This study aims to analyze the implementation of Management by Objectives (MBO) as a performance assessment method in startup companies in Indonesia. The research method used is a literature study with a qualitative approach that examines in depth MBO theories, implementation  principles, and practices that have been applied in startups, especially in Sigerhub Lampung. The results of the study indicate that the implementation  of MBO through Objective Key Results (OKR) helps companies in setting specific, measurable, relevant, and time- bound targets. In addition, the use of 360 Degree Feedback supports a more holistic performance assessment by involving superiors, coworkers, and subordinates. The implementation  of MBO can also increase work motivation, accountability, and employee involvement in achieving organizational goals. However, the implementation  of MBO in startups still faces challenges, such as non-uniform assessment standards, potential assessor bias, and the need for training for managers. This study is expected to be a theoretical and practical contribution to the development of an adaptive and effective performance management system in startup companies in Indonesia.

Abstract, Performance appraisal and promotion management are crucial elements in human resource management aimed at increasing productivity and creating a competitive work culture. Performance appraisal enables objective evaluation of employee contributions, identifying training needs, and building transparent career development paths. Meritocratic-based promotion not only encourages employee motivation and loyalty, but also minimizes the potential for internal conflict and the risk of bias. The results of the study indicate that an effective performance appraisal system contributes to talent retention, job satisfaction, and innovation in the organization. With a structured and development-oriented approach, companies can ensure sustainable productivity and strong leadership.
 
 

Recruitment of State Civil Apparatus (ASN) in Indonesia has undergone significant transformation in recent years. The process that was previously dominated by manual mechanisms has now shifted to a digital-based system through the SSCASN platform. This article analyzes the implementation of ASN recruitment in 2024 with an emphasis on transparency, efficiency, and the challenges faced. Using a descriptive-qualitative approach, this article provides insight into how ASN recruitment can continue to be improved to meet the needs of public services in Indonesia.
 
 

The practice of nepotism in the employee selection process at Regional Owned Enterprises (BUMD) in North Sumatra, which has an impact on transparency, fairness and organizational effectiveness. BUMDs have an important role in regional economic development, but nepotism practices often damage the integrity of the recruitment process. Through a qualitative approach and case studies, this research reveals that nepotism creates inequality in employee selection, reduces the quality of human resources, and reduces public trust in BUMD. This article also identifies the factors that cause nepotism and offers solutions in the form of selection transparency, anti-nepotism policies, independent supervision, and outreach to build a culture of meritocracy in BUMD. By overcoming nepotism, BUMD is expected to be able to create a fair and professional recruitment system, thereby supporting the achievement of optimal performance.