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All Journal SEIKO : Journal of Management & Business International Journal of Management Science and Information Technology (IJMSIT)
Bambang Rismadi
Institut Bisnis dan Multimedia asmi
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences

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KPI-Based Performance Appraisal and Employee Salary Increase Decisions: A Qualitative Study at PT Sucorinvest Asset Management Jakarta Hilman Hidayat; Ratnawati Prayogi; Bambang Rismadi; Dwi Novita Sari
International Journal of Management Science and Information Technology Vol. 6 No. 1 (2026): January - June 2026
Publisher : Lembaga Komunitas Informasi Teknologi Aceh (KITA), Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35870/ijmsit.v6i1.6794

Abstract

This study aims to analyze the implementation of Key Performance Indicators (KPI) as a basis for determining employee salary increases at PT Sucorinvest Asset Management, Jakarta. Effective human resource management requires an objective performance measurement system to ensure that employee contributions are aligned with organizational goals and compensation policies. In this context, KPI serves as a strategic tool for measuring employee performance through measurable indicators and supporting managerial decision-making related to remuneration. This study employed a descriptive qualitative approach. Data were collected through in-depth interviews, observations, and documentation involving seven informants representing managerial and operational levels within the organization. Data analysis followed the interactive model of Miles, Huberman, and Saldaña, consisting of data condensation, data display, and conclusion drawing. The findings indicate that the company has implemented a KPI system based on the Balanced Scorecard approach, integrating financial, customer, internal process, and learning and growth perspectives into employee performance evaluation. KPI has been utilized as an important reference for salary increase decisions and performance monitoring. However, several challenges were identified, including inconsistent KPI socialization among employees, limited transparency in the conversion of KPI scores into salary increase percentages, variations in KPI monitoring practices across divisions, and the influence of external business conditions on KPI target achievement. These issues affect employees’ understanding and perceptions of fairness regarding the performance evaluation process. The study concludes that KPI provides a structured framework for performance appraisal and supports more objective salary increase decision-making. The findings highlight the importance of consistent KPI communication, greater transparency in remuneration mechanisms, and adaptive performance targets to enhance the effectiveness of KPI-based performance management systems.
Pengaruh Resiliensi dan Forgivness Terhadap Kinerja Guru Generasi Z Hesmi Fahd Roswah; Ratnawati Prayogi; Bambang Rismadi; Marisi Pakpahan
SEIKO : Journal of Management & Business Vol 8, No 2 (2025): July - December
Publisher : Program Pascasarjana STIE Amkop Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37531/sejaman.v8i2.10083

Abstract

Generasi Z, yang lahir antara 1997–2012, merupakan generasi digital native yang membawa karakteristik unik ke dalam profesi guru, termasuk ketergantungan pada teknologi, orientasi nilai yang kuat, serta kerentanan terhadap stres dan kecemasan. Tantangan kesehatan mental, tekanan kerja, dan ketidaksesuaian nilai dapat menurunkan kinerja dan meningkatkan risiko burnout. Penelitian ini bertujuan untuk menganalisis pengaruh resiliensi dan forgiveness terhadap kinerja guru Generasi Z, baik secara parsial maupun simultan. Metode kuantitatif digunakan dengan sampel 111 guru Gen Z di Jakarta Timur melalui teknik accidental sampling. Data dikumpulkan menggunakan kuesioner dan dianalisis dengan regresi berganda menggunakan SPSS 25. Hasil penelitian menunjukkan bahwa baik resiliensi (β = 0,364; p = 0,000) maupun forgiveness (β = 0,388; p = 0,000) berpengaruh positif dan signifikan terhadap kinerja guru secara parsial. Secara simultan, kedua variabel menjelaskan 27,1% variasi kinerja guru. Simpulan penelitian mengonfirmasi bahwa resiliensi dan forgiveness merupakan faktor psikologis penting yang dapat meningkatkan kinerja guru Generasi Z dengan membantu mereka beradaptasi, pulih dari tekanan, dan mengelola emosi negatif.
Co-Authors Dwi Novita Sari Hesmi Fahd Roswah Hilman Hidayat Marisi Pakpahan Ratnawati Prayogi Ratnawati Prayogi