<![CDATA[Abstract: This study aims to analyze the performance appraisal system implemented at CV. Anugerah Bersama Cahaya and examine the influence of subjectivity in the appraisal process on employee work discipline. The research employed a qualitative approach with a case study design. Data were collected through in-depth interviews, observations, and documentation involving the company leader, division coordinators, and employees. Data analysis was conducted using the interactive model of Miles, Huberman, and Saldaña, including data condensation, data display, and conclusion drawing and verification. The findings reveal that the performance appraisal system remains informal and lacks standardized performance indicators. The appraisal process relies heavily on managerial observation and personal judgment, resulting in subjectivity, unclear performance standards, and perceptions of unfairness among employees. These conditions affect employee discipline, particularly in terms of compliance with organizational rules, punctuality, and job responsibility. The findings emphasize that objectivity, transparency, and consistency in performance appraisal are essential factors in fostering perceptions of fairness and strengthening employee work discipline. This study contributes to the human resource management literature by highlighting the relationship between appraisal subjectivity and employee discipline within the context of small and medium-sized enterprises. Keywords: performance appraisal, appraisal subjectivity, work discipline, organizational justice, human resource management. Abstrak: Penelitian ini bertujuan untuk menganalisis sistem evaluasi kinerja yang diterapkan di CV. Anugerah Bersama Cahaya serta menjelaskan pengaruh subjektivitas dalam proses evaluasi terhadap disiplin kerja karyawan. Penelitian menggunakan pendekatan kualitatif dengan desain studi kasus. Data dikumpulkan melalui wawancara mendalam, observasi, dan dokumentasi terhadap pimpinan, koordinator divisi, dan karyawan perusahaan. Analisis data dilakukan menggunakan model interaktif Miles, Huberman, dan Saldaña yang meliputi kondensasi data, penyajian data, serta penarikan dan verifikasi kesimpulan. Hasil penelitian menunjukkan bahwa sistem evaluasi kinerja masih bersifat informal dan belum didukung oleh indikator kinerja yang terstandarisasi. Proses penilaian yang sangat bergantung pada pengamatan dan pertimbangan pribadi pimpinan menimbulkan subjektivitas, ketidakjelasan standar, serta persepsi ketidakadilan di kalangan karyawan. Kondisi tersebut berdampak pada disiplin kerja, terutama terkait kepatuhan terhadap aturan, ketepatan waktu, dan tanggung jawab kerja. Temuan penelitian menegaskan bahwa objektivitas, transparansi, dan konsistensi dalam evaluasi kinerja merupakan faktor penting dalam membangun persepsi keadilan dan memperkuat disiplin kerja karyawan. Penelitian ini berkontribusi pada pengembangan kajian manajemen sumber daya manusia, khususnya mengenai hubungan antara subjektivitas evaluasi kinerja dan disiplin kerja pada usaha kecil dan menengah. Kata kunci: evaluasi kinerja, subjektivitas penilaian, disiplin kerja, keadilan organisasi, manajemen sumber daya manusia.]]>
