard competence dibandingkan soft competence. Selain itu dalam SPKK ini tidak mempertimbangkan adanya bobot faktor-faktor penilaian yang berguna untuk menentukan kepentingan relatif faktor-faktor tersebut dalam menunjang kemajuan perusahaan. Dalam penelitian ini dilakukan identiflkasi hard competence dan soft competence yang dibutuhkan oleh jabatan non manajemen di area GLS pada grade 2 sid 6. Identifikasi ini meliputi perumusan namajenis kompetensi definisi indikator perilaku tiap-tiap skala serta level minimal dari masing-masing kompetensi Dari tahap ini diperoleh jenis kompetensi yang berbeda-beda antara setiap jabatan. Secara global untuk hard competence ada empat kelompok besar kompetensi yaitu kelompok pengoperasian mesin kelompok pemeliharaan mesin kelompok pengetahuan dan kelompok penguasaan sistemmetode kerja. Sedangkan untuk soft competence mengacu pada kamus kompetensi Spencer SpencerJ993 dan didapatkan 8 jenis yaitu achievement initiative concern for order customer service orientation team work environmental awareness team leadership dan directiveness. Sementara untuk kriteria performansi ditetapkan sarna untuk semua jabatan yaitu kualitas dan kuatitas kerja. SeJanjutnya kriteria kompetensi dan perforrnansi yang telah diperoleh ini masing-masing diberi bobot dengan metode Analytical Hierarchy Process AHP. Setelah dilakukan uji coba pada SPKK baru ini maka hasil yang diperoleh selain berguna untuk mengevaluasi kinerja karyawan juga digunakan untuk menyusun Training Need Analysis TNA dan matriks Competency Based Training CBT. Dari hasil TNA ini dapat dianalisa kecocokan profil atau kompetensi antara jabatan dengan pemegang jabatannya sedangkan dari CBT dapat diidentiflkasi pelatihan-pelatihan yang diperlukan jika seorang karyawan akan dipromosikan atau dirotasikan ke jabatan lain.


ABSTRACT

In order to rebuild Human Resource Management System recently PT Philips Ralin Electronics Surabaya is repairing Performance Appraisal System especially for level non management staff Performance Appraisal System implemented by company has considered both performance and competence factor. But the competence used is only soft competence that represent personal quality and has not covered hard competence that represent skill and knowledge related with technical and operational field production floor employees. Moreover it has not considered the weight of appraisal factor that can determine the relative importance of factor to support company development. This research identified hard competence and soft competence needed by non management level in GLS area at second until sixth grade. This identification included formulating name definition scale indicator and minimal level required by each competence. Globally there are four great categories of hard competence they are operating machine maintaining machine knowledge and mastery working methodsystem. Whereas for soft competence are taken from Spencers competence dictionary Spencer 1993 and there are eight kinds of competence. They are achievement initiative concern for order customer service orientation team work environmental awareness team leadership and directiveness. While for performance criteria it is same for all position they are quality and quantity of work Then each of competence criteria and performance are given weight using with Analytical Hierarchy Process AHP method. The result of the new Performance Appraisal System is useful not only for evaluating measuring perfomlance employee but also for arranging Training Need Analysis INA and Competency Based Training CBT matrix. From the TNA it can be arranged job-person match analysis to analyse the suitable of competence between the job holder and its job. From CBT it can be identified trainings that are needed if an employee will be promoted or rotated to another position.



Keywordslunak kompetensi; kompetensi keras; Analitik Hirarki Proses; Pelatihan Analisis Kebutuhan; Pelatihan Berbasis Kompetensi
 
Subject:  Pengukuran kinerja
Contributor
  1. IWAN VANANY,ST.MT
Date Create: 07/06/2010
Type: Text
Format: pdf
Language: Indonesian
Identifier: ITS-Undergraduate-3100004019216
Collection ID: 3100004019216
Call Number: RSI 658.312 5 Sit p


Source
Undergraduate Thesis, Industrial Engineering, RSI 658.312 5 Sit p, 2004

Coverage
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Copyright @2010 by ITS Library. This publication is protected by copyright and permission should be obtained from the ITS Library prior to any prohibited reproduction, storage in a retrievel system, or transmission in any form or by any means, electronic, mechanical, photocopying, recording, or likewise. For information regarding permission(s), write to ITS Library




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  1.  ITS-Undergraduate-11123-2598100019-Abstract_id.pdf - 71 KB
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