Talenta
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Employee name
Review method
Number of reviews
Period
Employee name
Dina Putri
Staff Finance
Review method
360-degree reviewNumber of reviews
10 ReviewersPeriod
Q1-Q2 2025Employee name
Andi Tirta
Product Manager
Review method
360-degree reviewNumber of reviews
7 ReviewersPeriod
Q1-Q2 2025Employee name
Devina Agustin
Event Specialist
Review method
360-degree reviewNumber of reviews
11 ReviewersPeriod
Q1-Q2 2025Airene
Dina Putri
Staff Finance
Overall - PA Finance Operations 2025
Performance review
360 review
1 Apr - 31 Jun 2025
Final score
3.9
Dina Putri review summary 
Summarized based on a total of 10 reviews
- The employee demonstrates high accuracy in reconciliation and financial reporting processes, minimizing data entry errors.
- Able to complete tasks on time and maintain document accuracy, especially in reimbursement and invoice submission processes.
- Actively collaborates with other departments and is responsive to ad-hoc requests without sacrificing work quality.
- Needs to improve cross-team communication skills when data discrepancies or payment disputes arise.
- Still needs encouragement to be more proactive in proposing financial process improvements or workflow efficiencies.
- Advised to be more confident in expressing opinions or feedback in team forums.
Dina demonstrates consistent and meticulous work performance, with significant contributions to maintaining the accuracy and efficiency of the team's financial processes.
Sentiment:Display the percentage of assessment sentiment based on the review results
- Positive: 60%
- Negative: 35%
- Neutral: 5%
Airene
Andi Tirta
Product Manager
Overall - PA Product Management 2025
Performance review
360 review
1 Apr - 31 Jun 2025
Final score
4.0
Andi Tirta review summary
Summarized based on a total of 7 reviews
- Able to lead the product team effectively and maintain communication among team members.
- Consistent in managing product development timelines and ensuring targets are met.
- Proactive in finding solutions when facing technical or business obstacles.
- Needs to improve data analysis skills to support product decision-making.
- Advised to give more frequent feedback to the team regarding new product development ideas.
- Still needs encouragement to be more confident when presenting to external stakeholders.
Andi demonstrates good leadership and high commitment in product management, contributing positively to achieving team targets.
Sentiment:Display the percentage of assessment sentiment based on the review results
- Positive: 65%
- Negative: 25%
- Neutral: 10%
Airene
Devina Agustin
Event Specialist
Overall - PA Event Management 2025
Performance review
360 review
1 Apr - 31 Jun 2025
Final score
4.2
Devina Agustin review summary
Summarized based on a total of 11 reviews
- Highly organized in planning and executing events, ensuring every detail runs smoothly.
- Able to communicate effectively with vendors, internal teams, and event participants.
- Creative in presenting attractive event concepts that meet client needs.
- Needs to improve risk analysis skills to anticipate obstacles during event execution.
- Advised to be more proactive in proposing innovative ideas for the development of company events.
- Still needs encouragement to be more confident when negotiating with large vendors.
Devina demonstrates outstanding performance in event management, with a major contribution to the success of company events and client satisfaction.
Sentiment:Display the percentage of assessment sentiment based on the review results
- Positive: 70%
- Negative: 20%
- Neutral: 10%
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Airene
New Employees by Division from April to June
General Trend:
Summary:
Recommendations: General Recommendations:
The data shows that the BOD division has the highest number of new employees, with a total of 4 new hires from April to June. Other divisions such as Finance and Marketing each have 2 new employees, while Product, Office Boy, and Sales each have 1 new employee.
Summary:
- BOD: 4 new employees
- Finance: 2 new employees
- Marketing: 2 new employees
- Product: 1 new employee
- Office Boy: 1 new employee
- Sales: 3 new employees
Recommendations: General Recommendations:
HR may consider conducting further analysis to understand why the BOD division has a higher number of new employees compared to other divisions, and whether this aligns with the organization's needs.
Specific Recommendations:For divisions with fewer new employees, such as Product, Office Boy, and Sales, HR can evaluate whether there is a need to strengthen the recruitment process or address potential constraints within the hiring process.
Airene
Relationship Between Shift Type and Employee Lateness
General Trend:
Summary:
Recommendations: General Recommendations:
The data shows variation in the average minutes of lateness based on shift type. Some shifts have relatively high average lateness, while many others have no lateness at all.
Summary:
- Morning office shift: average 16 minutes late
- Afternoon office shift: average 5 minutes late
- Evening office shift: average 0 minutes late
- WFH: average 38 minutes late
Recommendations: General Recommendations:
Conduct further analysis to understand the causes of higher lateness in certain shifts such as WFH and morning office shifts.
Specific Recommendations:For shifts with higher lateness rates, consider implementing flexible start-time policies or providing incentives for employees who arrive on time. Additionally, evaluate whether external factors may be contributing to lateness in these shifts.
Airene
Largest Take-Home Pay by Branch Last Month
General Trend:
Summary:
Recommendations: General Recommendations:
The data shows that the Depok branch has the highest take-home pay value, totaling Rp 238,000,000.
Summary:
Branches with the highest take-home pay:
- Depok: Rp 238.000.000
- Bogor: Rp 221.000.000
- Bekasi: Rp 198.000.000
- Tangerang: Rp 177.000.000
Recommendations: General Recommendations:
HR and the management team can review the reasons behind the higher take-home pay in the Depok branch compared to other branches. This evaluation is important to ensure that compensation allocation aligns with workload, organizational structure, and the operational needs of each branch.
Specific Recommendations:Conduct an analysis of take-home pay components in the Depok branch, such as number of employees, overtime, allowances, and incentives, to understand the primary drivers.
Compare salary structures and operational activities between the Depok branch and other branches such as Bogor, Bekasi, and Tangerang to identify any imbalances that may require adjustment.
If the increase is driven by excessive overtime or workload spikes, consider redistributing workloads or adding manpower to maintain efficiency and employee well-being.
Airene
Employees with Most Frequent Lateness
General Trend:
Summary:
Recommendations: General Recommendations:
The employee who is most frequently late is Siska, with 8 instances of lateness, followed by Damianti with 7 instances. Other employees such as Vera, Yonathan, Agus, Bagas, and Nanda each have between 1 to 3 instances of lateness.
Summary:
- Siska has the highest number of lateness incidents with 8 times.
- Damianti follows with 7 instances of lateness.
- Vera has 3 instances of lateness.
- Yonathan, Agus, Bagas, and Nanda each have 1 instance of lateness.
Recommendations: General Recommendations:
The company may consider implementing stricter time-discipline policies to reduce employee lateness.
Special Recommendations:Provide warnings or counseling to Siska and Damianti to better understand the reasons for their lateness and identify appropriate solutions.
Select question
How many new employees are there in each division from April to June 2025?
Does the shift affect employee lateness?
Which branch has the largest THP last month?
Who are the employees that often come late?
Select a suggested question above...
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4.8
Gartner review
4.3
G2 review
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