| PT. Indomobil Suzuki International (PT. ISI) is one of the leading companies in automotive industry, which main business is producing motorcycles and cars. Currently, the company has several weaknesses on their employee’s performance appraisal system. Some of them are the unclear and ambiguous statement to describe performance level, the non-standard description of behavior measurement, and the limitation of the company policy which set employee performance value in shape of average rank per division. The above factors will affected the decrease of objectivity in performance assessment, even could be stirring the worker dissatisfaction, jealousy among co-workers, unfairness, and endure worker’s motivation. Based on the problems and literature exploration, researcher recommended to create a new employee’s performance appraisal system using BARS (Behaviorally-Anchored Rating Scales) method. BARS method is using critical incidents that could make the appraisal be more specific to the working characteristic. After gathering some critical incidents that related to working characteristic, researcher established 11 criteria and 27 sub-criteria in total for the employee’s appraisal assessment. Whilst to calculate the priority weight for each sub-criteria, researcher used the direct assignment method from AHP (Analytical Hierarchy Process). The result data processing result, helped researcher in designing the new recommendation of employee’s appraisal system for the company. In order to know how big the impact of this new recommendation system compare to the current system, researcher will conduct some test to analyze the mutual perception by using Spearman’s rank correlation and using Wilcoxon’s rank sum test to evaluate the result from different point of view. The measurement result for three employees using the Spearman’s coefficient correlation test are 0,808; 0,92; and 0,74 as rs value. This means the correlation between rater 1 and rater 2 is very strong and positive linear. While the Wilcoxon’s test concluded that there are significant differences between the new recommendation system and the current system in the following areas: dimension aspect, completeness assessment factors aspect, clearness information aspect, and easiness aspect. By showing w calculation < w table, therefore null hypothesis is rejected. |