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Employee evaluation at the University of KH Bahaudin Mudhary Madura currently uses a separate method for giving assessments. Assessment of employees is carried out by superiors, subordinates and colleagues. Thus resulting in an assessment of existing employees to be not objective. Employee performance appraisal can later be used as a basis for establishing employee policies and leadership decision makers. This study raises a case that is evaluating employees based on the Personal Balanced Scorecard (PBSC) method. PBSC is a method that analyzes Key Performance Indicators (KPI) with a description of a person that includes four perspectives, namely Internal, External, Knowledge and Learning and Finance. Using the PBSC method in evaluating employee performance can help HR to assess employees objectively and without bias. [ABSTRACT FROM AUTHOR]

This study aims to discover, analyze and describe worker overall performance in records collection using commentary, interview and documentation techniques. records analysis via facts reduction, facts Presentation, and Drawing Conclusions. studies used is descriptive qualitative. sources of records used are number one facts and secondary facts. information series the usage of commentary techniques, interviews and documentation. statistics analysis via records reduction, Datsa Presentation, and Drawing Conclusions. The studies vicinity is within the Ratahan Sub-district office, Southeast Minahasa Regency. based on the consequences of the take a look at, it may be concluded that the overall performance of personnel at the Ratahan sub-district workplace is reviewed from 4 assessment signs 1. Service Standards Employee performance is not optimal and effective. 2. Feedback Employee performance is still not up to standard. 3. Facilities and infrastructure Facilities are inadequate, or still not up to standard, in terms of service employees have high discipline. 4. The competence of Service Provider Officers is reviewed after the completion time, there is a guarantee for completion time, but there are several internal and external factors that make the process of making this document hampered, the service process is free of charge. [ABSTRACT FROM AUTHOR]

The purpose of the study was to determine the effect of competence, cooperation, and organizational climate on employee performance mediated by work motivation (a study in the food and agriculture office clump work unit in Merauke Regency). The research uses a quantitative research approach. The sampling technique used purposive sampling method. The research sample as many as 117 employees were selected from Civil Servants (PNS) as structural or implementing officials, not as Field Agricultural Extension Officers (PPL) or civil servants who were not on duty in the unit. The data comes from the answers to the questionnaire according to the employee's perception. The results of the questionnaire were tabulated and analyzed using Structural Equation Modeling (SEM) using the SmartPLS application. The results of the analysis prove that competence has a significant effect on performance, competence has an effect on work motivation, and motivation mediates the influence of competence on employee performance. Cooperation has no effect on performance, but has an effect on motivation and work motivation mediates the effect of cooperation on employee performance. Organizational climate does not affect employee performance but organizational climate affects work motivation and work motivation mediates the relationship between organizational climate and employee performance. Motivation has a significant effect on performance. The results of the study have implications for competence and motivation that need to be improved in order to improve employee performance. Motivation variable affects performance by 48.6% and competence affects performance by 28.2%. Increasing work motivation can be done by increasing cooperation and organizational climate. [ABSTRACT FROM AUTHOR]