Penilaian Pegawai yang Objektif Mencegah Secara Dini Praktik Korupsi, Kolusi dan Nepotisme  

Oleh:

Sembiring, Sederhana

Jenis: Article from Journal - ilmiah nasional - tidak terakreditasi DIKTI
Dalam koleksi: Widya: Majalah Ilmiah vol. 23 no. 248 (May 2006), page 3.
Topik: Penilaian; staff estimation; collusion and nepotism; Nepotism

Ketersediaan

Perpustakaan Pusat (Semanggi) Nomor Panggil: MM47.24 Non-tandon: 1 (dapat dipinjam: 0) Tandon: tidak ada

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The employee in general understands the performance appraisal system. The appraisal gives benefit to institution, all employees and involved community as a whole. However, the results of performance appraisal in government offices and private companies in Indonesia are still not fully objective, yet consequently institution and management as well as the employees itself do not get much benefit. This condition may be caused by several reasons, such as the system is not fully implemented consistently and a number of other weakness. This writtings present several developing methods of performance appraisal system on employee. Each system has strength and weakness, so that each organization has to develop its system in compliance with the organization characteristics. By applying performance appraisal system on employee objectively and consistenly in government offices and private companies, with adequate internal and external audit system in organization, it is arguable for confidence that efficiency and effectiveness of the institution (company) can be improved. This condition automatically will improve benefit of the organization in many aspects, because every irregularity can be avoided earlier including corruption collusion and nepotism.

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