Kinerja Karyawan, Tinjauan Teori dan Praktis PDF

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[email protected] [email protected] [email protected] KINERJA KARYAWAN (TINJAUAN TEORI DAN PRAKTIS) Tim Penulis: Rina Yuniarti, Rudy Irwansyah, Muhammad Ardi Nupi Hasyim, Pedi Riswandi, Sovi Septania, Alfi Rochmi, Febrianty, I Gede Bayu Wijaya, Febria Sri Handayani, Bambang, Ama...

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KINERJA KARYAWAN (TINJAUAN TEORI DAN PRAKTIS) Tim Penulis: Rina Yuniarti, Rudy Irwansyah, Muhammad Ardi Nupi Hasyim, Pedi Riswandi, Sovi Septania, Alfi Rochmi, Febrianty, I Gede Bayu Wijaya, Febria Sri Handayani, Bambang, Amanda Setiorini, Meilaty Finthariasari & Khairul Bahrun, Daniel J I Kairupan, Sri Ekowati, Nurhikmah, Ni Kadek Suryani, Indah Suprabawati Kusuma Negara. Desain Cover: Ridwan Tata Letak: Aji Abdullatif R Editor: Elan Jaelani Scopus ID 57215717989 ISBN: 978-623-6092-61-3 Cetakan Pertama: Mei, 2021 Hak Cipta 2021, Pada Penulis Hak Cipta Dilindungi Oleh Undang-Undang Copyright © 2021 by Penerbit Widina Bhakti Persada Bandung All Right Reserved Dilarang keras menerjemahkan, memfotokopi, atau memperbanyak sebagian atau seluruh isi buku ini tanpa izin tertulis dari Penerbit. PENERBIT: WIDINA BHAKTI PERSADA BANDUNG (Grup CV. Widina Media Utama) Komplek Puri Melia Asri Blok C3 No. 17 Desa Bojong Emas Kec. Solokan Jeruk Kabupaten Bandung, Provinsi Jawa Barat Anggota IKAPI No. 360/JBA/2020 Website: www.penerbitwidina.com Instagram: @penerbitwidina

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PRAKATA Rasa syukur yang teramat dalam dan tiada kata lain yang patut kami ucapkan selain mengucap rasa syukur. Karena berkat rahmat dan karunia Tuhan Yang Maha Esa, buku yang berjudul “Kinerja Karyawan (Tinjauan Teori dan Praktis)” telah selesai disusun dan berhasil diterbitkan, semoga buku ini dapat memberikan sumbangsih keilmuan dan penambah wawasan bagi siapa saja yang memiliki minat terhadap pembahasan tentang Kinerja Karyawan (Tinjauan Teori dan Praktis). Akan tetapi pada akhirnya kami mengakui bahwa tulisan ini terdapat beberapa kekurangan dan jauh dari kata sempurna, sebagaimana pepatah menyebutkan “tiada gading yang tidak retak” dan sejatinya kesempurnaan hanyalah milik Tuhan semata. Maka dari itu, kami dengan senang hati secara terbuka untuk menerima berbagai kritik dan saran dari para pembaca sekalian, hal tersebut tentu sangat diperlukan sebagai bagian dari upaya kami untuk terus melakukan perbaikan dan penyempurnaan karya selanjutnya di masa yang akan datang. Terakhir, ucapan terima kasih kami sampaikan kepada seluruh pihak yang telah mendukung dan turut andil dalam seluruh rangkaian proses penyusunan dan penerbitan buku ini, sehingga buku ini bisa hadir di hadapan sidang pembaca. Semoga buku ini bermanfaat bagi semua pihak dan dapat memberikan kontribusi bagi pembangunan ilmu pengetahuan di Indonesia. Mei, 2021

Tim Penulis

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DAFTAR ISI PRAKATA ··························································································· iii DAFTAR ISI ························································································ iv BAB 1 KONSEP KINERJA KARYAWAN ···················································1 A. Pendahuluan ················································································· 1 B. Pengertian kinerja karyawan menurut para ahli ························· 2 C. Tujuan dan kegunaan penilaian kinerja karyawan ······················· 3 D. Indikator kinerja ··········································································· 6 E. Kinerja individu dalam kelompok ················································· 7 F. Aspek-aspek yang dinilai ······························································ 8 G. Metode penilaian kinerja ····························································· 8 H. Rangkuman materi ····································································· 15 BAB 2 PENILAIAN KINERJA (BAGIAN A) ·············································· 17 A. Pendahuluan ··············································································· 17 B. Pengertian penilaian kinerja ······················································· 18 C. Pengertian penilaian kinerja menurut para ahli ························ 20 D. Tujuan penilaian kinerja ····························································· 21 E. Manfaat penilaian kinerja··························································· 22 F. Tahapan penilaian kinerja ·························································· 25 G. Proses penilaian kinerja ······························································ 25 H. Masalah dalam penilaian kinerja ················································ 27 I. Metode penilaian kinerja (performance appraisal methods) ···· 32 J. Rangkuman materi ····································································· 36 BAB 3 PENILAIAN KINERJA (BAGIAN B) ·············································· 39 A. Pendahuluan ··············································································· 39 B. Penilaian kinerja ········································································ 40 C. Malcolm baldrige ········································································ 42 D. Evaluasi penilaian kinerja ·························································· 51 E. Rangkuman materi ····································································· 53 BAB 4 TEORI-TEORI KINERJA KARYAWAN ·········································· 57 A. Pendahuluan ··············································································· 57 B. Teori motivasi ············································································· 57 C. Theory planned behaviour (TPB) ················································ 60 iv

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D. Stewardship theory ····································································· 65 E. Teori goal-setting ······································································· 68 F. Variabel-variabel yang digunakan dalam kinerja karyawan ······· 69 G. Rangkuman materi ····································································· 71 BAB 5 MENGELOLA KONFLIK ANTAR KARYAWAN (BAGIAN A) ············ 73 A. Pendahuluan ··············································································· 73 B. Pentingnya konflik dalam perspektif praktis ······························ 74 C. Dinamika teoritis konflik····························································· 75 D. Faktor yang mempengaruhi terjadinya konflik ·························· 76 E. Efektivitas konflik········································································ 82 F. Conflict management ································································· 86 G. Rangkuman materi ····································································· 89 BAB 6 MENGELOLA KONFLIK ANTAR KARYAWAN (BAGIAN B) ············ 91 A. Pendahuluan ··············································································· 91 B. Konflik ························································································· 92 C. Jenis-jenis konflik ········································································ 96 D. Sumber konflik ············································································ 98 E. Mengelola konflik ····································································· 102 F. Manajemen konflik ··································································· 105 G. Rangkuman materi ··································································· 108 BAB 7 KOMPETENSI SUMBER DAYA MANUSIA ································· 111 A. Pendahuluan ············································································· 111 B. Pengertian kompetensi SDM ··················································· 112 C. Aspek-aspek kompetensi ························································· 115 D. Jenis-jenis kompetensi ··························································· 116 E. Manfaat kompetensi ······························································· 117 F. Model kompetensi···································································· 118 G. Gambaran jenis kompetensi pada berbagai level/tingkatan manajemen ··············································································· 118 H. Pengaruh kompetensi di lingkungan kerja ······························· 121 I. Kategori kompetensi································································· 121 J. Cara meningkatkan kompetensi ··············································· 122 K. Tahapan proses perolehan kompetensi ··································· 127 L. Pembahasan materi/ diskusi ···················································· 128 M. Rangkuman materi ··································································· 130 v

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BAB 8 APLIKASI EVALUASI KINERJA KARYAWAN ······························ 135 A. Pendahuluan ············································································· 135 B. Definisi evaluasi kinerja ···························································· 137 C. Model evaluasi kinerja······························································ 142 D. Rangkuman materi ··································································· 147 BAB 9 MOTIVASI, KOMPENSASI, DAN KEPUASAN KERJA KARYAWAN ·············································································· 151 A. Pendahuluan ············································································· 151 B. Konsep dasar motivasi ······························································ 152 C. Mengenali kepribadian karyawan untuk memotivasinya ········ 154 D. Kompensasi sebagai langkah alokasi sumber daya manusia Yang efektif dan efisien ···························································· 158 E. Pengelolaan motivasi dan kompensasi yang tepat dapat menentukan kepuasan kerja karyawan···································· 161 F. Rangkuman materi ··································································· 164 BAB 10 DAMPAK KINERJA KARYAWAN TERHADAP KEMAJUAN ORGANISASI ············································································· 167 A. Pendahuluan ············································································· 167 B. Disiplin sikap ············································································· 168 C. Jenis-jenis disiplin kerja ···························································· 170 D. Motivasi kerja ··········································································· 174 E. Teknik memotivasi karyawan ··················································· 178 F. Mengatasi risiko pada motivasi karyawan································ 179 G. Cara mengatasi penurunan kinerja karyawan ·························· 180 H. Pengembangan organisasi ························································ 181 I. Sifat-sifat dasar pengembangan organisasi ······························ 182 J. Proses pengembangan organisasi ············································ 183 K. Rangkuman materi ··································································· 183 BAB 11 KECERDASAN EMOSIONAL DAN KINERJA KARYAWAN ·········· 187 A. Mengenal perilaku ···································································· 188 B. Mengenal emosi ······································································· 189 C. Emosi dan otak manusia ··························································· 192 D. Mengenal kecerdasan emosional ············································· 193 E. Dimensi dalam kecerdasan emosional ····································· 195 vi

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F. Kecerdasan sosial······································································ 199 G. Kecerdasan emosional di tempat kerja ···································· 200 H. Organisasi yang cerdas secara emosional ································ 205 I. Kinerja karyawan ······································································ 207 J. Rangkuman materi ··································································· 208 BAB 12 PENTINGNYA PERENCANAAN SUMBER DAYA MANUSIA DALAM ORGANISASI ································································· 211 A. Pendahuluan ············································································· 211 B. Pengertian perencanaan sumber daya manusia menurut para ahli ··················································································· 212 C. Tujuan dan manfaat perencanaan sumber daya manusia ······· 213 D. Komponen model perencanaan sumber daya manusia ··········· 216 E. Kebutuhan perencanaan sumber daya manusia ······················ 217 F. Proses perencanaan sumber daya manusia ····························· 218 G. Permasalahan dalam perencanaan sumber daya manusia ······ 222 H. Rangkuman materi ··································································· 223 BAB 13 TANTANGAN DALAM PENGEMBANGAN SUMBER DAYA MANUSIA················································································· 227 A. Pendahuluan ············································································· 227 B. Pandangan umum mengenai tantangan yang dihadapi oleh sumber daya manusia saat ini ·················································· 228 C. Kondisi karyawan Indonesia sesuai komposisi penduduk Indonesia ·················································································· 232 D. Mengelola talent management ················································ 239 E. Tantangan dalam pengembangan karyawan saat ini ··············· 242 F. Rangkuman materi ··································································· 245 BAB 14 MENGEMBANGKAN KOMITMEN ORGANISASI DAN LOYALITAS KARYAWAN ···························································· 249 A. Pendahuluan ············································································· 249 B. Komitmen organisasi ······························································· 250 C. Loyalitas karyawan ··································································· 256 D. Rangkuman materi ··································································· 260

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BAB 15 KEADILAN ORGANISASI ······················································· 263 A. Defenisi keadilan organisasi ····················································· 263 B. Demensi keadilan organisasi ···················································· 265 C. Faktor yang mempengaruhi keadilan organisasional ··············· 272 D. Dampak organizational justice ················································· 273 E. Rangkuman materi ··································································· 274 BAB 16 PROGRAM PENDIDIKAN DAN PELATIHAN KARYAWAN ········· 277 A. Pentingnya program pendidikan dan pelatihan ······················· 277 B. Metode program pendidikan dan pelatihan ···························· 280 C. Tujuan program pendidikan dan pelatihan ······························ 283 D. Tahapan kegiatan program pendidikan dan pelatihan ············ 285 E. Rangkuman materi ··································································· 286 BAB 17 UPAYA MENGURANGI TINGKAT TURNOVER INTENTION PADA SEBUAH PERUSAHAAN ··················································· 289 A. Pendahuluan ············································································· 289 B. Pengertian turnover intention ·················································· 292 C. Jenis-jenis turnover intention ··················································· 293 D. Faktor penyebab turnover intention ········································ 294 E. Rumus perhitungan turnover intention ···································· 295 F. Upaya mengurangi tingkat turnover intention ························· 295 G. Rangkuman materi ··································································· 299 GLOSARIUM ··················································································· 303 PROFIL PENULIS ·············································································· 307

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KONSEP KINERJA KARYAWAN Dr. Rina Yuniarti, M.Ak Universitas Muhammadiyah Bengkulu A. PENDAHULUAN Perusahaan yang berkembang merupakan keinginan setiap individu yang ada dalam perusahaan, sehingga mendorong perusahaan untuk bersaing dan mengikuti perkembangan zaman. Kemajuan perusahaan dipengaruhi oleh beberapa faktor, salah satunya kinerja karyawan. Kinerja karyawan adalah prestasi yang dicapai seseorang atau kelompok berdasarkan wewenang dan tanggung jawabnya selaras dengan tujuan organisasi secara efisien dan efektif. Robbins (2006), menjelaskan terdapat enam indikator kinerja karyawan meliputi (1) Kualitas berasal dari persepsi karyawan terhadap kualitas pekerjaan, (2) Kuantitas merupakan jumlah yang dihasilkan dinyatakan dalam istilah seperti jumlah unit, jumlah siklus aktivitas yang diselesaikan, (3) Ketepatan waktu merupakan tingkat aktivitas diselesaikan pada awal waktu yang dinyatakan dilihat dari sudut koordinasi dengan hasil output serta memaksimalkan waktu yang tersedia untuk aktivitas lain, (4) Efektivitas merupakan tingkat penggunaan sumber daya organisasi (tenaga, uang, teknologi, bahan baku) dimaksimalkan dengan maksud menaikkan hasil dari setiap unit dalam penggunaan sumber daya, (5) Kemandirian merupakan tingkat seseorang karyawan

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yang nantinya akan dapat menjalankan tugas kerjanya, dan (6) Komitmen kerja merupakan komitmen kerja dengan instansi dan tanggung jawab karyawan terhadap kantor. Organisasi perusahaan didirikan untuk mencapai tujuannya. Salah satu kegiatan yang paling lazim di lakukan dalam organisasi adalah kinerja karyawan, yaitu bagaimana ia melakukan segala sesuatu yang berhubungan dengan sesuatu pekerjaan atau peranan dalam organisasi

B. PENGERTIAN KINERJA KARYAWAN MENURUT PARA AHLI Beberapa pengertian kinerja karyawan menurut para ahli: 1. Mangkunegara (2009), kinerja adalah hasil kerja seseorang pegawai dalam menyelesaikan pekerjaan sesuai dengan standar operasional yang sudah diterapkan oleh perusahaan baik secara kualitas maupun kuantitas. 2. Minner (1990), kinerja adalah seseorang bertindak dan berprilaku sesuai dengan tugas yang diberikan. 3. Edy Sutrisno (2010), kinerja adalah hasil kerja karyawan berdasarkan aspek kualitas, kuantitas, waktu kerja, dan kerja sama tercapainya tujuan organisasi. 4. Amstrong (199), kinerja adalah proses kegiatan manusia dalam menyelesaikan tugas yang dibebankan kepadanya. 5. Rivai dan Basri (2005), Kinerja adalah tingkat keberhasilan seseorang dalam melaksanakan tugas dibandingkan dengan berbagai asumsi, seperti standar hasil kerja, target atau sasaran yang telah ditentukan sebelumnya dan sudah disepakati 6. Mathis dan Jackson (2006), Kinerja adalah proses yang telah dilakukan seseorang selama satu periode Kinerja karyawan adalah perbandingan prestasi kerja yang telah dilakukan oleh karyawan berdasarkan standar organisasi yang telah ditentukan sesuai kualitas dan kuantitas berdasarkan tanggung jawab yang telah diberikan. Ada tiga faktor kinerja yang harus dimiliki oleh seorang individu, yaitu memiliki kemampuan dalam menyelesaikan pekerjaan yang diberikan, tingkat usaha, dan adanya dukungan yang diberikan (Mathis

2 | Kinerja Karyawan (Tinjauan Teori dan Praktis)

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dan Jackson, 2001). Kinerja karyawan dapat dijelaskan seperti gambar berikut:

Gambar 1.1 Produktivitas Individu (Karyawan) Sumber : Mathis dan Jackson (2001)

Gambar di atas menjelaskan produktivitas individu/karyawan dipengaruhi oleh tiga faktor, yaitu innate ability, terdiri dari bakat (talents), minat (interest), faktor kepribadian (personality factors), dan faktor fisik (physical facors). (2) usaha (effort expended), terdiri dari motivasi, etika kerja, desain pekerjaan, dan penampilan kerja. (3). Dorongan (support), terdiri dari pelatihan, perlengkapan, harapan-harapan organisasi yang dipahami, dan produktivitas kelompok kerja.

C. TUJUAN DAN KEGUNAAN PENILAIAN KINERJA KARYAWAN Alasan perusahaan melakukan penilaian kinerja, (1). Manajer memerlukan evaluasi yang objektif terhadap kinerja karyawan pada masa lalu yang digunakan untuk membuat keput...