Turn over pegawai Rumah Sakit Juwita Bekasi yang tinggi memberikan gambaran bahwa terdapat beberapa kendala dalam pengelolaan sumber daya manusia. Kendala - kendala yang di hadapi rumah sakit dalam pengelolaan sumber daya manusia salah satunya dapat didiagnosa menggunakan sistem penilaian kinerja yang efektif. Penelitian ini bertujuan untuk mendapatkan gambaran sistem penilaian kinerja yang lama dan menemukan faktor - faktor yang mempengaruhinya sehingga dapat dijadikan dasar dalam pengembangan sistem penilaian kinerja karyawan yang baru. Penelitian ini menggunakan metode kualitatif yang terbagi menjadi dua tahap penelitian. Tahap pertama untuk mendapatkan gambaran penilaian kinerja yang lama dan tahap yang kedua untuk mengembangkan sistem penilaian kinerja yang baru. Data diperoleh dari wawancara mendalam, diskusi kelompok terarah dan telaah data sekunder. Kerangka pikir dikembangkan dari teori Cascio ( 2010 ) dan Bernadine ( 2003 ). Hasil penelitian tahap pertama didapatkan gambaran bahwa relevansi, sensitifitas, kehandalan, tingkat penerimaan dan kepraktisan sistem penilaian kinerja karyawan menurut informan masih kurang. Hasil penelitian tahap kedua mengembangkan sistem penilaian kinerja yang baru yang berdasarkan atas relevansi, sensitifitas, kehandalan, tingkat penerimaan dan kepraktisan. Menurut informan sistem penilaian kinerja RS Juwita yang selama ini digunakan belum cukup efektif dalam pelaksanaannya. Untuk itu sistem penilaian kinerja yang baru dikembangkan berdasarkan komponen efektifitas menurut Cascio ( 2010 ).

---

Significant alteration on employee at Juwita Hospital Bekasi illustrates that there are some constraints in human resources management. The constraints are faced by hospitals in the management of human resources. One of the constraints which can be diagnosed is through utilizing an effective performance appraisal system.

This study is intended to get a portrait of the traditional performance of appraisal system and discover the factor that influences it with the intention that it will be employed as the resource in the development of employee performance appraisal system.

This study applies qualitative method which is divided into two phases of research. The first phase is to acquire a portrait of the performance appraisal of the traditional and the second phase is to develop a new performance of appraisal system. Data is obtained from in-depth interviews, focus group discussions and review of secondary data. The conceptual framework is developed from the theory of Cascio (2010) and Bernadine (2003).

According to the informant the results of stage one is obtaining the idea that relevance, sensitivity, reliability, level of acceptance and practicability of appraisal system on employee performance according to the informant still inadequate. The second phase of research results is to develop a new performance of assessment system based on relevance, sensitivity, reliability, level of acceptance and practicality. In addition to, the traditional appraisal system of employee performance at Juwita hospital has not been sufficiently effective on its execution. Furthermore new performance of appraisal system is developed based on the effectiveness of the components, according to Cascio (2010).