Use work performance appraisal as a strategic tool

Oct 13, 2025 by pinkandtrash.com 55 views

The Effect of Work Performance Assessment on Employee Motivation of PT Putrima Asriindah's Employees

Introduction

In today's competitive business landscape, employee motivation and productivity are crucial factors that contribute to the success of an organization. One of the key factors that influence employee motivation is work performance assessment. A study conducted by Poltak Fajar Simanjuntak in 2012 at PT. Putrima Asriindah Medan examined the relationship between work performance appraisal and employee work motivation. This study aimed to investigate the effect of work performance assessment on employee motivation and provide insights for human resource management.

Background of the Study

PT. Putrima Asriindah is a leading company in the industry, and its employees are the backbone of the organization. The company's success depends on the performance and motivation of its employees. However, managing employee motivation and performance is a challenging task for human resource managers. Work performance appraisal is a critical tool used by organizations to evaluate employee performance and provide feedback. The appraisal process can have a significant impact on employee motivation, as it can either boost or demotivate employees.

Methodology

The study used a questionnaire method to collect data from employees of PT. Putrima Asriindah. The questionnaire was designed to measure employee work motivation and work performance appraisal. The data was then analyzed using statistical techniques, including validity, reliability, and simple linear regression analysis using SPSS version 19 software for Windows.

Results

The results of the study indicate that there is a significant relationship between work performance appraisal (variable x) and work motivation (variable Y) of employees. The coefficient of determination (R) reached 0.952 or 95.20%, indicating that work performance appraisal contributed greatly to employee work motivation. This means that 95.20% of employee work motivation is influenced by how their achievements are assessed, while the remaining 4.80% is influenced by other factors that are not examined in this study.

Hypothesis Testing

Hypothesis testing was conducted to determine the significance of the relationship between work performance appraisal and employee work motivation. The t-count value was 16,483, and the t-table value was 1,7011. With a t-count greater than t-table (16,483> 1,7011) at the level of significance α = 5%, the hypothesis that states the positive and significant influence between the appraisal of work performance on employee motivation at PT. Putrima Asriindah is acceptable.

Discussion

The effect of work performance appraisal on employee work motivation is crucial in human resource management. When employees get a good assessment of their performance, it not only increases their confidence but can also increase the enthusiasm and commitment to achieve organizational goals. Objective and fair work performance appraisal can provide employees with clarity about the expected expectations of them.

In addition, the importance of constructive feedback in work performance appraisal cannot be ignored. Employees who receive positive feedback will feel valued and more motivated to keep trying. Conversely, a bad assessment without adequate explanation can reduce morale and job satisfaction, which in turn can affect employee productivity and retention.

Implications

The findings of this study have significant implications for human resource management. Companies should take advantage of the results of work performance appraisal to design more effective employee development programs. By paying attention to work motivation, management can make policies that encourage improvement in employee performance through various incentives, training, or awards. A work environment that supports and motivates a positive impact on employee productivity and mental health.

Conclusion

In conclusion, the study found a significant relationship between work performance appraisal and employee work motivation. The results indicate that work performance appraisal is a critical factor that influences employee motivation. Companies should use work performance appraisal as a strategic tool to increase employee motivation and productivity, which ultimately contributes to the success of the organization as a whole.

Recommendations

Based on the findings of this study, the following recommendations are made:

Use work performance appraisal as a strategic tool: Companies should use work performance appraisal as a strategic tool to increase employee motivation and productivity.
Design effective employee development programs: Companies should design more effective employee development programs that take into account the results of work performance appraisal.
Provide constructive feedback: Managers should provide constructive feedback to employees to increase their motivation and productivity.
Create a supportive work environment: Companies should create a supportive work environment that encourages employee motivation and productivity.

Limitations

This study has several limitations that should be noted. The study was conducted at a single company, and the results may not be generalizable to other companies. Additionally, the study used a questionnaire method to collect data, which may be subject to biases and limitations.

Future Research Directions

Future research should aim to replicate this study in other companies and industries to validate the findings. Additionally, future research should explore the relationship between work performance appraisal and other factors that influence employee motivation, such as job satisfaction and organizational commitment.

References

Poltak Fajar Simanjuntak. (2012). The Effect of Work Performance Assessment on Employee Motivation of PT. Putrima Asriindah Employees. Unpublished Master's Thesis, Universitas Sumatera Utara.

Appendix

The appendix includes the questionnaire used in the study, the data analysis procedures, and the results of the hypothesis testing.
Frequently Asked Questions (FAQs) about the Effect of Work Performance Assessment on Employee Motivation

Q: What is the main finding of the study on the effect of work performance assessment on employee motivation?

A: The main finding of the study is that there is a significant relationship between work performance appraisal and employee work motivation. The study found that work performance appraisal contributed greatly to employee work motivation, with a coefficient of determination (R) of 0.952 or 95.20%.

Q: What is the significance of the study's findings for human resource management?

A: The study's findings have significant implications for human resource management. Companies should use work performance appraisal as a strategic tool to increase employee motivation and productivity, which ultimately contributes to the success of the organization as a whole.

Q: What are some of the limitations of the study?

A: The study has several limitations that should be noted. The study was conducted at a single company, and the results may not be generalizable to other companies. Additionally, the study used a questionnaire method to collect data, which may be subject to biases and limitations.

Q: What are some of the recommendations based on the study's findings?

A: Based on the study's findings, the following recommendations are made:

Use work performance appraisal as a strategic tool: Companies should use work performance appraisal as a strategic tool to increase employee motivation and productivity.
Design effective employee development programs: Companies should design more effective employee development programs that take into account the results of work performance appraisal.
Provide constructive feedback: Managers should provide constructive feedback to employees to increase their motivation and productivity.
Create a supportive work environment: Companies should create a supportive work environment that encourages employee motivation and productivity.

Q: What are some of the potential benefits of using work performance appraisal as a strategic tool?

A: Some of the potential benefits of using work performance appraisal as a strategic tool include:

Increased employee motivation: Work performance appraisal can increase employee motivation and productivity by providing employees with a clear understanding of their performance and areas for improvement.
Improved employee development: Work performance appraisal can help identify areas where employees need training or development, which can improve their performance and productivity.
Enhanced employee engagement: Work performance appraisal can enhance employee engagement by providing employees with a sense of purpose and direction.
Increased organizational success: Work performance appraisal can contribute to the success of the organization by improving employee motivation, productivity, and engagement.

Q: What are some of the potential challenges of implementing work performance appraisal as a strategic tool?

A: Some of the potential challenges of implementing work performance appraisal as a strategic tool include:

Resistance to change: Employees may resist changes to the appraisal process or may be skeptical about the benefits of work performance appraisal.
Lack of training: Managers may not have the necessary training or skills to conduct effective work performance appraisals.
Inadequate resources: Companies may not have the necessary resources (e.g., time, money, personnel) to implement work performance appraisal effectively.
Difficulty in measuring performance: Companies may struggle to develop effective measures of employee performance, which can make it difficult to conduct meaningful work performance appraisals.

Q: What are some of the best practices for implementing work performance appraisal as a strategic tool?

A: Some of the best practices for implementing work performance appraisal as a strategic tool include:

Develop a clear and concise appraisal process: Companies should develop a clear and concise appraisal process that is easy to understand and follow.
Provide training and support: Companies should provide training and support to managers to help them conduct effective work performance appraisals.
Use a variety of appraisal methods: Companies should use a variety of appraisal methods (e.g., 360-degree feedback, performance reviews) to get a comprehensive view of employee performance.
Focus on development and growth: Companies should focus on employee development and growth, rather than just evaluating performance.

Q: What are some of the future research directions for this topic?

A: Some of the future research directions for this topic include:

Replicating the study in other companies and industries: Future research should aim to replicate this study in other companies and industries to validate the findings.
Exploring the relationship between work performance appraisal and other factors that influence employee motivation: Future research should explore the relationship between work performance appraisal and other factors that influence employee motivation, such as job satisfaction and organizational commitment.
Developing and testing new appraisal methods: Future research should develop and test new appraisal methods that are more effective and efficient.
Investigating the impact of work performance appraisal on organizational outcomes: Future research should investigate the impact of work performance appraisal on organizational outcomes, such as productivity, profitability, and employee retention.