Abstract

Zahara Tussoleha Rony

The results of the organizational assessment become a reference in building the company's competitiveness. Therefore, the effective appraisal results are a valuable process for both employees and the company. An ineffective performance appraisal process can cause several losses for employees and the company not only because of the appraisal system but because the leadership's competence in carrying out a series of assessment processes is less than optimal. This study aims to describe the activities of the head of the engineering division General Manager level in making the performance of the engineering division team members in 2019 one of the Indonesian private construction companies. The data obtained is data that is calculated based on field notes and the results of interviews and observations related to employee activities. To reveal the incident using a qualitative case study method. The sampling method used was purposive and snowball sampling. The results of the interview determined 11 people as informants are the technical division work team, 2 employees from the Human Resources team, the key to information is the General Manager. In validating the findings, the researcher involved the Human Resources Management team and Human Resources Practitioner. Several indicators of technical competency models, core competencies and new ones to measure the main performance indicators are well available, but the planning process carried out by managers is not optimal enough to make accurate and relevant ones. The employee forecast plan has not been clearly formulated and implemented so that employee work records are not organized so that the value obtained is not optimal. The General Manager and their members need to provide training in performance appraisal planning skills.