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"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 ).

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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)."

"Adanya peningkatan jumlah pasien yang mendapatkan tindakan hemodialisis, pasien baru dan adanya pasien yang meninggal akibat penyakit gagal ginjal di RSUD Abdul Moeloek Bandar Lampung. Berdasarkan hal tersebut dilakukan penelitian mengenai kinerja Unit Hemodialisa berdasarkan pendekatan balanced scorecard. Penelitian ini menggunakan metode penelitian kualitatif dan kuantitatif. Hasil penilaian kinerja menurut pendekatan balanced scorecard di RSAM dikategorikan cukup. Hal ini dilihat dari perspektif pelanggan dan perspektif pertumbuhan dan pembelajaran sedangkan untuk perspektif keuangan dan perspektif bisnis internal masih kurang. Perlu adanya komitmen dari stakeholders di RSAM untuk meningkatkan kinerja dan mutu pelayanan khususnya di Unit Hemodialisis. Perlu dibuatkan secara bersama untuk key performances indicator Unit Hemodialisa RSUD Abdul Moeloek terutama yang berkaitan dengan perspektif keuangan. Diperlukan tahapan uji coba lebih lanjut ruang HD melalui pendekatan BSC. Standar operasional prosedur ruang Unit Hemodialisa sebaiknya disesuaikan dengan standar Pernefri. Perlu dilakukan peningkatan kemampuan SDM melalui kegiatan training, seminar, workshop dan pendidikan berkelanjutan.

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There are increasing the numbers of patients who receive hemodialysis treatment and new patients who died because of kidney failure disease in Abdul Moeloek Hospital Bandar Lampung. Researcher interested to research about Hemodialysis unit performance based on the balanced scorecard approach. This study uses qualitative and quantitative research methods. Results of performance assessment by the balanced scorecard approach in the RSAM with average categorized. It is seen from the customer perspective and the perspective of growth and leaning while for the financial perspective and internal business perspective is still lacking. It needs a commitment from stakeholders in the RSAM to improve performance and quality of services particularly in the hemodialysis unit. Provision shall be made collectively to key performances indicator Unit Abdul Moeloek Hospital Hemodialysis primarily related to the financial perspective. Required further testing stages of HD space through the BSC approach. Standard operating procedure Hemodialysis unit space should be adjusted to the Pernefri standard. Further, improve the capacity of human resources through training activities, seminars, workshop and continuing education."

"Penelitian ini dilakukan dengan tujuan untuk menguji pengaruh corporate governance terhadap kinerja perusahaan indeks LQ 45 di Indonesia. Faktor-faktor yang diuji dalam penelitian ini adalah ukuran dewan komisaris independen, ukuran dewan direksi, proporsi kepemilikan saham dewan komisaris, proporsi kepemilikan saham dewan direksi, dan proporsi kepemilikan saham publik sebagai pengukuran dari corporate governance. Sedangkan, ukuran perusahaan digunakan sebagai variabel kontrol dan kinerja perusahaan diukur dengan Tobin’s Q. Pengumpulan data menggunakan metode purposive sampling terhadap perusahaan indeks LQ 45 yang terdaftar dalam Bursa Efek Indonesia tahun 2010 – 2014. Sebanyak 20 perusahaan digunakan sebagai sampel. Metode analisis yang digunakan adalah regresi linier berganda. Hasil penelitian ini menunjukkan bahwa tidak terdapat pengaruh yang signifikan antara ukuran dewan direksi, proporsi kepemilikan saham dewan direksi, dan proporsi kepemilikan saham komisaris terhadap kinerja perusahaan. Sedangkan, ukuran dewan komisaris independen, proporsi kepemilikan saham publik, dan ukuran perusahaan berpengaruh signifikan terhadap kinerja perusahaan.

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This research aims to examine the effect of corporate governance on performance of index LQ45 Firms in Indonesia. Factors examined in this study are independent board size, board size, proportion of share ownership, commissioners, proportion of shareholding of the board of directors, and the proportion of public shareholding as a measure of corporate governance. Meanwhile, firm size is used as control variables and the company's performance is measured with Tobin's Q. The data was collected using purposive sampling method to LQ 45 index firms listed in Indonesia Stock Exchange in 2010-2014. A total of 20 firms used as a sample. The analytical method used in this study is multiple linear regression. The results indicate that there is no significant relationship between the size board of directors, the proportion of shareholding of the board of directors, and the proportion of share ownership of commissioner on company performance. The size of independent board, public ownership, and  firm size have significant influence on company performance."