Penilaian Produktivitas Kerja Pegawai
DOI:
https://doi.org/10.24090/insania.v14i2.336Kata Kunci:
Evaluation, productivity, Checklist, BARSAbstrak
it’s an obligatory to measure individual performance at an organization. From that we will know whether task is conducted by individual, and whether result work productivity. This work productivity measuring is an effort to ensure employee or personal have do their task with certain standards. This evaluation result can be used as basis for reward or punishment. There are several methods to value employee performance, namely Checklist method and Behaviorally Anchored Rating Scale (BARS). Checklist method have simplicity on application, but prone to evaluator bias. Whereas BARS method is more adequate, because based on employee active participation, but not every performance domain can be valued with this method.Unduhan
Unduhan
Cara Mengutip
Terbitan
Bagian
Lisensi
Authors who publish with this journal agree to the following terms:
Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative CommonsAttribution-ShareAlike License that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this journal.
Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgment of its initial publication in this journal.
Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See The Effect of Open Access).
