[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-0-id-113":3,"doc-seo-229959-113":53,"doc-detail-229959-id":132},{"code":4,"msg":5,"data":6},0,"success",[7,13,17,21,25,29,33,37,41,45,49],{"id":8,"doc_module":4,"doc_module_name":9,"category_name":10,"show_sort_weight":11,"slug":12},55,"Document","Agama & Spiritualitas",60,"religion-spirituality",{"id":14,"doc_module":4,"doc_module_name":9,"category_name":15,"show_sort_weight":11,"slug":16},48,"Cerita & Novel","story-novel",{"id":18,"doc_module":4,"doc_module_name":9,"category_name":19,"show_sort_weight":11,"slug":20},56,"Gaya Hidup","lifestyle",{"id":22,"doc_module":4,"doc_module_name":9,"category_name":23,"show_sort_weight":11,"slug":24},51,"Komik","comic",{"id":26,"doc_module":4,"doc_module_name":9,"category_name":27,"show_sort_weight":11,"slug":28},53,"Layanan Kesehatan","healthcare",{"id":30,"doc_module":4,"doc_module_name":9,"category_name":31,"show_sort_weight":11,"slug":32},54,"Penelitian & Laporan","research-report",{"id":34,"doc_module":4,"doc_module_name":9,"category_name":35,"show_sort_weight":11,"slug":36},49,"Sastra","literature",{"id":38,"doc_module":4,"doc_module_name":9,"category_name":39,"show_sort_weight":11,"slug":40},52,"Teknologi","technology",{"id":42,"doc_module":4,"doc_module_name":9,"category_name":43,"show_sort_weight":11,"slug":44},50,"Ujian","exam",{"id":46,"doc_module":4,"doc_module_name":9,"category_name":47,"show_sort_weight":11,"slug":48},57,"Umum","general",{"id":50,"doc_module":4,"doc_module_name":9,"category_name":51,"show_sort_weight":4,"slug":52},181,"Formulir","formulir",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":125,"head_meta":127,"extra_data":129,"updated_unix":131},113,"id","analysis-of-the-implementation-of-performance-appraisal-methods-to-improve-employee-performance-at-ipdn-papua-campus-juliessi-paranga","Analisis Penerapan Metode Penilaian Kinerja Untuk Meningkatkan Kinerja Pegawai di IPDN Kampus Papua - Juliessi Paranga","","Penelitian ini bertujuan menganalisis penerapan metode penilaian kinerja serta kontribusinya dalam meningkatkan kinerja pegawai di IPDN Kampus Papua. Menggunakan desain studi kasus kualitatif, penelitian melibatkan pegawai struktural, pegawai fungsional, dosen, dan staf administrasi sebagai informan kunci. Data dikumpulkan melalui wawancara mendalam, observasi, dan telaah dokumen, lalu dianalisis dengan model interaktif Miles & Huberman. Hasil menunjukkan prosedur telah sesuai pedoman, tetapi pemahaman indikator belum merata. Subjektivitas penilai, keterbatasan umpan balik, dan pemanfaatan sistem informasi yang belum optimal menjadi kendala. Meski demikian, penilaian berdampak positif pada motivasi, disiplin, dan pencapaian target kerja, dengan efektivitas bergantung pada kejelasan indikator, konsistensi supervisi, serta kualitas komunikasi.",{"@graph":63,"@context":124},[64,81,103],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,72,75,78],{"item":68,"name":69,"@type":70,"position":71},"https://docshare.wps.com","Home","ListItem",1,{"item":73,"name":9,"@type":70,"position":74},"https://docshare.wps.com/id/document/",2,{"item":76,"name":31,"@type":70,"position":77},"https://docshare.wps.com/id/document/penelitian-laporan/",3,{"item":79,"name":59,"@type":70,"position":80},"https://docshare.wps.com/id/document/analysis-of-the-implementation-of-performance-appraisal-methods-to-improve-employee-performance-at-ipdn-papua-campus-juliessi-paranga/229959/",4,{"url":79,"name":59,"@type":82,"image":83,"author":88,"headline":59,"publisher":91,"fileFormat":94,"inLanguage":57,"description":61,"dateModified":95,"datePublished":96,"encodingFormat":94,"isAccessibleForFree":97,"interactionStatistic":98},"DigitalDocument",{"url":84,"@type":85,"width":86,"height":87},"https://docshare.wps.com/thumbnails/analysis-of-the-implementation-of-performance-appraisal-methods-to-improve-employee-performance-at-ipdn-papua-campus-juliessi-paranga/229959.png","ImageObject",300,407,{"name":89,"@type":90},"Emma Wilson","Person",{"url":68,"name":92,"@type":93},"DocShare","Organization","application/pdf","2026-09-28","2026-09-10",true,{"@type":99,"interactionType":100,"userInteractionCount":102},"InteractionCounter",{"@type":101},"ViewAction",5,{"@type":104,"mainEntity":105},"FAQPage",[106,112,116,120],{"name":107,"@type":108,"acceptedAnswer":109},"Apa tujuan penelitian ini?","Question",{"text":110,"@type":111},"Penelitian bertujuan menganalisis penerapan metode penilaian kinerja dan kontribusinya terhadap peningkatan kinerja pegawai di IPDN Kampus Papua.","Answer",{"name":113,"@type":108,"acceptedAnswer":114},"Metode penelitian apa yang digunakan?",{"text":115,"@type":111},"Penelitian menggunakan pendekatan kualitatif dengan desain studi kasus. Data dikumpulkan melalui wawancara mendalam, observasi, dan telaah dokumen, lalu dianalisis dengan model interaktif Miles & Huberman.",{"name":117,"@type":108,"acceptedAnswer":118},"Apa temuan utama terkait pelaksanaan penilaian kinerja?",{"text":119,"@type":111},"Pelaksanaan dinilai sudah mengikuti pedoman formal, tetapi pemahaman pegawai terhadap indikator kinerja bervariasi. Kendala lain meliputi subjektivitas penilai, keterbatasan umpan balik, dan pemanfaatan sistem informasi yang belum optimal.",{"name":121,"@type":108,"acceptedAnswer":122},"Apa dampak penilaian kinerja terhadap pegawai dan apa rekomendasinya?",{"text":123,"@type":111},"Penilaian kinerja berdampak positif pada motivasi, kedisiplinan, dan pencapaian target kerja. Rekomendasi mencakup penguatan pelatihan, monitoring yang lebih teratur, optimalisasi sistem teknologi, serta mekanisme umpan balik yang lebih sistematis.","https://schema.org",{"og:url":79,"og:type":126,"og:title":59,"og:site_name":92,"og:description":61},"article",{"robots":128,"canonical":79},"index,follow",{"doc_id":130,"site_id":56},229959,1789045234,{"code":4,"msg":5,"data":133},{"doc_id":130,"user_id":134,"nickname":89,"user_avatar":135,"doc_module":4,"category_id":30,"category_name":31,"doc_title":59,"doc_description":61,"doc_content":136,"file_id":137,"file_url":138,"file_type":139,"file_size":140,"view_count":102,"is_deleted":4,"is_public":71,"is_downloadable":71,"audit_status":71,"page_count":141,"language":142,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":143,"faqs":144,"seo_title":145,"seo_description":61,"update_tm":131,"read_time":146},3848291630094,"https://eur-avatar.wpscdn.com/davatar_085a072bc5b1113ac321206ff7593b45","Analisis Penerapan Metode Penilaian Kinerja Untuk Meningkatkan Kinerja Pegawai di IPDN Kampus Papua  \nJuliessi Paranga  \nIPDN Kampus Papua, Kementerian Dalam Negeri  \n[E-mail :](E-mail : juliessi40@gmail.com)[ j](E-mail : juliessi40@gmail.com)[uliessi40@gmail.com](E-mail : juliessi40@gmail.com)  \nArticle history:  \nReceived March 02, 2026 Revised March 11, 2026 Accepted March 17, 2026  \nKeywords:  \nPerformance Appraisal, Employee Performance, IPDN Papua Campus  \nThis study aims to analyze the implementation of performance appraisal methods and their contribution to improving employee performance at IPDN Papua Campus. Using a qualitative case study design, the research involved structural officials, functional officoals, lecturers, and administrative staff as key informants. Data were collected through in-depth interviews, observations, and document analysis, and processed using the Miles & Huberman interactive analysis model. The findings indicate that performance appraisal procedures have been implemented in accordance with formal guidelines; however, employees’ understanding of performance indicators remains uneven. Additionally, issues such as assessor subjectivity, limited feedback practices, and suboptimal utilization of the information system hinder the evaluation process. Despite these challenges, performance appraisal was found to positively influence employees’ motivation, discipline, and achievement of work targets. The study concludes that the effectiveness of performance appraisal depends on the clarity of indicators, consistency of supervision, and quality of communication between assessors and employees. It is recommended that the institution strengthen training programs, conduct more regular monitoring, optimize technological systems, and establish a more systematic feedback mechanism to support continuous improvement in employee performance.  \nThis is an open access article under the CC BY-SA license.  \nArticle Info ABSTRACT  \nArticle history:  \nReceived March 02, 2026 Revised March 11, 2026 Accepted March 17, 2026  \nKeywords:  \nPenilaian Kinerja, Kinerja Pegawai, IPDN Kampus Papua  \nArticle Info  \nABSTRACT  \nPenelitian ini bertujuan menganalisis penerapan metode penilaian kinerja serta kontribusinya terhadap peningkatan kinerja pegawai di IPDN Kampus Papua. Penelitian menggunakan pendekatan kualitatif dengan desain studi kasus, melibatkan pegawai struktural, pegawai fungsional, dosen, dan staf administrasi sebagai informan utama. Data dikumpulkan melalui wawancara mendalam, observasi, dan telaahdokumen, kemudian dianalisis menggunakan model interaktif Miles & Huberman. Hasil penelitian menunjukkan bahwa pelaksanaan penilaian kinerja telah mengikuti pedoman formal, namun pemahaman pegawai terhadap indikator kinerja masih bervariasi. Selain itu, aspek subjektivitas penilai, keterbatasan umpan balik, sertapemanfaatan sistem informasi yang belum optimal menjadi hambatandalam proses evaluasi. Meski demikian, penilaian kinerja terbuktimemberikan dampak positif terhadap motivasi, kedisiplinan, dan pencapaian target kerja pegawai. Penelitian ini menyimpulkan bahwaefektivitas penilaian kinerja sangat bergantung pada kejelasanindikator, konsistensi supervisi, serta kualitas komunikasi antara  \npenilai dan pegawai. Direkomendasikan agar institusi meningkatkan pelatihan, monitoring berkala, pemanfaatan teknologi, dan mekanisme umpan balik yang lebih sistematis untuk mendukung peningkatan kinerja secara berkelanjutan.  \nThis is an open access article under the CC BY-SA license.  \nCorresponding Author:  \nJuliessi Paranga  \nIPDN Kampus Papua, Kementerian Dalam Negeri  \n Email: [juliessi40@gmail.com](juliessi40@gmail.com)   \nPENDAHULUAN  \nPenilaian kinerja pegawai merupakan salah satu instrumen penting dalam manajemensumber daya manusia karena berfungsi untuk mengukur, mengevaluasi, dan mengembangkan kompetensi serta produktivitas pegawai (Radianti et al., 2023) . Penilaian kinerja memiliki peran strategis dalam organisasi pe","cbCaine8C2PAt7cK","https://ap.wps.com/l/cbCaine8C2PAt7cK","pdf",426602,7,"Indonesian","# Penilaian Kinerja Pegawai\n## Tujuan dan Peran Penilaian Kinerja\n## Permasalahan dan Hambatan dalam Penerapan\n## Konteks IPDN Kampus Papua","[{\"question\":\"Apa tujuan penelitian ini?\",\"answer\":\"Penelitian bertujuan menganalisis penerapan metode penilaian kinerja dan kontribusinya terhadap peningkatan kinerja pegawai di IPDN Kampus Papua.\"},{\"question\":\"Metode penelitian apa yang digunakan?\",\"answer\":\"Penelitian menggunakan pendekatan kualitatif dengan desain studi kasus. Data dikumpulkan melalui wawancara mendalam, observasi, dan telaah dokumen, lalu dianalisis dengan model interaktif Miles \\u0026 Huberman.\"},{\"question\":\"Apa temuan utama terkait pelaksanaan penilaian kinerja?\",\"answer\":\"Pelaksanaan dinilai sudah mengikuti pedoman formal, tetapi pemahaman pegawai terhadap indikator kinerja bervariasi. Kendala lain meliputi subjektivitas penilai, keterbatasan umpan balik, dan pemanfaatan sistem informasi yang belum optimal.\"},{\"question\":\"Apa dampak penilaian kinerja terhadap pegawai dan apa rekomendasinya?\",\"answer\":\"Penilaian kinerja berdampak positif pada motivasi, kedisiplinan, dan pencapaian target kerja. Rekomendasi mencakup penguatan pelatihan, monitoring yang lebih teratur, optimalisasi sistem teknologi, serta mekanisme umpan balik yang lebih sistematis.\"}]","Analisis Penerapan Metode Penilaian Kinerja Untuk Meningkatkan Kinerja Pegawai di IPDN Kampus Papua - Juliessi Paranga | PDF",11]