@thesis{thesis,
		author={Sari  Yesi Erpa Indah},
		title ={IMPLEMENTASI PENILAIAN KINERJA DAN IMPLIKASINYA TERHADAP PRODUKTIVITAS PEGAWAI (Studi di Badan Kepegawaian dan Pengembangan Sumber Daya Manusia (SDM) Kabupaten Malang berdasarkan Peraturan Pemerintah Nomor 30 Tahun 2019 Tentang Penilaian Kinerja Pegawai N},
		year={2022},
		url={https://eprints.unmer.ac.id/id/eprint/3638/},
		abstract={In the implementation of realizing performance appraisals that affect employee productivity, various policies and other activity steps have also been carried out by the State Civil Service Agency, including preparing PERMENPAN Number 8 of 2021. 
The purpose of this study is how to implement performance appraisal and its implications for employee productivity at the Agency for Personnel and Human Resources Development (HR) Malang Regency and what are the supporting factors and inhibiting factors in the implementation of performance appraisals and their implications for employee productivity at the Agency for Personnel and Human Resources Development (SDM) Malang Malang Regency based on Government Regulation Number 30 of 2019 concerning Performance Assessment of Civil Servants. 
This type of research is qualitative which is based on the philosophy of postpositivism, used to examine the condition of the natural object. This research is located at the Agency for Personnel and Human Resources Development, Malang Regency, which coincides on Jl. Agus Salim No.7, Kiduldalem, Kec. Klojen, Malang City, East Java. 
This study resulted that the implementation of performance appraisal and its implications for employee productivity required things such as: (1) planning that refers to the main tasks and functions as well as sectoral strategic plans, (2) routine and continuous implementation, monitoring and coaching, (3) performance appraisal as indicated by a report on work results as evidence of work productivity, (4) follow-up performance appraisals that provide certainty of rewards and punishments (sanctions), and (5) civil servant information system support in the form of adequate servers and networks. Supporting factors related to the implementation of performance appraisals and the implications of personnel agency employees and are the completeness of adequate infrastructure, adequate human resources, routine monitoring systems while the inhibiting factor is the target of urgent routine work resulting in delayed performance planning and server limitations which can result in non-smoothness in data processing.}
		}