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Pelatihan Penilaian Kinerja Metode 360 Derajat
 

Pelatihan Penilaian Kinerja Metode 360 Derajat

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Bagi yang Membuituhkan Pelatihan ini, Hubungi Fast Response : 0878-7063-5053

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  • Bapak Sobrie, bolehkah saya dapat mendownload materi ini, kebetulan saya mencoba untuk mengusulkan metode ini ke manajemen hanya saya tidak punya materi untuk penyajian ke manajemen...Tks.
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    Pelatihan Penilaian Kinerja Metode 360 Derajat Pelatihan Penilaian Kinerja Metode 360 Derajat Presentation Transcript

    • 360ºPERFORMANCE APPRAISAL Hard-Hi Smart Consulting www.hardhismart-consulting.co.cc
    • CONTENTS  INTRODUCTION TO 360º PA  WHO DOES 360º PA?  WHY TO USE 360º PA? HOW TO IMPLEMENT 360º PA?  TIMING OF 360º PA  USES OF 360º PA  ADVANTAGES OF 360º PA DISADVANTAGES OF 360º PA  COMPANIES USING 360º PA  SAMPLE QUESTIONNARIE Hard-Hi Smart Consulting www.hardhismart-consulting.co.cc
    • INTRODUCTI0N A Developmental & or Performance Appraisal Tool which utilizes multiple source feedback from people who work most closely with the employee It is also known as Multirate Feedback, Feedback, Multisource Feedback & Multisource Assessment It is done either by Interview Method or Questionnaire Hard-Hi Smart Consulting www.hardhismart-consulting.co.cc
    • Who Does 360º PA ? Hard-Hi Smart Consulting www.hardhismart-consulting.co.cc
    • Why to use 360º PA? It provides the individual with an opportunity to learn how different colleagues perceive them, leading to increase self-awareness self- It encourages self-development self- It increases understanding of the behaviours required to improve personal and organisational effectiveness Hard-Hi Smart Consulting www.hardhismart-consulting.co.cc
    •  It promotes a more open culture where giving and receiving feedback is an accepted norm It increases communication within the organisation It can be a powerful trigger for change Hard-Hi Smart Consulting www.hardhismart-consulting.co.cc
    • How to implement 360º PA ? EXPLAIN THEDEFINE SKILL DISTRIBUTE PURPOSE OF MODEL QUESTIONAIR THE PROCESS DISCUSS PROCESS COMPLETE WITH QUESTIONAIRS QUESTIONAIREMPLOYEES PROVIDE FEED BACK Hard-Hi Smart Consulting www.hardhismart-consulting.co.cc
    • Timing of 360º PAIt is not appropriate to introduce it during periods of downturn or when reorganisations have been announced Hard-Hi Smart Consulting www.hardhismart-consulting.co.cc
    • Uses of 360º PA Validating selection processes and development programmes Identifying training and development needs Pinpointing skills and competencies Making personnel decisions such as promotions, terminations, salary hike and probationary status Hard-Hi Smart Consulting www.hardhismart-consulting.co.cc
    •  Career development Employee coaching Supervisory training Management development Hard-Hi Smart Consulting www.hardhismart-consulting.co.cc
    • ADVANTAGES Increase awareness of senior management that they too have development needs More reliable feed back to senior manager about their performance Encouraging more open feed back Identifing key development areas for the individual, a department and organization as whole Hard-Hi Smart Consulting www.hardhismart-consulting.co.cc
    •  Identifying strength that can be used to the best advantages of business Provide clear picture to senior management about individual’s real worth Raising self awareness of employee & managers about how they personally affect others positively& negatively Hard-Hi Smart Consulting www.hardhismart-consulting.co.cc
    • DISADVANTAGES People not giving frank or honest feedback People being put under stress in receiving or giving feedback Lack of action following feed back Too much bureaucracy Hard-Hi Smart Consulting www.hardhismart-consulting.co.cc
    • MNC’s Using 360º PA American Airlines  Intel AT&T  Herman Miller American Express  J.P. Morgan Boeing  Morgan Stanley Compaq  Motorola General Electric  Procter & Gamble Glaxo Smith Klein  Levi Strauss General Mills  3M Hewlett- Hewlett-Packard  FedEx Hard-Hi Smart Consulting www.hardhismart-consulting.co.cc
    • ERRORS IN PA(Ways & Means to Reduce it) Hard-Hi Smart Consulting www.hardhismart-consulting.co.cc
    • PA & Other HRM FunctionsPerformance appraisal judges Quality of applicantseffectiveness of recruitment Recruitment determines feasibleefforts performance standards Selection should producePerformance appraisal Selection workers best able to meetvalidates selection function job requirements Training and developmentPerformance appraisal Training and aids achievement ofdetermines training needs Development performance standardsPerformance appraisal is a Compensation Compensation can affectfactor in determining pay Management appraisal of performance Appraisal standards andPerformance appraisaljustifies personnel actions Labor Relations methods may be subject to negotiation Hard-Hi Smart Consulting www.hardhismart-consulting.co.cc
    • Reasons Why PA sometimes Fail : Lack of top management information and support Unclear performance standards Rater bias Too many forms to complete Inadequate preparation on the part of the manager Employee is not given clear objectives at the beginning of performance period Overemphasis on uncharacteristic performance. Organizational politics or personal relationships judgments Manager may not be trained at evaluation or giving feedback No follow-up and coaching after the evaluation follow- Hard-Hi Smart Consulting www.hardhismart-consulting.co.cc
    • Halo / Horn Error First ImpressionAttribution bias Error COMMONCentral Tendency ERRORS IN Error APPRAISAL Recency Error Stereotyping PROCESS Leniency Error Severity Error Hard-Hi Smart Consulting www.hardhismart-consulting.co.cc
    • Halo / Horn ErrorRating a single individual based on the interviewer’s general feeling towardthe individual so that employee receives nearly identical ratings (usuallyhigh) on all performance areas Responsibility Commitment Initiative Sensitivity Judgment Communication Observation of Specific High ratings on Behaviors other performance (eg: volunteers to work dimensions Hard-Hi Smart Consulting overtime) www.hardhismart-consulting.co.cc
    • First Impression ErrorTendency of a rater to make an initial positive or negativejudgement of an employee and allow that first impression to coloror distort later informationLeniency Errorgive more positive ratings to employees than they deserveSeverity Errorevaluate employees more unfavorably than they deserveCentral Tendency Errorrating all employees near the mid-point of the performance mid-scale Hard-Hi Smart Consulting www.hardhismart-consulting.co.cc
    • Recency ErrorThe tendency of minor events that havehappened recently to have more influence onthe rating than major events of many monthsagoStereotypingThe tendency to generalize across groups andignore individual differences Hard-Hi Smart Consulting www.hardhismart-consulting.co.cc
    • Strategies to Better Understandand Measure Job Performance Improve Appraisal Formats Select the Right Raters Understand Why Raters Make Mistakes Hard-Hi Smart Consulting www.hardhismart-consulting.co.cc
    • Training Raters to RateMore Accurately Rater- Rater-error training to reduce psychometric errors Performance dimension training Performance- Performance-standard training Hard-Hi Smart Consulting www.hardhismart-consulting.co.cc
    • FORMULA to Legally Defensible Appraisal System1) Ensure that procedures for personnel decisions do not differ as a function of the race, sex, national origin, religion, or age of those affected by such decisions2) Use objective and uncontaminated data whenever they are available3) Provide a formal system of review or appeal to resolve disagreements regarding appraisals4) Use more than one independent evaluator of performance5) Use a formal, standardized system for personnel decisions6) Ensure that evaluators have ample opportunity to observe and rate performance if ratings must be made7) Avoid ratings on traits such as dependability, drive, aptitude, or attitude8) Provide documented performance counseling prior to performance based termination decisions Hard-Hi Smart Consulting www.hardhismart-consulting.co.cc
    • Thank You forYour Attentions Hard-Hi Smart Consulting www.hardhismart-consulting.co.cc
    • HUBUNGIHARD-HARD-Hi SMART CONSULTING hardhi.smart.consulting@gmail.com Hard-Hi Smart Consulting www.hardhismart-consulting.co.cc