The International Journal of Human Resource Management, 15(2), 346- 370. Human resource management in the Indian public and private sectors: an empirical comparison. HR development in local government: how and why does HR strategy matter in organizational change and development?. (2003) Sectors, Hybrids, and Public Policy: The Voluntary Sector in Context, Paper Presented to the Annual Meeting of ARNOVA November, Denverīruns, H. Academy of Management review, 13(1), 116- 128īillis, D. Managing two fits of strategic human resource management. Jakarta : Raja Grafindo Persada.Baird, L., & Meshoulam, I. Sugiyono (2013) Metodelogi penelitian Kuantitatif, kualitatif dan R&D,Bandung. Simamora (2006) Manjemen Sumber Daya Manusia, Depok : Raja Grafindo Persada (2009) Sumber Daya Manusia dan Produktivitas kerja. (2009) Perilaku Organisasi, Jakarta : Salemba empat Managemen dan Organisasi, Bandung : Remaja Rosda karya Maslow dalam Juni (2017) Pengaruh Motivasi terhadap kinerja Karyawan. Manajemen Sumber DayaManusia (teori dan praktik). Inti (Persero).Bandungīlecher dalam Wibowo (2007) Perilakalu Dalam Organisasi,Jakarta : Rajawali Pers Pengaruh Penilaian Kinerja dan Motivasi Kerja Karyawan Terhadap Produktivitas Kerja Karyawan Pada Divisi Manajemen Sumber Daya Manusia di PT. Value or This means that the contribution of the Performance Assessment (X 1) and Motivation (X 2) variables in influencing Employee Productivity (Y) is influenced by other variables not examined in this study.Īdair, Jhon.(2007).PemimpinYang Bepusat Pada Tindakan. Based on the results of statistical tests, the calculated with a which means that there is an effect the effect of performance assessment and motivation on employee productivity in the Regional Personnel and the Human Resources Development of Kepahiang Regency. Data collection techniques using questionnaires and the data obtained were analyzed using SPSS with partial correlation test, multiple regression test, statistical test (t test and f test).The results showed that from the t test obtained tcount for the performance appraisal variable the motivational variable which means that there is a partial effect of performance appraisal (X 1) and motivation (X 2) on the productivity (Y) of employees at the Regional Personnel Agency and the Human Resources Development of Kepahiang Regency. Respondents in this study were civil servants from the Regional Personnel and the Human Resources Development of Kepahiang Regency, the samples were 32 people. This type of research is quantitative research and causal research, because it proves the causal correlation influenced by the variables studied. The purpose of this study is to find out the effect of performance assessment and motivation on employee productivity in the Regional Personnel and the Human Resources Development of Kepahiang Regency.

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