Skripsi ini membahas tentang sistem penilaian kinerja karyawan di Rumah SakitHaji Jakarta. Ada sembilan variabel yang diteliti yaitu penilai, karyawan yangdinilai, metode penilaian, instrumen penilaian, periode dan waktu penilaian,pelaksanaan penilaian, pengolahan hasil penilaian, tindak lanjut hasil penilaiandan hambatan dan kendala dalam penilaian. Penelitian ini adalah penelitian kualitatif dengan desain studi kasus. Pengumpulan data dalam penelitian ini menggunakan metode wawancara mendalam dan telaah dokumen. Penelitian ini dilaksanakan selama tiga bulan, yaitu Oktober sampai Desember 2012. Informan dari penelitian ini terdiri dari sembilan orang. Hasil penelitian menunjukkan bahwa sistem penilaian kinerja karyawan di Rumah Sakit Haji Jakarta belum berjalan secara optimal, bias dan subyektivitas dalam penilaian masih tinggi. Berdasarkan hasil penelitian tersebut, penulis menyarankan agar merevisiinstrumen penilaian dengan menambah unsur penilaian yang lebih terukur danstandar yang jelas, dilakukan sosialisasi kepada penilai dan karyawan yang dinilaitentang penilaian kinerja, dalam memberikan penilaian juga bisa dilibatkan atasan,bawahan, dan rekan kerja, penilai dapat membuat catatan khusus setiap karyawanyang dinilai sebagai dasar dalam memberikan penilaian, dan mengoptimalkanpemanfaatan hasil penilaian dengan membuat program pengembangan karyawansesuai dengan kebutuhan karyawan.Kata Kunci: Penilaian Kinerja Karyawan, Rumah Sakit Haji Jakarta.

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The focus of this study is about overview of the employee performance appraisalsystem in Haji Jakarta Hospital. There are nine variabeles studied, namelyappraiser, employees who appraised, appraisal methods, appraisal instrument,time and appraisal period, appraising, processing of appraisal result, follow-upappraisal result, barriers and constraints in appraisal. This research was qualitativeapproach with a design case study. Data collection in this research used in-depthinterviews and document review. This research was conducted in three months,October until December 2012. Informant of this research consists of nine persons.The results of this research showed that the employee performance appraisalsystem in Haji Jakarta Hospital not running optimally, bias and subjectivity inappraisal is still high. Based on these results, the author suggest to revising theappraisal instruments with adding the element of appraisal that is measurable andclearly defined standards, conducted socialization to the appraiser and employeeswho appraised about performance appraisal, in appraising could also be involvedsuperiors, subordinates and peers, appraiser can make special note of anyemployees who is appraised as a basis for appraising, and optimizing the use ofappraisal results by creating employee development programs according to theneeds of the employees.Key Words: Employee Performance Appraisal, Haji Jakarta Hospital.