Evaluasi Karyawan Ivosights 2025

🎯 Pendekatan Teoretis

Sistem ini menggunakan kombinasi pendekatan:

Balanced Scorecard (Kaplan & Norton) - Perspektif multi-dimensi
360-Degree Feedback - Evaluasi komprehensif
OKR Framework (Objectives & Key Results) - Google's methodology
Performance Management Model (Armstrong) - Input-Process-Output

1. Struktur Penilaian & Weighting

Dimensi Penilaian	Bobot (%)	Skala	Dasar Teori
Performance (Kinerja Hasil)	40%	0-100	OKR Framework, MBO (Drucker)
Competency (Kompetensi)	25%	0-100	Competency Model (Spencer & Spencer)
Attendance (Kehadiran)	15%	0-100	Reliability Theory
Attitude & Behavior	10%	0-100	Organizational Citizenship Behavior (Organ)
Commitment	10%	0-100	Organizational Commitment (Meyer & Allen)

2. Metrics Detail per Dimensi

A. PERFORMANCE (Kinerja Hasil) 40%

Sub-komponen:

Sub-Metrics	Bobot dalam Performance	Cara Pengukuran
OKR Achievement Rate	50%	(Jumlah KR tercapai / Total KR) × 100
Job Desk Completion	30%	% penyelesaian tugas sesuai job description
Quality of Work	15%	Penilaian atasan (error rate, rework, feedback)
Innovation & Initiative	5%	Jumlah inisiatif/improvement yang diajukan & diimplementasi

Scoring Guide:
90-100: Outstanding - Melebihi target signifikan
80-89: Excellent - Melebihi target
70-79: Good - Mencapai target
60-69: Satisfactory - Hampir mencapai target
<60: Needs Improvement - Di bawah target

B. COMPETENCY (Kompetensi) 25%

Berdasarkan Spencer & Spencer Competency Model:

Sub-Metrics	Bobot	Indikator
Technical Skills	40%	Penguasaan tools, sistem, metode kerja sesuai posisi
Problem Solving	20%	Kemampuan analisis & solusi masalah kompleks
Communication	15%	Clarity, listening, presentation skills
Collaboration	15%	Teamwork, cross-functional cooperation
Learning Agility	10%	Adaptasi terhadap perubahan, continuous learning

Penilaian: Menggunakan Behavioral Event Interview (BEI) & 360-degree feedback

C. ATTENDANCE (Kehadiran) 15%

Kriteria	Formula	Score
Kehadiran Penuh	Hadir ≥ 95% hari kerja	100
Sangat Baik	Hadir 90-94% hari kerja	85
Baik	Hadir 85-89% hari kerja	75
Cukup	Hadir 80-84% hari kerja	65
Kurang	Hadir < 80% hari kerja	50

Komponen Penilaian:

Attendance Rate (60%) = (Hari hadir / Total hari kerja) × 100
Punctuality (30%) = Ketepatan waktu masuk & pulang
Overtime/Extra Mile (10%) = Kesediaan kerja tambahan saat dibutuhkan

Formula:
Attendance Score = (Attendance Rate × 0.6) + (Punctuality × 0.3) + (OT Willingness × 0.1)

D. ATTITUDE & BEHAVIOR 10%

Berdasarkan Organizational Citizenship Behavior (OCB):

Dimensi OCB	Indikator Perilaku	Bobot
Altruism	Membantu rekan tanpa diminta	25%
Courtesy	Sopan, menghormati orang lain	20%
Sportsmanship	Tidak mengeluh, toleransi tinggi	15%
Conscientiousness	Disiplin, patuh aturan, teliti	25%
Civic Virtue	Partisipasi aktif dalam organisasi	15%

Metode Penilaian: Peer review, supervisor assessment, self-assessment

E. COMMITMENT 10%

Berdasarkan Three-Component Model (Meyer & Allen):

Tipe Komitmen	Indikator	Bobot
Affective Commitment	Keterikatan emosional, bangga terhadap perusahaan	40%
Continuance Commitment	Loyalitas, retention, lama bekerja	30%
Normative Commitment	Tanggung jawab, dedikasi terhadap tugas	30%

Pengukuran:

Survey komitmen organisasi (Organizational Commitment Questionnaire)
Turnover intention assessment
Extra-role behavior observation
Participation in company initiatives

3. Formula Perhitungan Total Score

TOTAL SCORE =

(Performance × 0.40) +
(Competency × 0.25) +
(Attendance × 0.15) +
(Attitude × 0.10) +
(Commitment × 0.10)

4. Kategori Performance & Bonus Multiplier

Total Score	Kategori	Bonus Multiplier	Deskripsi
90 - 100	Outstanding	150% - 200%	Exceptional performance, role model
80 - 89	Excellent	120% - 149%	Consistently exceeds expectations
70 - 79	Good	100% - 119%	Meets all expectations
60 - 69	Satisfactory	80% - 99%	Meets minimum requirements
< 60	Needs Improvement	50% - 79%	Requires development plan

5. Kalkulator & Visualisasi Spider Web

Input Nilai Karyawan

Performance (0-100):

Competency (0-100):

Attendance (0-100):

Attitude & Behavior (0-100):

Commitment (0-100):

Hasil Evaluasi

6. Implementasi & Best Practices

📋 Rekomendasi Implementasi

Periode Evaluasi: Quarterly (setiap 3 bulan) dengan review tahunan
Komunikasi: Transparansi kriteria penilaian sejak awal periode
Calibration Session: Meeting antar manajer untuk standardisasi penilaian
Feedback Mechanism: One-on-one session untuk diskusi hasil evaluasi
Development Plan: Action plan untuk improvement area
Documentation: Catat semua evidence dan justifikasi penilaian
Appeal Process: Mekanisme banding jika karyawan tidak setuju

⚠️ Perhatian Penting

Hindari recency bias - jangan hanya menilai performa terakhir
Hindari halo effect - satu aspek bagus tidak berarti semua bagus
Hindari leniency bias - jangan terlalu mudah memberi nilai tinggi
Gunakan SMART criteria untuk OKR (Specific, Measurable, Achievable, Relevant, Time-bound)
Pastikan fairness & consistency dalam penerapan standar

7. Referensi Teori

Teori/Model	Pembuat	Aplikasi dalam Sistem
OKR (Objectives & Key Results)	Andy Grove (Intel), popularized by Google	Performance measurement framework
Balanced Scorecard	Kaplan & Norton (1992)	Multi-perspective evaluation
Competency Model	Spencer & Spencer (1993)	Competency assessment structure
Organizational Citizenship Behavior	Organ (1988)	Attitude & behavior metrics
Three-Component Commitment Model	Meyer & Allen (1991)	Commitment measurement
360-Degree Feedback	Ward (1997)	Multi-rater assessment approach