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Journal : Master Manajemen

Pengaruh Key Performance Index Terhadap Motivasi Dan Kinerja Karyawan Muhammad Aditya; Sri Sundari; Marisi Pakpahan
Master Manajemen Vol. 2 No. 1 (2024): Master Manajemen
Publisher : Fakultas Ekonomi & Bisnis, Universitas Nusa Nipa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59603/masman.v2i1.317

Abstract

Key Performance Indicator (KPI) is a metric or key indicator used to measure the performance of an organization, department, or individual in achieving set goals and objectives. KPI serves as a tool to evaluate how successfully an entity is achieving its strategic performance targets. This research aims to gain a deep understanding of the concept of Key Performance Indicator (KPI), motivation, and employee performance through a review of scholarly literature. By dissecting information from the literature, this research hopes to provide a strong theoretical foundation and contribute to a practical understanding of the impact of KPI on employee motivation and performance in an organizational context. The contribution of KPI in managing and aligning employee performance becomes a solution in providing information on the extent of success in achieving set work targets, identifying, and monitoring measures of success. Certainly, this is done by demonstrating clear, specific, and measurable performance indicators.
Studi Evaluasi Kinerja Anggota Tim Sahabat Pelanggan Di RSUD Kota Bogor Patrick Patrick; Sri Sundari; Marisi Pakpahan
Master Manajemen Vol. 2 No. 1 (2024): Master Manajemen
Publisher : Fakultas Ekonomi & Bisnis, Universitas Nusa Nipa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59603/masman.v2i1.327

Abstract

This This study evaluates the performance of the customer friend team at the Regional General Hospital (RSUD) of Bogor City and analyzes the factors influencing their performance. The study adopts a qualitative field research method. Effective performance evaluation has been found to enhance employee competence and motivation, while ineffective evaluation can have negative repercussions such as employee complaints, decreased motivation, and turnover. Critical factors influencing the customer friend team's performance include inter-team coordination, customer engagement, and interpersonal communication skills. Training and skill fulfillment are also vital in improving employee performance. Effective performance evaluation aids RSUD Bogor City in enhancing employee competence, work motivation, and achieving organizational goals optimally. Factors such as fairness, transparency, and clear and constructive feedback are important considerations in performance evaluation. The study findings provide a better understanding of the factors influencing the customer friend team's performance and offer practical implications for RSUD Bogor City to enhance service quality and patient relations.