The term 'ekinerja' functions as a noun. It is a compound word derived from the prefix 'e-' for "electronic" and the Indonesian word 'kinerja,' which translates to "performance." Therefore, it refers specifically to an electronic system or digital platform for performance management. These systems are predominantly utilized within the public sector, particularly by government agencies in Indonesia, to formalize and digitize the process of employee performance appraisal, monitoring, and reporting.
Functionally, such a system integrates several key human resource management processes. It typically begins with performance planning, where employees and their supervisors digitally establish Key Performance Indicators (KPIs) or specific work targets, known in the Indonesian civil service as Sasaran Kinerja Pegawai (SKP). Throughout the performance period, the system facilitates ongoing monitoring, often requiring employees to log daily or weekly activities as evidence of progress. At the end of the cycle, it serves as the primary tool for performance appraisal, where supervisors evaluate achievements against the predefined targets. The data generated provides an objective basis for assessment and often links to other HR modules, such as remuneration, benefits, and career progression.
In practical application, the implementation of this system is a core component of bureaucratic reform and e-government initiatives. Its purpose is to enhance transparency, objectivity, and accountability in managing the performance of civil servants. By creating a standardized, data-driven framework, it aims to shift organizational culture towards a merit-based system, where productivity and goal attainment are quantitatively measured and directly linked to rewards and professional development. This digital transformation replaces traditional, paper-based evaluations with a more efficient and integrated process.
