Penilaian kinerja merupakan alat yang digunakan untuk mengevaluasi kinerja pegawai. Apabila pelaksanaan penilaian kinerja dilakukan dengan benar, maka dapat memberikan manfaat yang berkaitan dengan tindakan di bidang manajemen sumber daya manusia, seperti proses pengembangan karir. Proses pengembangan karir perlu dilakukan melalui hasil penilaian kinerja agar penentuannya sesuai dengan kebutuhan dan kemampuan pegawai yang pada gilirannya berpengaruh pada pelaksanaan kinerjanya. Namun demikian, pelaksanaan pengembangan karir di Sekretariat Jenderal DPR masih tersentuh oleh politik sehingga belum berdasarkan pada sistem merit. Hal ini terjadi karena kedudukan Sekretariat Jenderal DPR di lembaga politik dan sebagai unsur pendukung DPR sehingga terdapat keterlibatan pimpinan dewan dalam pengembangan karir PNS. Oleh karenanya, penelitian ini bertujuan untuk menggambarkan pemanfaatan hasil penilaian kinerja untuk pengembangan karir PNS. Penelitian ini menggunakan teori dari Hasibuan yang menggambarkan terdapat empat bentuk pengembangan karir yang menggunakan hasil penilaian kinerja meliputi pendidikan, pelatihan, promosi, dan mutasi. Pendekatan penelitian yang digunakan dalam penelitian ini adalah post-positivist dengan tujuan deskriptif melalui teknik pengumpulan data wawancara mendalam dan studi literatur. Hasil penelitian menunjukkan bahwa hasil penilaian kinerja telah digunakan untuk pengembangan karir PNS berupa promosi dan mutasi. Sedangkan pemanfaatan hasil penilaian kinerja untuk pengembangan karir PNS berupa pendidikan dan pelatihan belum digunakan oleh Sekretariat Jenderal DPR RI.
Performance appraisal is a tool used to evaluate employee performance. If the performance appraisal is carried out correctly, it can provide benefits related to actions in the field of human resource management, such as the career development process. The career development process needs to be carried out through the results of performance appraisals so that the determination is in accordance with the needs and abilities of employees which in turn affects the implementation of their performance. However, the implementation of career development at the Secretariat General of the DPR is still influenced by politics so it is not based on a merit system. This happens because of the position of the Secretariat General of the DPR in political institutions and as a supporting element of the DPR so that there is involvement of the council in the career development of civil servants. Therefore, this study aims to describe the use of performance appraisal results for the career development of civil servants. This study uses Hasibuan's theory which describes four forms of career development that use the results of performance appraisals including education, training, promotion, and transfer. The approach that used in this research is post-positivist with descriptive intention through deep interview and literature studies as data collection technique. The results of this study indicate that the use of the performance appraisal had been used for the career development of civil servants in the form of promotions and transfers. Meanwhile, the use of the performance appraisal for civil servant career development in the form of education and training has not been used by the Secretariat General of the DPR RI. |
S-Ghina Samarah.pdf :: Unduh