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Abstrak

Sistem penilaian prestasi adalah salah satu amalan penting bahagian pembangunan sumber
manusia (HRD) bagi setiap organisasi. Untuk meningkatkan prestasi pekerja, ia adalah
sangat perlu untuk menilai prestasi mereka dalam tempoh masa yang ditetapkan untuk
memahami pendirian mereka, apa yang diharapkan daripada mereka dan adakah mereka
benar-benar memberi sumbangan kepada organisasi. Kajian ini dijalankan untuk mengenal
pasti hubungan antara penilaian prestasi dengan kepuasan kerja dalam kalangan guru sekolah
rendah di zon Baling , Baling Kedah. Isu yang sering timbul adalah ketidak adilan pegawai
penilai dalam membuat penilaian prestasi sekaligus menafikan hak guru untuk peluang
peningkatan gaji dan kenaikan pangkat. Tumpuan kajian adalah kepada faktor-faktor
demografi bagi responden. Seramai 107 guru telah dipilih sebagai responden. Dua jenis
instrumen telah digunakan dalam kajian ini adalah, Pengukuran Keberkesanan Penilaian
Prestasi Baru (Sistem Penilaian Prestasi) Perkhidmatan Awam Malaysia (PSBPPPAM). Satu
lagi instrumen ialah instrumen kepuasan kerja Job Descriptive Index (JDI) yang dibentuk
oleh Smith, Kendal & Hulin (1969) dan telah diterjemahkan ke dalam Bahasa Melayu oleh
Arifin Zainal (1980) menggunakan kaedah back translation. Seterusnya is diubahsuai oleh
Mohd Majid Konting (1990) untuk situasi di Malaysia. Perisian Statistical Package for Social
Science (SPSS) versi 24.0 telah digunakan bagi memproses data kajian. Statistik deskriptif
seperti skor min, peratusan dan kekerapan telah digunakan bagi menganalisis faktor-faktor
demografi manakala statistik inferensi seperti ujian-t, ANOVA dan korelasi Pearson
digunakan untuk menganalisis pemboleh ubah bagi penilaian prestasi dan kepuasan kerja.
Secara keseluruhan, kajian menunjukkan bahawa penilaian prestasi adalah tinggi manakala
tahap kepuasan kerja dalam kalangan guru sekolah rendah di zon Baling, yang di kaji berada
pada tahap sederhana. Analisis juga mendapati terdapat perbezaan yang signifikan dalam
kalangan guru terhadap kepuasan kerja berdasarkan pengalaman perkhidmatan tetapi tidak
terdapat perbezaan yang signifikan berdasarkan pendapatan. Namun, analisis korelasi pula
menunjukkan terdapat hubungan yang signifikan antara penilaian prestasi berdasarkan umur.
Manakala analisis korelasi juga menunjukkan terdapat hubungan yang tidak signifikan antara
penilaian prestasi dengan kepuasan kerja mengikut kelulusan akademik. Beberapa cadangan
untuk tujuan penambahbaikan telah dikemukakan seperti memberikan latihan penilaian
kepada pegawai penilai mengenai penilaian prestasi, Kriteria piawaian dan penilaian perlu
dinyatakan dengan jelas, mudah diukur serta dimaklumkan kepada semua penilai dan juga
pekerja yang dinilai. Selain itu dicadangkan juga penilaian prestasi memberi fokus kepada
aspek pembangunan kerjaya pekerja dan tidak hanya menilai prestasi untuk mengenal pasti
kelemahan dan kekurangan pekerja.

Kata kunci : Penilaian Prestasi, Kepuasan Kerja ,Sekolah Rendah di zon Baling, criteria
penilaian dan pembangunan kerjaya.

easy to measure and informable to all the appraisers and employees assessed. To improve the performance of the employees. Another instrument was Job Descriptive Index (JDI) created by Smith. It had been modified by Mohd Majid Konting (1990) to suit for Malaysian situation. percentages and frequencies were used to analyse the demographic factors while the inferential statistics such as t-test. Abstract Performance appraisal system is one of the most important human resource (HR) development (HRD) practices and is crucial for every organization. The demography factors of 107 teachers who were selected as the respondents was the focus of the study. Baling Kedah. A total of two research instruments were used namely Pengukuran Keberkesanan Penilaian Prestasi Baru (Sistem Penilaian Prestasi) Perkhidmatan Awam Malaysia (PSBPPPAM). Meanwhile the correlational analysis also had resulted that there was no significant relationship between performance appraisal and job satisfaction according to academic achievement. Baling Kedah.0 software was used in data processing process. what is being expected from them and what they are actually contributing. Hence. . ANOVA and Pearson Correlations Coefficients were used to analyse the variables of performance assessment and job satisfaction. In addition several recommendations for improvement were made such as providing assessment exercises to appraisal officers on performance appraisals. Kendal dan Hulin (1969) which had been translated into Malay Language by Arifin Zainal (1980) using back translation method. it is very necessary to evaluate their performance at regular intervals to understand where they stand. The Statistical Package for Social Science (SPSS) version 24. primary school in Baling zone. Job Satisfaction. Descriptive Statistics such as mean score. assessment criteria and career development. The analysis also revealed that there was a significant difference among teachers towards job satisfaction based on service experience but there was no significant difference between performance appraisal based on salary. The study was conducted to identify the relationship between performance appraisal and job satisfaction among teachers of the primary school in Baling zone . the correlational analysis had shown that there was a significant relationship between in performance assessment and age. In general. the study had shown that performance assessment level among respondents was high while the level of job satisfaction among teachers of the primary school in Baling Zone was at moderate level. It was also suggested that performance appraisal should focus on the aspects of employee career development and not only assessing performance to identify weaknesses and shortages of workers Keywords : Performance Appraisal. Issues that often arise is the injustice of the appraiser officials in making the achievement assessment as well as denying the right of teachers for the opportunity to increase salary and promotion. Standards and assessment criteria need to be precisely stated.