Penerapan sistem penilaian kinerja 360 derajat sebagai usaha meningkatkan persepsi positif terhadap keadilan prosedural penilaian kinerja

WIDYOWATI, Arini, Drs. Fathul Himam, MPsi., MA., Ph.D., Psi

2008 | Tesis | S2 Psikologi

Penilaian kinerja merupakan aspek yang penting dalam managemen sumber daya manuisia yang efektif. Akan tetapi beberapa fakta menunjukkan penilaian kinerja sering kali gagal dalam pelaksaannya. Karyawan akan menerima sistem penilaian jika prosedur penilaian kinerja yang berlaku dianggap adil. Penelitian ini bertujuan untuk mengetahui efektifitas sistem penilaian kinerja yang relatiif baru yaitu penilaian kinerja 360 derajat, penilaian kinerja yang melibatkan rekan kerja, atasan bawahan dan diri sendiri sebagai penilai. Subjek penelitian berjumlah 26 orang mahasiswa di salah satu perguruan tinggi dI Yogyakarta yang dibagi secara acak menjadi 2 kelompok yaitu kelompok eksperimen dan kelompok kontrol. Persepsi terhadap keadilan prosedural penilaian kinerja diukur dengan menggunakan skala persepsi terhadap keadilan prosedural penilaian kinerja yang meliputi konsistensi, bias, akurasi, dapat diperbaiki, etik dan reprsentatif. Hasil analisis data dengan Anava repeated measure menunjukkan bahwa sistem penilaian kinerja 360 derajat efektif terhadap peningkatan persepsi positif pada keadilan prosedural penilaian kinerja (F=89,229; p= 0,000; p<0,05) dan memberikan sumbangan efektif sebesar 78,8 % pada persepsi terhadap keadilan prosedural penilaian kinerja. Hasil analisi juga menunjukkan ada perbedaan yang signifikan pada persepsi terhadap keadilan prosedural penilaian kinerja antara kelompok eksperimen dengan kelompok kontrol setelah diberi perlakuan F=.18,416; p=0,000 (p>0,05). Kelompok eksperimen menunjukkan peningkatan persepsi positif terhadap keadilan prosedural penilaian kinerja yang sangat signifikan setelah diberi perlakuan simulasi penilaian kinerja 360 derajat (F=91,460; p=0,000; p<0,05). Implikasi hasil penelitian dan saran bagi peneliti selanjutnya terdapat dalam diskusi

Performance appraisal is a crucial aspect to effective human resource management. However there were evidences that current processes was not very effective. Employees will accept the appraisal system if they perceive that the procedure on appraisal system is fair. This study reports the experience with relatively new appraisal system. The system 360 degree performance appraisal, utilizes ratings from peers, supervisor, and employee. This experiment used 26 of collage students from one of university in Yogyakarta as subjects that divided randomly in to experiment group and control group. Perceive of procedural fairness scale was used to measure perceive of performance appraisal procedural fairness including consistency, bias suppression, accuracy of information, mechanism to correct bad decision, representative and ethic. Result supported the hypotheses that 360 degree performance appraisal was effective to increase perceive of performance appraisal procedural fairness (F=89,229; p= 0,000; p<0,05) and gave 78,8 % to perceive of performance appraisal procedural fairness. The result also indicate that there was a significant deference between experiment group and control group after the intervention was given to experiment group (F=18,416; p=0,000 p>0,05). Perceive of performance appraisal procedural fairness on experiment group significantly increased after 360 degree performance appraisal simulation was given (F=91,460; p=0,000; p<0,05). The implications of these findings and suggestions for future research were discussed

Kata Kunci : Penilaian kinerja 360 derajat,Keadilan prosedural, 360 degree performance appraisal, procedural fairness.