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Sistem Manajemen Kinerja Performance Management
System

bright PLN Batam memerlukan sistem manajemen bright PLN Batam requires a performance management
kinerja agar tercapainya keseragaman pemahaman system in order to achieve uniformity of understanding
antara pejabat penilai dengan pegawai yang dinilai between assessor excecutibe with assessed employee
tentang apa yang harus dicapai (target), bagaimana in terms of about goals (targets), how to achieve
mencapainya (kompetensi), dan metode penilaiannya. (competence), and the method of assessment.

Sesuai dengan Keputusan Direksi PT PLN Batam In accordance with the Decree of the Board of Directors
No.00010.K/DIR/2019 tentang Sistem Manajemen of PT PLN Batam No.00010.K/DIR/2019 regarding the
Kinerja Pegawai, bright PLN Batam menggunakan Sistem Employee Performance Management System, bright PLN
Manajemen Kinerja Pegawai (SIMKP). Sistem ini terdiri Batam uses the Employee Performance Management
dari 3 (tiga) tahap yaitu Perencanaan, Pemantauan, dan System (SIMKP). This system consists of 3 (three) stages,
Evaluasi kinerja pegawai. Dalam sistem manajemen namely planning, monitoring and evaluating employee
kinerja pegawai ini, komunikasi diperlukan dan wajib performance. In this employee performance management
dilakukan secara konsisten dan terus menerus antara system, communication is required and must be carried
atasan dan bawahan agar tujuan penerapan sistem out consistently and continuously between superiors and
dapat tercapai. subordinates so that the objectives of implementing the
system can be achieved.

Keterikatan Pegawai Employee Engagement

Kepuasan pegawai merupakan salah satu faktor yang Employee satisfaction is one of factors that influence
mempengaruhi produktivitas dan output pegawai. Oleh employee productivity and output. Therefore, employee
karena itu, kepuasan pegawai perlu diketahui oleh satisfaction shall be acknowledged by the Company. To
perusahaan. Untuk mengukur seberapa puas pegawai measure level of employee satisfaction to the job, bright
terhadap pekerjaan, bright PLN Batam melakukan survey PLN Batam conducted survey to the employees.
kepada pegawai.

Survey kepuasan tersebut melibatkan responden The satisfaction survey involved 315 respondents, the
sebanyak 315 orang, hasilnya dijadikan dasar untuk result is applied as basis to identify dimension that
melakukan identifikasi terhadap dimensi yang requires improvement. Based on the survey result, going
memerlukan perbaikan. Dari hasil survey tersebut, forward, the Company will require to improve Job Control
didapatkan bahwa ke depannya Perusahaan perlu and Leader Member Exchange dimensions. The employee
memperbaiki dimensi Job Control dan Leader Member engagement index in 2019 is 50. Overall result of the
Exchanges. Indeks keterikatan pegawai pada tahun survey for every dimension is as follows:
2019 sebesar 50. Berikut adalah hasil survey secara
keseluruhan untuk setiap dimensi :

No. Dimensi Mean Kualitas
Dimension Mean Quality
1 Recruitment 31.98 Cukup | Enough
2 Job Satisfaction 20.64 Cukup | Enough
3 Work Engagement 25.16 Cukup | Enough
4 Burnout 25.16 Cukup | Enough
5 Organizational Commitment 16.74 Cukup | Enough
6 Job Demands 20.67 Cukup | Enough
7 Job Control 7.34 Cukup | Enough
8 Social Support 20.72 Cukup | Enough
9 Leadership Quality 27.26 Cukup | Enough
10 Leader Member Exchange 16.17 Cukup | Enough
11 Extra role Performance 21.27 Cukup | Enough
12 In role Performance 21.3 Cukup | Enough

Laporan Tahunan | 2019 | Annual Report 157 PT Pelayanan Listrik Nasional Batam