Keberkesanan Amalan Sistem Penilaian Prestasi: Kajian Kes di Majlis Perbandaran Sungai Petani Kedah (MPSPK)

Keberkesanan Amalan Sistem Penilaian Prestasi: Kajian Kes di Majlis Perbandaran Sungai Petani Kedah (MPSPK)

This study was conducted generally to identify the effects of performance appraisal system in Majlis Perbandaran Sungai Petani Kedah (MPSPK). Specifically this study compares the performance appraisal system between J.P.A forms which is often used in MPSPK with Balanced Scorecard (BSC). Data was col...

Full description

Saved in:
Bibliographic Details
Main Author: Rizmi, Riza Citra
Format: Thesis
Language:eng
eng
Published: 2013
Subjects:
HD28-70 Management
Industrial Management
JS Local government Municipal government
Online Access:https://etd.uum.edu.my/3519/1/s809266.pdf
https://etd.uum.edu.my/3519/7/s809266.pdf
Tags: Add Tag
No Tags, Be the first to tag this record!
id my-uum-etd.3519
record_format uketd_dc
institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Othman, Noraini
topic HD28-70 Management
Industrial Management
JS Local government Municipal government
spellingShingle HD28-70 Management
Industrial Management
JS Local government Municipal government
Rizmi, Riza Citra
Keberkesanan Amalan Sistem Penilaian Prestasi: Kajian Kes di Majlis Perbandaran Sungai Petani Kedah (MPSPK)
description This study was conducted generally to identify the effects of performance appraisal system in Majlis Perbandaran Sungai Petani Kedah (MPSPK). Specifically this study compares the performance appraisal system between J.P.A forms which is often used in MPSPK with Balanced Scorecard (BSC). Data was collected by interview, collecting data in MPSPK and distributing questionnaires. The data then processed using descriptive qualitative and quantitative techniques. Finding from J.P.A showed the performance score decreases for period 2008-2009, however it increases for period 2010. This finding is in line with the number of workers in MPSPK. Finding from BSC shows a more re- presenting result. Financial perspective reflects the increased of the amount of income. Customer perspective reflects the customer satisfaction. Internal business perspective reflects work performance/ which was measured by the number of workers in MPSPK. And for learning and growth perspective reflects income human resource quality and worker’s satisfaction in MPSPK. Overall, BSC findings show a more representative result than the use of J.P.A. Therefore, the use of BSC as an additional performance appraisal system tool will give a better picture for MPSPK.
format Thesis
qualification_name masters
qualification_level Master's degree
author Rizmi, Riza Citra
author_facet Rizmi, Riza Citra
author_sort Rizmi, Riza Citra
title Keberkesanan Amalan Sistem Penilaian Prestasi: Kajian Kes di Majlis Perbandaran Sungai Petani Kedah (MPSPK)
title_short Keberkesanan Amalan Sistem Penilaian Prestasi: Kajian Kes di Majlis Perbandaran Sungai Petani Kedah (MPSPK)
title_full Keberkesanan Amalan Sistem Penilaian Prestasi: Kajian Kes di Majlis Perbandaran Sungai Petani Kedah (MPSPK)
title_fullStr Keberkesanan Amalan Sistem Penilaian Prestasi: Kajian Kes di Majlis Perbandaran Sungai Petani Kedah (MPSPK)
title_full_unstemmed Keberkesanan Amalan Sistem Penilaian Prestasi: Kajian Kes di Majlis Perbandaran Sungai Petani Kedah (MPSPK)
title_sort keberkesanan amalan sistem penilaian prestasi: kajian kes di majlis perbandaran sungai petani kedah (mpspk)
granting_institution Universiti Utara Malaysia
granting_department Othman Yeop Abdullah Graduate School of Business
publishDate 2013
url https://etd.uum.edu.my/3519/1/s809266.pdf
https://etd.uum.edu.my/3519/7/s809266.pdf
_version_ 1747827592976662528
spelling my-uum-etd.35192016-04-18T02:30:21Z Keberkesanan Amalan Sistem Penilaian Prestasi: Kajian Kes di Majlis Perbandaran Sungai Petani Kedah (MPSPK) 2013 Rizmi, Riza Citra Othman, Noraini Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HD28-70 Management. Industrial Management JS Local government Municipal government This study was conducted generally to identify the effects of performance appraisal system in Majlis Perbandaran Sungai Petani Kedah (MPSPK). Specifically this study compares the performance appraisal system between J.P.A forms which is often used in MPSPK with Balanced Scorecard (BSC). Data was collected by interview, collecting data in MPSPK and distributing questionnaires. The data then processed using descriptive qualitative and quantitative techniques. Finding from J.P.A showed the performance score decreases for period 2008-2009, however it increases for period 2010. This finding is in line with the number of workers in MPSPK. Finding from BSC shows a more re- presenting result. Financial perspective reflects the increased of the amount of income. Customer perspective reflects the customer satisfaction. Internal business perspective reflects work performance/ which was measured by the number of workers in MPSPK. And for learning and growth perspective reflects income human resource quality and worker’s satisfaction in MPSPK. Overall, BSC findings show a more representative result than the use of J.P.A. Therefore, the use of BSC as an additional performance appraisal system tool will give a better picture for MPSPK. 2013 Thesis https://etd.uum.edu.my/3519/ https://etd.uum.edu.my/3519/1/s809266.pdf text eng validuser https://etd.uum.edu.my/3519/7/s809266.pdf text eng public masters masters Universiti Utara Malaysia Anonimous. (2008). Buku Panduan Untuk Peperiksaan AM Kerajaan. Kuala Lumpur, Malaysia: MDC Publisher Sdn. Bhd. Chen, J. And Derek E. (2010). Are “Standardized Performance Appraisal Practice” Reallu Prefered? A Case Study in China. Chinese Management Study, Vol. 4 Iss: 3 pp. 244-257. Denham, J. (2003). Mengenali Aduan Pelanggan: Mengubah Cabaran Kepada Peluang. Selangor, Malaysia: Prentice Hall Pearson Malaysia Sdn. Bhd. Gie, The Ling. (1991). Administrasi Perkantoran.Yogyakarta, Indonesia: Nurcahaya. Glen, R.M. (1990). Performance Appraisal: An unnerving yet useful process. Public Personnel Management. Vol 19(1). Gurpreet Randawa. (2007). Human Resource Management. New Delhi, India: Atlantic Publisher & Distribution (p) LTD. Halloran, J. (1989).Applied Human Relations an Organization Approach. Englewood Cliffts, England: Prentice Hall Inc. Kaplan, R.S., and Norton, D.P. (1996).The Balanced Scorecard –Translating Strategy Into Action. Boston: Havard Business School Press. Khurana, A., Khurana, P., & Sharma, H.L. (2009). Human Resource Management. New Delhi, India: V.K. (India) Enterpises. Laela. (1999). Balanced Scorecard Sebagai Alternatif Pengukuran Prestasi Manajemen: Telaah. Yogyakarta, Indonesia: UUP AMP UKPN. Low, S., George et. al. (2001).Antecedents and Consequences of Salesperson Burnout. European Journal of Marketing. Vol. 35, No. 6 pp. 576-611. MPSPK. (2010). Buku Korporat 2009-2010. Malaysia: Majlis Perbandaran Sungai Petani Kedah. Mulyadi dan Setyawan, J. (1999). Sistem Perencanaan dan Pengendalian Manajemen. Yogyakarta, Indonesia: Aditya Merdeka. Murphy, K.R. and Cleveland, J.N. (1995). Understanding Performance Appraisal: Social, Organizational and Goal– Based Perspective. Thousand Oaks, California: Sage. Muslim, E. dan Wibowo S.A. (2006). Perancangan Balanced Scorecard Sebagai Alat Pengukur Prestasi Perusahaan (Studi Kasus: PT. MCA). Jurnal Seminar SMART, Yogyakarta, Indonesia. Prawirosentono, S. (1999). Kebijakan Prestasi Karyawan. Yogyakarta, Indonesia: BPFE. Purnama, B.A. (2012). Manajemen dan Penilaian Prestasi. Diambil Oktober 2012 daripada www.id.scribe.com/doc/38180821/manajemen-dan-penilaianprestasi. Ramli, N. (1996). Pelaksanaan Sistem Penilaian Prestasi di Dalam Organisasi: Kajian Kes. Sintok, Malaysia: Universiti Utara Malaysia. Randel, G.A., and Packard, et.al. (1984). Staff Appraisal. (3rd ed). London: Institute of Personnel Management. Rendak, R.A. (2007). Penerapan Perspektif Balanced Scorecard Sebagai Alat Penilaian Prestasi pada Pemerintah Kota Mataram: Jurnal Riset Akuntansi Aksioma. Diambil November 2012 daripada http://id.scribd.com/doc/58380598/10- Balanced-Scorecard. Rofai Achmad. (2006). Analisis Faktor-Faktor yang Mempengaruhi Efektivitas Organisasi pada Badan Kesatuan Bangsa dan Perlindungan Masyarakat Propinsi Jawa Tengah: Thesis. Semarang, Indonesia: Program Pasca Sarjana Universitas Diponegoro. Schreiner, E. (2012). Definition of Increased Productivity. Diambil November 2012 daripada www.smallnusiness.chron.com/ defenition-increased-productivity-10003.html. Siddiqi, K.O. (2011). Interrelation Between Service Quality Attributes, Customer Satisfaction and Customer Loyalty in The Retail Banking Sector in Bangladesh. International Journal of Business and Management, Vol. 6 No. 3. Tampubolon, B.D. (2007). Analisis Faktor Gaya Kepemimpinan dan Etos Kerja terhadap Prestasi Pegawai pada Organisasi yang Telah Menerapkan SNI 19-9001-2001. Jurnal Standaripadasasi. Vol. 9 No. 3. Tunggal, W.A. (2001). Pengukuran Prestasi dengan Balanced Scorecard. (2nd ed.). Jakarta, Indonesia: Havarindo. Westover, J.H. and Taylor, J. (2009). International Differences In Job Satisfaction: The Effect of Public Service Motivation, Rewards and Work Relations. International Journal of Productivity and Performance Management. Vol. 59 Iss: 8 pp. 184-828. www.mpspk.gov.my. (2012). Portal Majlis Perbandaran Sungai Petani Kedah. www.statistics.gov.my. (2012). Laman Web Rasmi Jabatan Perangkaan Malaysia.

Similar Items