EMPLOYEE PERCEPTION OF PERFORMANCE APPRAISAL SYSTEM CASE STUDY: PEARL ENERGY INDONESIA LTD.

Abstract

In purpose to make Pearl Energy Indonesia more productive and to improve employee performance through development plans then the company need to evaluate the performance appraisal system in Pearl Energy to make improvement on system and get clear feedback with minimizing the bias. The purpose of this research to analyze performance appraisal system to make improvement to the system through employee’s perception as people involve in performance appraisal process. This research was designed using quantitative analysis, which involves analysis of numerical data in attempt to explain the matter observed. This research used questionnaire to collect the data. The researcher spread 59 questionnaires to all employee population in Pearl Energy Indonesia which has one year work experience in this company, this purpose to get exactly and valid information of employee perception about performance appraisal system currently. The questionnaire consists of 39 questions about performance appraisal system, party involve and the bias. In analyze the data from questionnaire in this research the researcher use: Expectation-Perception Test to identify gap between expectation and perception variable of the study by comparing mean of expectation and perception in the same sample. In this test show there is no gap between employee expectation and perception of current performance appraisal system so the system mostly running well. In depth analyzing to know the area improvement need in this system so the researcher used the second method which is Important Performance Analysis (IPA). In the result of Important Performance Analysis then it describe there are 11 numbers of question’s feedback show that the company need to improve, and there are 18 numbers of question’s feedback show the company already make it well. From the research findings, the performance appraisal system in Pearl Energy Indonesia is good. In purpose to make improvement to be better performance appraisal system, the company should more concern to the result of IPA result.