The Impact of Supervision on Employee Performance

THE IMPACT OF SUPERVISION ON EMPLOYEE PERFORMANCE An organization is formed to achieve a certain goal. Goals are something that an organization hopes to achieve. Organizational goals can be in the form of improving customer service, fulfilling market demand, increasing service quality, increasing competitive data, and increasing organizational performance. Each organization, team, or individual can define its own goals. Then organizational development cannot be separated from the role of human resources. Existing systems and rules will not be able to provide positive results and impacts if they are not followed by the performance of human resources in an organization, government or private. Achieving organizational goals is showing the results of the organization's work or work achievements and showing it as organizational performance. The results of an organization's work are obtained from a series of activities carried out by the organization. Organizational activities can take the form of managing organizational resources and the process of implementing work necessary to achieve organizational goals. To ensure that these activities can achieve the expected results, monitoring efforts are needed in the implementation of the activities. Supervision is a management function that seeks to ensure that work is carried out in accordance with plans and regulations so that the goals or targets that have been set can be achieved. Supervision is very important considering that there are many factors that cause deviations in implementation and/or goals not being achieved. The importance of supervision was stated by Schermerhorn (1984: 445) who stated that supervision is important because there are several factors that cause the implementation of activities not to be in accordance with predetermined plans. More broadly, Kaho (Yudha, 2009:53) states that there are four objectives of supervision, namely: (1) to find out whether implementation is in accordance with the plan that has been determined or not; (2) to find out what difficulties are encountered by implementers so that corrective steps can be taken at a later date; (3) simplifying or lightening the task of executors, because executors may not be able to see the possible mistakes they make because of their daily activities; and (4) supervision is not to find mistakes, but to correct mistakes. Meanwhile, performance has a broader meaning, not only stating the results of work, but also how the work process takes place. Performance is about doing work and the results achieved from that work. Performance is the result of work that has a strong relationship with the organization's strategic goals, customer satisfaction and economic contribution (Armstrong and Baron, 1998:15). Another opinion states that performance is the result of work related to organizational goals such as quality, efficiency and other criteria of effectiveness (Gibson, Ivancevich, Donnelly, and Konopaske, 2012: 374). Performance basically refers to the level of achievement of the tasks that make up an employee's job. Performance also reflects how well employees fulfill the requirements of a job (Simamora, 2006:339). To improve employee performance, many factors influence, for example education, work discipline, conducive work motivation and so on. Performance is the implementation of the plan that has been prepared. Performance implementation is carried out by human resources who have the ability, competence, motivation and interests. How an organization values and treats its human resources will influence their attitudes and behavior in carrying out performance. Based on the results of a preliminary research study that the author conducted through observations of research objects by conducting direct monitoring and observing strategic plan documents for 2020-2024. In conducting a preliminary study, researchers obtained data from the strategic plan document that the RENSTRA target had not been achieved. The reason the strategic plan was not achieved was because there were problems related to kindergarten, special education and inclusion educators and staff who were less skilled and professional in carrying out their duties in developing learning, then the empowerment of educators and education staff who were less oriented towards improving learning and there were several mistakes made by educators and education staff. in implementing learning activities. From the phenomena that occur in this institution, it will have an impact on the achievement of employee performance targets and also the achievement of results from the institution. Therefore, efforts to resolve this problem so that it does not happen again in the future include the need to pay attention to what factors can influence employee performance. One of these factors is the supervision carried out by SPI. SPI supervision must be carried out and carried out well and consistently in order to increase the achievement of work programs. With an understanding of supervision and performance, it can be said that essentially supervision of employee performance is about how employee performance can be achieved, with serious supervision.