Sistem Penilaian Prestasi Sektor Awam di Malaysia: Pemikiran Semula Terhadap Peranan dan Tanggungjawab Pegawai Penilai Prestasi
Abstract
ABSTRACT
Performance evaluation is one of the most important exercises in human resource management practices. The impact of the performance appraisal system is very significant to the employees as it directly link to the wage or salary to be received by the employee. The organization will receive a direct negative effect if a performance evaluation system is seen as a system that is not organized, is unjust and oppressive. Declining employee motivation, low productivity and commitment will negatively affect the the overall performance of the organization involved. Review of studies conducted on employee performance evaluation system in some government agencies show an alarming findings. The findings show that the performance assessors do not have an adequate level of competence in the fields required in connection with their duties and responsibilities for performance evaluation purposes. This causes them to not be able to act effectively and efficiently. This has negative implications on employee acceptance on the decisions made. This article discusses the role to be played by performance assessors. Suggestions for immediate, short term and long term improvements are proposed.
ABSTRAK
Penilaian prestasi adalah salah satu aktiviti terpenting dalam amalan pengurusan sumber manusia. Impak dari sistem penilaian prestasi adalah sangat signifikan kepada pekerja kerana kaitan langsung terhadap kadar upah atau gaji yang akan diterima oleh pekerja. Organisasi akan menerima kesan langsung yang bersifat negatif jika sistem penilaian prestasi yang dijalankan dilihat sebagai satu sistem yang tidak teratur, bersifat tidak adil dan menindas pekerja. Motivasi pekerja yang menurun, produktiviti tidak mencapai tahap kualiti yang ditetapkan dan komitmen pekerja yang tidak stabil memberi kesan kepada prestasi keseluruhan organisasi yang terlibat. Tinjauan kajian yang dijalankan terhadap sistem penilaian prestasi pekerja di beberapa agensi kerajaan menunjukkan dapatan kajian yang membimbangkan. Dapatan kajian menunjukkan kumpulan penilai prestasi tidak mempunyai tahap kompetensi yang mencukupi dalam bidang-bidang yang diperlukan berkaitan dengan tugas dan tanggungjawab utama mereka untuk tujuan penilaian prestasi. Ini menyebabkan mereka tidak mampu berperanan secara berkesan dan cekap. Keadaan ini memberi implikasi negatif kepada penerimaan pekerja terhadap keputusan yang dibuat. Artikel ini membincangkan peranan yang perlu dimainkan oleh pegawai penilai prestasi. Cadangan dikemukakan untuk penambahbaikan yang bersifat serta merta, jangka pendek dan jangka panjang.
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