Jurnal Ilmu Sosial dan Pendidikan (JISIP) Vol.
9 No.
1 Januari 2025 e-ISSN : 2656-6753, p-ISSN: 2598-9944 DOI: 10.
58258/jisip.
7960/http://ejournal.
org/index.
php/JISIP/index The Effect of Assessment on Contract Employee Performance FaAouzobihi1.
Herudin2.
Sugeng Riyanto3 Universitas Pertiwi Article Info Article history:
Received: 17 December 2024 Publish: 6 January 2025 Keywords:
Assesment and Employe Performance.
Abstract Performance evaluation assesses actual work results using the quality and quantity standards each employee produces.
Performance appraisal is a management activity to evaluate employee performance behavior and determine subsequent policies.
The method used in this research is a survey method, which will collect data from the company by distributing questionnaires or conducting structured interviews as part of the data collection process.
This aims to make it easier for respondents to answer than statistical analysis methods.
Based on the simple linear regression analysis technique, the influence of performance appraisal (X) on employee performance (Y) can be explained by the following simple linear regression equation: Y = 2.
This can be interpreted as follows: if there is no performance appraisal (X.
, the value of employee performance is 2.
If there is a performance appraisal of one unit (X.
, the employee's performance will increase by 1.
In this study, the author created 20 questionnaire statements for the performance appraisal variable (X), and the calculated r-value from the questionnaire was greater than the r-table value, so the questionnaire was concluded to be valid, with the highest calculated r-value being from questionnaire no.
which had a calculated r-value of 0.
This is an open access article under the Lisensi Creative Commons AtribusiBerbagiSerupa 4.
0 Internasional Corresponding Author:
FaAouzobihi Universitas Pertiwi Email: fauzobih@pertiwi.
INTRODUCTION
Performance appraisal is the process by which individual performance is measured and (Astiti.
Suamba, and Artini 2.
Furthermore, according to, management or supervisors are people who carry out performance evaluations.
Ac, performance evaluation is a report card given by superiors to their subordinates to determine whether they are working professionally and satisfactorily or not.
(Steven and Prihatsanti 2.
Performance is what happens when someone uses their skills and actions in a particular situation to achieve their goals.
(Saputra 2.
that performance is the result of how effort, ability and task perception relate to each other.
high performance as the first step towards achieving organizational goals.
As a result, efforts are needed to boost performance.
(Sunarta 2.
On the other hand, revealed that aggressiveness, high creativity, self-confidence, selfcontrol, ability to control oneself, quality of workers, as well as issues of innovation and initiative are factors that can influence a person's performance.
(Tufa 2.
Explains that performance is feedback from various factors, including ability, fatigue, shortcomings, potential, and potential, which is useful for setting goals, paths, and career development plans.
for individuals and organizations in particular.
(Diana.
Ahmad, and Wahidy 2.
(Adriani.
Putri, and Adji 2.
says that the word "performance" comes from the words "work performance" or "actual achievement" in the workplace.
199 | The Effect of Assessment on Contract Employee Performance (FaAouzobih.
Jurnal Ilmu Sosial dan Pendidikan (JISIP) e-ISSN : 2656-6753, p-ISSN: 2598-9944
METHOD
The method used in this research uses survey research, which will later obtain data from companies by circulating questionnaires or questionnaires in carrying out the structured interview stage for the data collection process.
This aims to make it easier for respondents to answer, when compared to using statistical analysis methods.
(Pakpahan et al.
Population is a generalization area which includes: objects or subjects that have been chosen by researchers to be studied in order to arrive at conclusions.
A total of 60 people live in the pesapon area of the Bekasi city sanitation service office.
Part of the number and characteristics of the population is defining the sample.
(Almeida et al.
Researchers use the number of contract workers at the Uptd Office of the Bekasi City Cleaning Service, if the population is larger and the researcher cannot study every member of the population due to limited funds, energy or time.
Consequently, 60 individuals form a saturated sample.
Saturated Sampling is a sampling method used when all members of the population are relatively small or when the research aims to make generalizations with very small errors and all samples are part of the number and characteristics of that population.
(Gayatri 2.
The author uses a sample taken from this population because of the large population and limitations of the author's time, money and energy.
A total of 60 contract employees from the Pesapon section of the Uptd office of the Bekasi City Cleaning Service took part in this Therefore, the author chose a sample of 60 people from the entire population.
The mechanism that researchers must use to collect data is related to the data collection Researchers will not be able to obtain data that meets predetermined data standards if they do not know how to collect it.
In this case, the author uses data collection methods.
RESULT AND DISCUSS
Based on quantitative frequency distribution data analysis techniques with the analysis results, namely the average value of the performance assessment variable is 4,10, with class intervals .
,05-4,.
, then the author concludes that the performance assessment in the pesapon section at the UPTD office of the environmental cleanliness service in the city of Bekasi.
West Java is at the relationship level Good Based on quantitative frequency distribution data analysis techniques with the results of the analysis, namely the average value of employee performance variables is 4,14 with class intervals .
,09-4,.
Thus, it can be concluded that the performance of employees in the pesapon section at the environmental sanitation service office in the city of Bekasi.
West Java is at a relationship level.
Good Based on simple linear regression data analysis techniques, the influence of performance appraisal (X) on employee performance (Y) can be explained by a simple linear regression equation, namely: Y = 2.
075Which can be interpreted as follows:
If there is no performance assessment (X=.
, then the value of the employee's performance is 2,945.
If there is a performance assessment of 1 unit (X=.
, then the employee's performance will increase by 1,075 X.
Based on correlation coefficient data analysis techniques pearson with the results of manual calculations and using Statistical Product and service Solution (SPSS) version 21 then produces the value r=0,899, it can be seen that the relationship between performance appraisal and employee performance is very strong based on the correlation coefficient interpretation table .
value of 0.
899 is in the coefficient interval 0,80-1,000.
Sugiyono .
Based on the coefficient of determination analysis technique by carrying out manual calculations and using a program Statistical Product and service Solution (SPSS) version 200 | The Effect of Assessment on Contract Employee Performance (FaAouzobih.
Jurnal Ilmu Sosial dan Pendidikan (JISIP) e-ISSN : 2656-6753, p-ISSN: 2598-9944 26 then the result of the r square value is 80.
8%, and 19.
2% influenced by several factors that were not studied.
Based on the t test by calculating manually and using SPSS version 26, the results of the application of performance assessment to employee performance are: .
> t table .
So.
Ho is rejected and Ha is accepted, this explains that performance appraisal has a significant influence on employee performance CONCLUTION By looking at the calculations carried out manually and calculations using SPSS version 21, the results obtained from both methods are the same, namely a=2.
945 b=1.
075, thus the results above can be interpreted as follows: If the Performance Assessment or (X=.
, then Employee Performance is worth 2,945 units.
Based on calculations using the two methods mentioned above, namely the manual calculation method and the calculation method using the SPSS version 21 program, where the results obtained for the Pearson Correlation Coefficient from the application of the Performance Assessment variable to employee performance obtained a Pearson Correlation Coefficient value of 0.
899, this value shows the level The close relationship between Performance Appraisal (X) and Employee Performance (Y) is very strong at 88.
The t test (Hypothesis Tes.
was carried out to determine the magnitude of the significant influence of the Performance Assessment variable on the Performance of Contract Workers in the Pesapon Section at the UPTD Office of the Environmental Hygiene Service.
Bekasi City.
West Java, so the author carried out the t Test (Hypothesis Tes.
If the level of error = 5% .
and a two-tailed test with degree of freedom .
= n-2 .
Ae2= .
, then the t table value is .
Ho is rejected and Ha accepted, this explains that performance appraisal has a significant influence on employee SUGGESTION By looking at the questionnaire statement regarding the performance assessment "Employees always arrive on time" the value is low, due to the low assessment regarding this perception, so the author suggests that the company needs to improve the work discipline that should be carried out by every individual in the company.
By looking at the questionnaire statement regarding performance appraisal, the author suggests that companies provide material regarding matters related to discipline in work that is interesting and not boring so that participants can play an active role in participating in the training.
By looking at the questionnaire statement regarding performance "Employees are able to overcome a problem in the field without having to rely on each other" with a low value, due to the low assessment regarding this perception, the author suggests that field
supervisors always provide direction and supervise employee activities ACKNOWLEDGMENTS
Thank you to all parties who have helped in the process until the completion of this research, both to Pertiwi University and the Research Object of the UPTD Office of the Bekasi City Environmental Hygiene Office
REFERENCE