<![CDATA[This study aims to evaluate the performance management system at CV. Indonesia Cahaya Cinta and analyze the influence of paternalistic culture on emplotee performance management. The research uses a qualitative approach with a case study method. Data were obtained through in-depth interviews, participatory observation, and document analysis involving eight informants consisting of leaders and emplotess. The results show that the performance managemet process in the company has not been carried out objectively and in a structured manner. Performance planning is conducted informally without documentation, monitoring is reactive, evaluations are inconsistent, and feedback is delivered informally. The paternalistic culture applied by the leadership fosters loyalty and emotional closeness, but also creates high dependence on the leader, reducing opportunities for objective performance assessment. The impact arising from this culture includes low transparency, role overlap in operational management, miscommunication btween division, and disruption of operational effectiveness within the company. This study recommendes a more objective performance management model through simple work documentation, tiered evaluations, and the implementation of a consistent rewad and consequence system without eliminating family values within the company culuter.]]>
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