performance appraisals
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The conformity of employee competencies with their positions and innovation in work implementation is required by the presence of the Civil Servants (PNS) professional demands. Knowledge management is necessary to fulfill the knowledge needs of employees so that competence, innovation, and employee performance can be improved. This study aims to analyze the effect of knowledge management, competence, and innovation on employee performance. All employees in the Finance and Equipment Bureau of the Ministry of Agriculture were involved as the research object. The data were obtained using the census method of 103 Finance and Equipment Bureau employees, interviews with appraisal officials and personnel managers, and employee performance appraisals in 2019. The data processing uses Structural Equation Modeling - Partial Least Square (SEM PLS) analysis. This study indicates that knowledge management has a significant effect on innovation and competence, whereas innovation significantly affects performance. However, knowledge management and competence do not seem to have a significant effect on employee performance. Knowledge management indirectly has a significant effect on performance through innovation. Nevertheless, knowledge management does not seem to have a significant effect on performance through competence. The suggestion for further research is it shall be conducted in a work unit that requires special skills so that the employee competence is taken into consideration.

Performance improvement in the context of government agencies is very important. There are several factors that can affect employee’s performance. These factors serve to ascertain whether the performance will be increased or decreased by involving these factors in performance appraisals. The aim of this study is to analyze the effect of competence and motivation on performance mediated by organization commitment. The population used in this study were employees in Indonesian government agencies. The respondents were 186 of Ministry of Home Affairs employees. The sampling technique used was the Convenience Sampling method. The analytical model used in this study was descriptive and Structural Equation Modeling analysis with LISREL Program. It is concluded that commitment of organization contributes to employee’s performance and is influenced by both, the employee’s competence and motivation, whereas the competence and the motivation do not give any effect to their performance. Keywords: Competence, Motivation, Organization Commitment, Performance.

The COVID-19 pandemic has dramatically increased the number of people working from home, with over 50% of employees working remotely during 2020. With the current popularity of remote work and the high prevalence of high-speed internet, video conferencing technology, remote collaboration tools, email, and other technologies, remote work will likely remain common after the pandemic ends and offices fully reopen. There are many benefits of remote work, including increased productivity, better work-life balance, reduced commute time and traffic congestion, decreased emissions, and cost savings for employees and employers. However, access to the privilege of remote work is unevenly distributed across occupations and socioeconomic groups. Among those who can work remotely, there may be disparities in performance appraisals and promotions compared to in-person workers. Congress has a unique opportunity to address these inequities via expansion of the Telework Enhancement Act, which currently covers federal government employees, to include firms in the private sector. This Act enables all employees whose jobs can be performed remotely to do so and mandates that remote workers and in-person workers be treated the same for the purposes of training, performance appraisal, and promotion.

Background – Supervision of employees needs to be done optimally in order to achieve company goals. Supervision of employee attendance due to frequent absenteeism requires company action to be able to discipline employees. For example, the use of a fingerprint attendance machine in the Madiun City Regional Secretariat. Purpose – To know about the effect of effectiveness of fingerprint attendance application on employee discipline as measured using practical dimensions, accurate dimensions, and security dimensions. Design/ Methodology/ Approach – This research is quantitative research. The samples in this research are all of Madiun City Regional Secretariat employee. Their fingerprints have been recorded by the company. They numbered 159 people. Sampling technique use saturated sample. Data analysis in this research use multiple linier regression analysis. Result and discussion – This research result show that practical dimension, accurate dimension, and security dimension effect to discipline of work employee, partially and simultaneously in the Madiun City Regional Secretariat. Accurate dimension is dominant variable. Research Implication - The results of this study can be used as a reference in conducting performance appraisals and employee supervision. Limitations - This research was conducted at the Madiun City Regional Secretariat and is devoted to employees whose fingerprints have been registered on the fingerprint attendance machine.

All parties are aware that teacher performance is directly proportional to improving the quality of education. Not a few teachers work under predetermined work standards, conditions like this are caused by low work enthusiasm which results in decreased performance. If we observer the passion of work in the form of sine graph which one day will meet a saturation point if there are no preventive and curative efforts eithers form himself or guidance form his superior. One of the efforts taken is to impose teacher performance assessment to ensure a quality learning process at levels of education. Teacher performance appraisal needs to be carried out so that the functions and duties in the functional teacher positions and duties in the functional teacher positions are carried out by the applicable rules and code of ethics. On that basis, a decision support system was created using the Analytical Network Process method which can determine teacher performance improvement strategies, based on objective performance appraisals and make decisions that become more efficient.

Abstract: The Employee’s performance appraisal is something that must be done by the company or organization to be able to evaluate the company's development. Permata Hati Duri Hospital conducts employee performance appraisals every month. This study aims to create an employee performance appraisal system that can facilitate the hospital when evaluating employee performance. The assessment criteria used are competence, professionalism, communication, management and friendliness with. This research uses TOPSIS method, PHP and MySQL programming as database. The sample used is 10 employees. The final result obtained in the system is the result of ranking employee.            Keywords: employee performance appraisal; topsis.  Abstrak: Penilaian kinerja karyawan adalah hal yang harus dilakukan oleh perusahaan atau organisasi untuk dapat mengevaluasi perkembangan perusahaan. Rumah Sakit Permata Hati Duri melakukan penilaian kinerja terhadap karyawan pada setiap bulannya. Penelitian ini bertujuan membuat sistem penilaian kinerja karyawan yang dapat memudahkan pihak rumah sakit saat melakukan penilaian kinerja karyawan. Kriteria penilaian yang digunakan adalah kompetensi, profesionalisme, komunikasi, manajemen dan keramahan dengan. Penelitian ini menggunakan metode TOPSIS, pemograman PHP dan MySQL sebagai database. Adapun sampel yang digunakan adalah 10 karyawan. Hasil akhir yang didapatkan pada sistem berupa hasil perangkingan nilai karyawan. Kata kunci: penilaian kinerja karyawan; topsis.

Abstract – In 2020 the Covid-19 pandemic has impacted all working area aspect, which requires every organization to make changes quickly and adaptively. Companies are accelerating the use of digital technology, including changing the way they work. This research is focused on analyzing employee performance when there is a change in the way of working from the office to a remote way of working from different locations in the new normal era. This qualitative research uses a phenomenological method approach that utilizes interviews as a means to collect the necessary data and is combined with a netnographic method approach to explore data on the internet. This employee performance analysis is carried out in IT-based organizations, where employees as audiences and managers are considered as parties who can provide performance appraisals with changes in work methods to remote work patterns in the new normal era, as well as its relation to the readiness of technology and its impact on employee performance. The evaluation results show that employee performance is also influenced by the readiness of supporting technology, where in the new normal era with remote work patterns, of course, have challenges in implementing comfortable and safe remote access, so that all activities may run well and smoothly.

PurposeThis study examines the relationship between goal properties, both at the employee and organizational-level, and the perceived fairness of the performance appraisal system by federal employees.Design/methodology/approachWe describe the theoretical framework regarding goals and employee perceptions of performance appraisal fairness. We then develop and test four hypotheses, exploring the relationships among variables using five years of the FEVS data. To strengthen the research design, we created an agency-level dataset, by calculating agency-level averages for all the covariates. Instead of examining 500,000 federal employees each year, we are examining 80 federal agencies. Creating a panel dataset at the agency level allows us to make stronger statements about causality than using cross-sectional data.FindingsThis study finds a significant positive relationship between goal setting factors and employees' perceived fairness of performance appraisals: perceived employee-level goal difficulty and perceived organizational-level goal specificity at the agency level. The study results show that certain control variables, such as intrinsic motivation, play important roles in predicting public employees' perceived fairness of performance appraisals. Federal employees who have a higher level of intrinsic motivation show a more positive perception toward performance appraisal fairness. The appropriate use of extrinsic rewards and intrinsic motivation, combined with effective goal setting strategies in public organizations, may enhance public employees' perceived fairness of performance appraisal systems.Research limitations/implicationsThis study used the FEVS, necessitating the reduction of the sample size to agency level averages to create a panel dataset. Also, this study was limited to federal agencies in the United States, so research results may lack generalizability.Originality/valueThis paper fulfills an identified need to avoid cross-sectional research design and leverage longitudinal panel data.