Electronic Performance Management is a digital-based employee performance appraisal system. MKE contains all work plans, targets for each work unit, guidance, training, and employee performance evaluation every month. And at the end of the month, the supervisor must evaluate the results of their employee's work report. The system has also made employee salaries different from each other because they are measured by performance and target achievement. The population and samples studied were employees of PT Indonesia Port I Belawan Branch of Unloading Business Division (UBM), which amounted to 24 people with engineering and tool operators. Methods of data collection in the form of questionnaires and observations. The results of the coefficient of determination analysis show that the independent variable (electronic performance management) is able to explain the dependent variable (employee performance) of 64% and 36% influenced by other factors. The results of the t test show that the hypothesis H0 is rejected and Ha is accepted which means that electronic performance management has a partial effect on employee performance with a value of 6.257 ≥ 2.074. The result of a simple regression analysis of this study is that there is a positive influence between electronic performance management and employee achievement.
