MODEL KEBIJAKAN PENILAIAN KINERJA (STUDI EVALUATIF PERWIRA STAF LOGISTIK TNI)

MARSININGSIH, . (2020) MODEL KEBIJAKAN PENILAIAN KINERJA (STUDI EVALUATIF PERWIRA STAF LOGISTIK TNI). Doktor thesis, UNIVERSITAS NEGERI JAKARTA.

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Abstract

Penilaian kinerja yang berkelanjutan akan membawa pada pencapaian kinerja SDM yang semakin baik dan berkualitas khususnya di lingkungan Perwira TNI. Bagi perwira yang berkinerja baik dan berkualitas sebagai konsekuensi akan mendapatkan penghargaan berupa pengangkatan jabatan, kenaikan pangkat, tunjangan, promosi dan pendidikan. Kondisi saat ini kebijakan Penilaian Kinerja masih bersifat umum dan belum sepenuhnya merepresentasikan secara khusus berdasarkan bidang kerjanya. Aspek-aspek yang dinilai dalam penilaian kinerja dalam penelitian ini, antara lain 1)aspek pencapaian kinerja (pelaksanaan program, pelaksanaan kegiatan, kualitas pekerjaan); 2) kompetensi yang diperlukan (pengetahuan, keahlian, perilaku). Apabila penilaian kinerja dapat dijalankan dengan baik maka manajemen sumber daya manusia dalam organisasi tersebut juga dapat dikatakan berjalan dengan baik pula. Didasarkan pada hasil pemetaan terhadap kompleksitas permasalahan yang ada, penelitian ini bertujuan untuk mendapatkan Model Kebijakan penilaian kinerja Perwira Logistik yang ada lingkungan Mabes TNI. Adapun State of The Art dari Penelitian ini adalah penggunaan Metode Mix Method kuantitatif dan kualitatif yang secara simultan dilaksanakan bersama kemudian hasilnya ditriangulasikan dalam bentuk Concurrent Triangulation untuk mendapatkan hasil yang Robust. State of The Art berikutnya adalah Kebaruan Model Kebijakan yang dihasilkan merupakan pengembangan Model Penilaian Kinerja berdasarkan evaluasi Discrepancy Evaluation Model (DEM) yang dikembangkan lagi dengan mengintegrasikannya pada model Analytical Hierarchy Proess (AHP) dan Key Performance Indicator (KPI). Aspek DEM diuraikan dan dirangking bobot kepentingannya berdasarkan nilai discrepancy yang didapatkan, sehingga lebih sistematis membentuk sistem penilaian kinerja yang valid dan robust. Temuan Penelitian ini adalah didapatkannya Model Kebijakan Penilaian Kinerja Perwira Staf Logistik yang lebih Optimal, dapat diuraikan secara detail setiap Kriteria Aspek Penilaian Kinerja pada Model DEM yang diintegrasikan dengan AHP dan KPI. Hasil temuan penelitian menunjukkan bahwa evaluasi pada aspek kebijakan penilaian kinerja perwira logistik dengan Triangulation data kuantitatif dan kualitatif yang obyektif memiliki nilai discrepancy sebesar 28,54% dengan keterangan cukup. Hal ini menjelaskan bahwa pada seluruh aspek Program Kebijakan penilaian Kinerja mulai dari Desain, Instalasi, Proses, Hasil dan Manfaat dapat memenuhi kriteria kebutuhan untuk dilaksanakan Evaluasi Kebijakan. Pengembangan Instrumen Penilaian Kinerja Perwira Logistik TNI yang baru yang dapat merepresentasikan penilaian dari seluruh aktifitas perwira logistik TNI, yang mencakup standar kerja kegiatan manajemen logistik, berdasarkan penerapan pengembangan Key performance Indicator (KPI) yang dapat diidentifikasi 17 performance indicators. Produk akhir yang dihasilkan dalam penelitian ini adalah tersusunya Model Kebijakan Penilaian Kinerja Perwira Logistik yang lebih sistematis, fokus dan terarah, yang merepresntasikan penilaian kinerja berdasarkan fokus bidang tugas. Kata Kunci: Model Kebijakan, Penilaian kinerja, Perwira Logistik TNI, Discrepancy Evaluation Model (DEM), Analytical Hierarchy Process (AHP). *************** Continuous performance appraisal will endanger the better and better quality of human resources performance, especially among TNI officers. For officers who perform well and are qualified as a disaster, they will receive awards in the form of positions, promotions, benefits, promotions and education. Nowadays, the performance appraisal policy is still general in nature and has not fully represented it specifically based on its field of work. The aspects that are assessed in the performance appraisal in this study include 1) aspects of performance achievement (program implementation, activity implementation, work quality); 2) competencies required (knowledge, skills, behavior). If the performance appraisal can be carried out well, human resource management in the organization can also be said to be running well. Based on the results of the mapping of the complexity of the existing problems, this study aims to obtain a policy model for assessing the performance of logistics officers in the TNI Headquarters environment. The State of The Art of this research is the use of quantitative and qualitative Mix Methods which are simultaneously implemented together and then the results are triangulated in the form of Concurrent Triangulation to get robust results. The next State of The Art is the Newness of the Policy Model, the result is the development of a Performance Appraisal Model based on the Discrepancy Evaluation Model (DEM) which was developed again by integrating it into the Analytical Hierarchy Proess (AHP) and Key Performance Indicator (KPI) models. DEM aspects are described and their importance is ranked based on the discrepancy values obtained, so that it is more systematic to form a valid and robust performance appraisal system. The findings of this study are to obtain a more Optimal Logistics Staff Officer Performance Appraisal Policy Model, which can be described in detail each of the Performance Assessment Aspect Criteria in the DEM Model which is integrated with AHP and KPI. The results of the research findings indicate that the evaluation on the aspect of the logistics officer performance appraisal policy with objective quantitative and qualitative data triangulation has a discrepancy value of 28.54% with sufficient information. This explains that all aspects of the Performance appraisal Policy Program ranging from Design, Installation, Process, Results and Benefits can meet the criteria for the need to be implemented for Policy Evaluation. Development of a new TNI Logistics Officer Performance Appraisal Instrument that can represent an assessment of all activities of TNI logistics officers, which includes work standards for logistics management activities, based on the application of developing Key Performance Indicators (KPI) which can be identified 17 performance indicators. The final product produced in this study is the compilation of a more systematic, focused and targeted Logistics Officer Performance Assessment Policy Model, which represents performance appraisals based on the focus of the task area. Keywords : Policy Model, Performance Appraisal, TNI Logistics Officer, Discrepancy Evaluation Model (DEM), Analytical Hierarchy Process (AHP).

Item Type:	Thesis (Doktor)
Additional Information:	1). Prof. Dr. R. Madhakomala, M.Pd. ; 2). Prof. Dr. Ir. Kazan Gunawan
Subjects:	Manajemen > Manajemen , Business Manajemen > Manajemen Sumber Daya Manusia
Divisions:	PASCASARJANA > S3 Ilmu Manajemen
Depositing User:	Users 8445 not found.
Date Deposited:	08 Jan 2021 11:44
Last Modified:	08 Jan 2021 11:44
URI:	http://repository.unj.ac.id/id/eprint/12052

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