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"ABSTRAKTesis ini membahas mengenai pengaruh konsep pengetahuan kognitif seperti dari shared mental model dan transactive memory system terhadap hasil akhir berupa task performance dimediasi oleh work engagement di RS Sehat Sejahtera. Penelitian ini menggunakan pedekatan kuantitatif metode survey dengan alat bantu kuesioner. Responden yang dilibatkan dalam penelitian ini ditentukan dengan metode purposive sampling, yaitu metode dimana responden yang terpilih adalah subjek yang dinilai dapat memberikan informasi yang dibutuhkan. Populasi responden yang terlibat dalam penelitian ini adalah 115 dengan jumlah sampel 86 karyawan. Alat ukur yang digunakan dalam penelitian ini adalah Utrecht Work Engagement Scale UWES untuk mengukur work engagement Scaufeli dan Bakker, 2004 , Team Assessment Diagnostic Measure TADM untuk mengukur team shared mental model Johnson, Lee, Lee, Connor, Khalil, dan Huang, 2007 , kuesioner Transactive Memory System Lewis, 2003 , dan kuesioner performance Janz, Colquitt, dan Noe, 1997 . Hasil penelitian menunjukkan bahwa pada tingkat individu, konsep shared mental model dan transactive memory system dapat memberikan pengaruh terhadap work engagement dan task performance karyawan. Meskipun demikian, tidak ditemukan peranan mediasi work engagement dalam menengahi hubungan kedua konsep dengan hasil akhir.

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ABSTRACT This thesis expands this individual level perspective to review shared cognitive knowledge concept within organization such as teamwork mental model and transactive memory system toward task performance mediated by work engagement in Sehat Sejahtera Hospital. This quantitative was carried out through the distribution of questionnaire. Respondents were selected using purposive sampling technique involving 86 frontline staffs which have high contact relationship with customer using regression. Several measurements adopted as guidances were Utrecht Work Engagement Scale UWES to measure work engagement Scaufeli dan Bakker, 2004 , Team Assessment Diagnostic Measure TADM for team shared mental model Johnson, Lee, Lee, Connor, Khalil, and Huang, 2007 , questionnaire Transactive Memory System Lewis, 2003 , and performance measurement scale Janz, Colquitt, and Noe, 1997 . The results described that both antecedents are related positively to work engagement and task performance, however the mediating effect of team engagement was not found. The research implications are discussed in this review. "

"Penelitian ini bertujuan menganalisis penerapan Sistem Manajemen Kinerja dalam kerangka SAKIP serta menganalisis kendala utama yang menghambat penerapan SAKIP pada UPT BPOM dan solusi untuk meminimumkan kendala tersebut. Objek studi yang digunakan adalah Balai Besar/Balai POM, yang merupakan UPT BPOM di daerah yang melaksanakan tugas teknis operasional di bidang pengawasan obat dan makanan. Penelitian ini menggunakan metodologi penelitian kualitatif melalui pendekatan studi kasus (problem solving).  Data yang diperoleh dianalisis menggunakan metode descriptive analysis, dilakukan dengan menggunakan kombinasi data primer (hasil dari wawancara semi terstruktur yang mendalam) dan data sekunder (hasil dari dokumentasi).  Hasil penelitian adalah implementasi SAKIP pada  UPT BPOM menunjukkan hasil yang baik dan menunjukkan penyelenggaraan pemerintahan yang berorientasi pada hasil, namun demikian, terdapat beberapa aspek yang memerlukan perbaikan dan penyempurnaan. Kendala utama yang dihadapi adalah penetapan target kinerja belum semuanya berdasarkan basis data yang memadai, penggunaan berbagai macam aplikasi Monev yang tidak terintegrasi, dan pemanfaatan informasi kinerja yang belum maksimal. Penelitian ini akan membantu UPT BPOM menyempurnakan tata laksana sistem akuntabilitas kinerja, dengan berfokus pada penetapan target kinerja disertai data dukung memadai, pengembangan dan penyempurnaan aplikasi Monitoring dan Evaluasi, dan  pembuatan kertas kerja rekomendasi untuk mengoptimalkan pemanfaatan informasi kinerja.

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This study aims to analyze the implementation of the Performance Management System within the SAKIP framework and the main obstacles that hinder the implementation of SAKIP at UPT BPOM, and solutions to minimize these obstacles. The object of study used is the Balai Besar/Balai POM, which is the UPT BPOM in the regions that carry out operational technical tasks in the drug and food control field. This study uses a qualitative research methodology through a case study approach (problem-solving). The data were analyzed using the descriptive analysis method, combining primary data (results from in-depth semi-structured interviews) and secondary data (results from documentation). The results are that the implementation of SAKIP at  UPT BPOM showed good results and result-oriented governance; however, several aspects needed improvement and refinement.   The main obstacles faced are the setting of performance targets that are not all based on adequate databases, the use of various types of Monev applications that are not integrated, and the utilization of performance information that is not optimal. This research will help UPT BPOM improve the management of the performance accountability system, focusing on setting performance targets with adequate supporting data, developing and perfecting the Monitoring and Evaluation applications, and making recommendation working papers for utilizing maximum performance information."

"Tujuan penelitian ini adalah untuk menguji dan menganalisis pengaruh training, career development dan performance management terhadap employee competencies, employee performance  dan organizational capability. Penelitian ini dilakukan pada Lembaga Negara yang Independen yang berperan sebagai Lembaga Regulator Industri Keuangan Indonesia. Tehnik pengumpulan data dilakukan dengan menyebar kuesioner. Sebelum disebarkan, kuesioner penelitian telah diuji validitas dan reliabilitas menggunakan SPSS. Jumlah responden adalah 445 pegawai. Pengolahan data untuk membuktikan hipotesis menggunakan metode Structural Equation Model (SEM) Lisrel 8.80. Berdasarkan hasil penelitian menunjukkan bahwa training dan performance management berpengaruh signifikan dan positif terhadap employee competencies, career development tidak berpengaruh signifikan terhadap employee competencies, employee competencies berpengaruh signifikan dan positif terhadap employee performance, employee performance berpengaruh signifikan dan positif terhadap organizational capability.

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The objectives of this research are to examine and analyze the effect of training, career development and performance management on employee competencies, employee performance and organizational capability. This research was conducted at an Independent State Institution that acts as a Regulatory Agency for the Indonesian Financial Industry. The data collection technique was done by distributing questionnaires. Before being distributed, the research questionnaire had been tested for validity and reliability using SPSS. The number of respondents was 445 employees. Data processing to prove the  hypothesis using the Lisrel 8.80 Structural Equation Model (SEM) method. The results show that training and performance management had a significant and positive effect on employee competencies, career development had no significant effect on employee competencies, employee competencies had a significant and positive effect on employee performance, employee performance had a significant and positive effect on organizational capability."

"Anggaran berbasis kinerja dapat dikaitkan sebagai salah satu landasan pentingnya suatu kinerja yang berbasis outcome, sejalan dengan itu maka indikator kinerja juga harus mengacu pada kaidah pencapaian sasaran outcome. Penelitian ini bertujuan mengevaluasi informasi kinerja dan indikator kinerja berdasarkan model logika. Objek studi penelitian ini adalah DLLAKA yang merupakan unit kerja pada tingkat Eselon II. Metode penelitian yang digunakan studi kasus, dengan data yang diperoleh melalui dokumen dan wawancara. Hasil penelitian menunjukkan pada tingkat unit kerja masih terdapat aktivitas yang belum memiliki hubungan logis untuk pencapaian outcome dan dampak. Perbaikan indikator kinerja dapat dilakukan agar selaras dengan sasaran organisasi yang terkait peningkatan konektivitas nasional dan kinerja pelayanan transportasi. Sementara itu, kualitas output masih bersifat kuantitas upaya sehingga outcome masih berorientasi penyampaian layanan, mengingat pendekatan NPM menghendaki adanya pemerintahan yang berorientasi pada hasil dan memberikan manfaat pada masyarakat. Penelitian diharapkan memberikan implikasi terkait sejauh mana kerangka hubungan logis pada tingkatan unit kerja.

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Performance-based budgeting can be linked as one of the cornerstones of the importance of an outcome-based performance, in line with that, performance indicators must also refer to the rules for achieving outcome targets. This study aims to evaluate performance information and performance indicators based on a logical model as an evaluation framework. The object of this research study is DLLAKA which is a work unit at the Echelon II level. The research method used is a case study, with data obtained through documents and interviews. The results of the study show that at the work unit level there are still activities that do not have a logical relationship to the achievement of outcomes and impacts. Improvements in performance indicators can be made to align with organizational goals related to improving the national connectivity and performance of transportation services. Meanwhile, the quality of output is still a quantity of effort so that the outcome is still service delivery oriented, considering that the NPM approach requires results-oriented governance and provides benefits to the community. The research is expected to provide implications regarding the extent of the logical relationship framework at the work unit level."

"ABSTRAKPerkembangan industri tambang saat ini, mendorong perusahaan untukmelakukan peningkatan kinerja yang kompetitif dan manajemen strategi yangbaik. Strategi diturunkan dari visi dan misi akan menghasilkan indikator kinerjayang bersifat kuantitatif sebagai alat ukur perusahaan untuk menilai kinerjaperusahaan secara keseluruhan. Diperlukan adanya penilaian bobot terhadap KPIyang selaras dengan strategi perusahaan menggunakan metode Analytic HierarchyProcess. Didapatkan indikator kinerja prioritas yang memiliki nilai bobot tertinggiadalah ?Sustainability Growth Rate? sebesar 18,5% (0,185). KPI ?SustainabilityGrowth Rate? ini menjadi penting bagi perusahaan dalam mewujudkan strategiperusahaan. Hasil bobot ini diharapkan dapat menggambarkan arah dan tujuanperusahaan sesuai dengan tema strategi tahunan perusahaan.

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AbstractDevelopment of the mining industry today, encourages companies to increasecompetitive performance and a good management strategy. Strategy derived fromvision and mission will generate quantitative performance indicators as ameasurement tool to assess the overall corporate performance. Required theassessment of the weight of the KPI is aligned with corporate strategy using themethod of Analytic Hierarchy Process. Obtained priority performance indicatorsthat have the highest weight value is "Sustainability Growth Rate" of 18.5%(0.185). KPI "Sustainability Growth Rate" is important for the company inrealizing the company's strategy. The results of this weight is expected to describethe direction of the company in accordance with the theme of the company'sannual strategy."

"This research will be conducted by multilevel analysis with Structural Equation Model to know causal relationship between environment factors such as economics, natural resources, institutions and organization, individual background, entrepreneur-ship, management capacity and farm performance. For cross sectional data in 2003 obtained for 4 Kabupaten which are dominan producers tobaco in CentralJ ava, multilevel model with relationship among external environment, entrepreneurship, management capacity found to be adequate representation of the data to estimate farm performance.The empirical result indicate factors like personal aspect together with physical, economic and institutional environment effect farmers' entrepreneurship, which personal aspect to become dominan factor determine entrepreneurship and farm performance. This study also show farmers' entrepreneurship effect with his management capacity. Management capacity of farmer outcome farm performance. Economic structure such as agriculture, Farmers' group or associated, goverment policy and cigarette company supported, also determine level of entrepreneurship, management capacity and farm performance."

"ABSTRACTThis paper investigates how Anti-Corruption Authorities (ACA) make use of performance measurement in order to improve performance management. The research framework has been developed from Ferreira and Otley (2009). The authors used a qualitative method with multiple case study in order to perform comparative research. Indonesia's Komisi Pemberantasan Korupsi and Swedish National Anti-Corruption Unit were chosen as the sample of the study. The research found that both of the authorities has a greatly different performance management system and performance measurement. It can be seen from the use of key performance indicators and its role in the management control system, as well as the target setting, performance evaluation, and rewards."

"Analisis Penerapan Standar Kinerja Aparatur Sipil Negara di Badan Kepegawaian Negara Aparatur Sipil Negara ASN dituntut untuk dapat berkinerja dengan baik agar dapat mewujudkan tujuan organisasi. Badan Kepegawaian Negara BKN selaku instansi pembina manajemen kepegawaian diharapkan dapat menjadi barometer dalam manajemen kepegawaian. Saat ini penilaian kinerja ASN telah menggunakan Penilaian Prestasi Kerja sesuai PP 46 Tahun 2011. Namun penilaian kinerja akan efektif bila terdapat tolak ukur yang jelas yaitu adanya standar kinerja. Sebagaimana Armstrong mengambarkan bahwa sebelum dilakukan penilaian kinerja perlu dibuat standar kinerja oleh sebab itulah penelitian ini bertujuan untuk meneliti penerapan standar kinerja di BKN dan faktor kendala penerapannya. Pendekatan penelitian ini adalah postpositivis karena mengacu pada teori manajemen kinerja Armstrong guna mencari faktor kendala penerapan standar kinerja role definision performance and development agreement. Metode pengumpulan data dilakukan secara kualitatif dan teknik triangulasi diterapkan guna memvalidasi data yang terkumpul. Hasil penelitian menunjukan bahwa saat ini BKN belum memiliki standar kinerja baik standar teknis kegiatan maupun standar perilaku. Faktor kendala penerapan dari aspek role definition adalah analisis jabatan yang ada di BKN belum akurat terutama pada proses analisis dan validasi data. Selanjutnya Performance and development agreement di BKN belum berjalan dengan baik. Pembuatan kontrak kinerja masih lemah pada aspek monitoring, pemahaman pegawai tentang SKP serta komitmen pegawai dan pimpinan. Sementara pengembangan pegawai tidak berbasis kinerja pegawai, belum dapat ditemukannya GAP kompetensi membuat pengembangan hanya sebatas menjawab tuntutan saat ini belum pada merencanakan pengambangan pegawai untuk masa yang akan datang.

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Analysis of Application Performance Standards in the National Civil Service Agency Civil ServantApparatus ASN is required to objectives perform well in order to realize an organization. National Civil Service Agency NCSA as an agency personnel management coach expected to be a barometer in personnel management. Currently ASN performance assessment have used Job Performance Assessment in PP 46 of 2011. However, the performance assessment will be effective if there is a clear benchmark, which is the performance standard. Armstrong portrayed that prior to performance assessment,a performance standard needs to be undertaken. Therefore, this study aims at examining performance application standards in NCSA and its implementation constraint factors.

This research approach is a postpositivis because it refers to the theory of Armstrong performance management by limiting factor for the adoption of performance standards role definition performance and development agreement . Data collectingmethods used are qualitatively and triangulation techniques applied in order to validate the collected data.

The resuls shows that current NCSA has not had a performancestandard either technical standard activities or behavior standard. Constraint factors of the definition aspect implementations is the job analysis in NCSA is not accurate, especially in analysis process and data validation. Furthermore, Performance and development agreement in BKN has not gone well. performance contract manufacturing is still weak on monitoringaspects, employee understanding on SKP and employees and managers commitments. Employee development not has been based on employee performance, a competency GAP that can not be found make a development occurs just to answer the current demand and can not plan future employee enhancement limited to answering the demands of the development is not currently on the planned floating of employees for the foreseeable future."

"Laporan magang ini berisi terkait evaluasi kualitas suatu sistem data analitik sebagai perangkat lunak performance management beserta evaluasi terhadap fokus pengukuran kinerja yang dipilih oleh PT CGI yang bergerak pada industri FMCG di Indonesia. Evaluasi dibuat berdasarkan kesesuaian dengan beberapa teori yang berkaitan dengan performance management. Lingkup pembahasan mencakup evaluasi terhadap pemilihan informasi dan evaluasi keefektifan dari tool yang dibuat oleh PT CGI, serta rekomendasi inisiatif yang dapat diimplementasikan oleh perusahaan untuk meningkatkan kualitas dari sistem data analitik. Penulis melakukan evaluasi yang sudah dibuat dengan menggunakan kerangka evaluasi teori performance measurement, serta konsep performance Management yang merupakan materi pembelajaran pada mata kuliah Strategi dan Manajemen Kinerja Organisasi, dan referensi tambahan yang relevan serta terpercaya berupa kerangka evaluasi dari Boston Consulting Group. Berdasarkan evaluasi yang dilakukan, penulis menemukan bahwa praktik penyusunan tool yang dilaksanakan oleh PT CGI sudah sesuai dengan kerangka evaluasi. Namun, masih terdapat dua faktor yang dapat ditingkatkan oleh PT CGI untuk meningkatkan kualitas dari sistem yang dimilikinya, yaitu perihal kemudahan navigasi dalam pengoperasian dasbor, serta penyertaan forecast guidance sebagai acuan kinerja mendatang. Berdasarkan hasil evaluasi, penulis merumuskan rangkaian rekomendasi yang dapat dikonsiderasi oleh PT CGI dan dijadikan acuan untuk meningkatkan kualitas dari sistem data analitik yang sudah selesai dibuat pada saat ini.

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This internship report contains the evaluation of the quality of an analytical data system as performance management software along with an evaluation of the focus of performance measurement chosen by PT CGI which is engaged in the FMCG industry in Indonesia. Evaluation is made based on conformity with several theories related to performance management. The scope of the discussion includes an evaluation of the selection of information and evaluation of the effectiveness of the tools made by PT CGI, as well as recommendations for initiatives that can be implemented by the company to improve the quality of data analytics systems. The author conducts an evaluation that has been made using the performance measurement theory evaluation framework, as well as the concept of performance management which is a learning material in the Strategic and Organizational Performance Management course, and additional relevant and reliable references in the form of an evaluation framework from the Boston Consulting Group. Based on the evaluation carried out, the authors found that the practice of compiling tools carried out by PT CGI was in accordance with the evaluation framework. However, there are still two factors that can be improved by PT CGI to improve the quality of its system, first, regarding the ease of navigation in the operation of the dashboard, and second, regarding the inclusion of forecast guidance as a reference for future performance. Based on the evaluation results, the authors formulate a series of recommendations that can be considered by PT CGI and used as a reference to improve the quality of the analytical data system that has been established."

"ABSTRAKDengan terpisahnya kedua proses performance management yakni penilaian kinelja dan pengembangan karir di PT. PSC Indonesia, karyawan merasa bahwa proses pengembangan karir kurang dapat berjalan secara efektif terutama bagi karyawan yang di non core department. Berkaitan dengan pennasalahan tersebut, pada penulisan mgas akhir ini penulis lebih memfokuskan pembahasan pada permasalahan yang berkaitan dengan kurang efektiihya proses pengembangan karir yang terjadi di salah satu departemen yang ada di PSC Indonesia Company, yakni departemcn sumber daya manusia & administrasi (HR and Admin) dan departemen pengcmbangan organisasi (Organization Development). Berbicara mengenai proses pengembangan karir karyawan tidak terlepas dari proses manejemen kinezja atau Performance Management. Proses Petformance Management merupakan kerjasama antara pimpinan dengan bawahan dalam hal:1. Plan Perjbrmance, yakni mendetinisikan tanggung jawab pekerjaan dan harapan, scrta merancang sasaran yang al