The Effect Of Implementation Of Career Work Performance Assessment And Career Development On Employee Performance Of PT. (Persero) Port Of Indonesia - I Medan In Medan
The Effect of Implementation of Career Work Performance Assessment and Career Development on Employee Performance of PT. (Persero) Port of Indonesia - I Medan in Medan
Introduction
Employee performance is a crucial aspect of any organization, as it directly impacts the achievement of organizational goals and objectives. In today's competitive business landscape, organizations must prioritize employee performance to remain competitive and achieve long-term success. One of the key factors that influence employee performance is the implementation of career work performance assessment and career development. This study aims to investigate the effect of implementing work performance and career development appraisal on employee performance at PT. (Persero) Port of Indonesia - I Medan, a leading port operator in Indonesia.
Background
PT. (Persero) Port of Indonesia - I Medan is a state-owned enterprise that operates a major port in Medan, Indonesia. The company has a large workforce, with over 1,000 employees, and is responsible for handling a significant volume of cargo and passengers. In recent years, the company has faced increasing competition from private sector operators, which has put pressure on its management to improve employee performance and productivity. To address this challenge, the company has implemented various initiatives aimed at enhancing employee performance, including the implementation of work performance and career development appraisal.
Methodology
This study employed a descriptive method with a case study approach, applying an asymmetrical causal design that is descriptive exploratory. The population studied was all class III employees in the functional department, with a total of 144 people. Of these, 101 people were taken as samples, and only 83 people (82%) were returned. The data were collected through observation, questionnaires, interviews, and documentation studies using Likert scale. After the data were collected, the analysis was carried out by multiple linear regression methods using SPSS. Hypothesis testing and partial tests were carried out with a confidence level of 95%.
Results
The results of the analysis show that the variable implementation of work performance and career development appraisal is able to explain 83.7% of employee performance, while 16.3% is explained by other variables that are not examined. The results indicate that the implementation of work performance and career development assessments at PT. (Persero) Pelabuhan Indonesia - I Medan has a significant influence on employee performance. Management policies related to career achievement and development evaluation have proven to have a positive impact on employee dedication, discipline, and achievement.
Discussion
The results of this study have several implications for the management of PT. (Persero) Port of Indonesia - I Medan. Firstly, the study highlights the importance of implementing work performance and career development appraisal in enhancing employee performance. The study shows that the implementation of these appraisal systems has a significant impact on employee dedication, discipline, and achievement. Secondly, the study suggests that management policies related to career achievement and development evaluation are critical in influencing employee performance. The study recommends that management should continue to evaluate and improve the assessment system and career development to encourage employee performance to a better level.
Additional Analysis and Explanation
In the context of employee performance, work performance appraisal is a crucial element that cannot be ignored. This process not only serves to assess the extent to which employees have reached the target set, but also as a means to provide constructive feedback. This feedback can help employees understand their strengths and weaknesses, so they can develop the skills and competencies needed to improve their performance.
Career development, on the other hand, functions as a motivational tool for employees. When employees feel that there are opportunities to develop and advance in their careers, they tend to be more committed and motivated to achieve better performance. Good management will create a clear career development channel, and provide the training and guidance needed so that employees can take advantage of these opportunities.
Conclusion
In conclusion, this study has demonstrated the significant impact of implementing work performance and career development appraisal on employee performance at PT. (Persero) Port of Indonesia - I Medan. The study highlights the importance of management policies related to career achievement and development evaluation in influencing employee performance. The study recommends that management should continue to evaluate and improve the assessment system and career development to encourage employee performance to a better level. By investing in human resources and implementing effective appraisal systems, organizations can achieve long-term success and remain competitive in the market.
Recommendations
Based on the findings of this study, the following recommendations are made:
- Implement effective work performance and career development appraisal systems: Management should continue to evaluate and improve the assessment system and career development to encourage employee performance to a better level.
- Provide training and guidance: Good management will create a clear career development channel, and provide the training and guidance needed so that employees can take advantage of these opportunities.
- Invest in human resources: Organizations should prioritize investment in human resources to achieve long-term success and remain competitive in the market.
- Monitor and evaluate employee performance: Management should regularly monitor and evaluate employee performance to identify areas for improvement and provide constructive feedback.
Limitations
This study has several limitations that should be acknowledged. Firstly, the study was conducted at a single case study, which may limit the generalizability of the findings. Secondly, the study relied on self-reported data from employees, which may be subject to biases and errors. Finally, the study did not control for other factors that may influence employee performance, such as leadership motivation and work environment.
Future Research Directions
Future research should aim to replicate this study in other organizations and contexts to validate the findings. Additionally, future research should explore other factors that influence employee performance, such as leadership motivation and work environment. Finally, future research should investigate the impact of implementing work performance and career development appraisal on employee performance in different industries and sectors.
Frequently Asked Questions (FAQs) about the Effect of Implementation of Career Work Performance Assessment and Career Development on Employee Performance
Q: What is the main objective of this study? A: The main objective of this study is to investigate the effect of implementing work performance and career development appraisal on employee performance at PT. (Persero) Port of Indonesia - I Medan.
Q: What methodology was used in this study? A: This study employed a descriptive method with a case study approach, applying an asymmetrical causal design that is descriptive exploratory. The population studied was all class III employees in the functional department, with a total of 144 people.
Q: What were the results of the analysis? A: The results of the analysis show that the variable implementation of work performance and career development appraisal is able to explain 83.7% of employee performance, while 16.3% is explained by other variables that are not examined.
Q: What are the implications of this study for the management of PT. (Persero) Port of Indonesia - I Medan? A: The study highlights the importance of implementing work performance and career development appraisal in enhancing employee performance. The study shows that the implementation of these appraisal systems has a significant impact on employee dedication, discipline, and achievement.
Q: What are the recommendations of this study for the management of PT. (Persero) Port of Indonesia - I Medan? A: The study recommends that management should continue to evaluate and improve the assessment system and career development to encourage employee performance to a better level. Additionally, the study suggests that management should provide training and guidance to employees to help them develop the skills and competencies needed to improve their performance.
Q: What are the limitations of this study? A: This study has several limitations that should be acknowledged. Firstly, the study was conducted at a single case study, which may limit the generalizability of the findings. Secondly, the study relied on self-reported data from employees, which may be subject to biases and errors. Finally, the study did not control for other factors that may influence employee performance, such as leadership motivation and work environment.
Q: What are the future research directions for this study? A: Future research should aim to replicate this study in other organizations and contexts to validate the findings. Additionally, future research should explore other factors that influence employee performance, such as leadership motivation and work environment. Finally, future research should investigate the impact of implementing work performance and career development appraisal on employee performance in different industries and sectors.
Q: What are the practical implications of this study for organizations? A: The study highlights the importance of implementing effective work performance and career development appraisal systems to enhance employee performance. Additionally, the study suggests that organizations should prioritize investment in human resources to achieve long-term success and remain competitive in the market.
Q: What are the theoretical implications of this study? A: The study contributes to the existing literature on employee performance and career development by providing evidence of the impact of implementing work performance and career development appraisal on employee performance. The study also highlights the importance of considering the role of management policies and practices in influencing employee performance.
Q: What are the policy implications of this study? A: The study suggests that governments and regulatory bodies should prioritize the development of effective policies and practices to support the implementation of work performance and career development appraisal systems in organizations. Additionally, the study highlights the importance of investing in human resources to achieve long-term success and remain competitive in the market.