Hrm performance appraisal
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The document discusses human resource management and performance appraisals. It covers several topics: 1. The psychological contract between employers and employees and how it relates to job satisfaction. 2. Factors that affect job satisfaction and organizational commitment, including motivation, the individual, and the job itself. 3. How performance appraisals can be used to evaluate employee performance, provide feedback, and determine training needs to improve motivation and retention. 4. The importance of reducing employee turnover through retention strategies like competitive pay and benefits, career development opportunities, and a positive work culture.
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Hrm performance appraisal
- 1. HUMAN RESOURCE MANAGEMENT PERFORMANCE APPRAISAL Presented by Sugiharto, SH. MM
- 2. HUMAN RESOURCE MANAGEMENT PERFORMANCE APPRAISAL Presented by Sugiharto, SH. MM Contract Psychologist Job Satisfaction Employees Turnover The Performance Appraisals Balance Scorecard © HRM 03 Created by Sugiharto, SH.MM 2012
- 3. PSYCHOLOGYCALN T CONTRACT HUMAN RESOURCE MANAGEME PERFORMANCE APPRAISALS © HRM 03 Created by Sugiharto, SH.MM 2012 PRESENTED BY SUGIHARTO. SH.MM
- 4. Individual and Organizational Relationships Merupakan hubungan alamiah yang tidak tertulis The Psychological Contract mengenai harapan karyawan dan atasannya HUMAN RESOURCE MANAGEMENT PERFORMANCE APPRAISAL © HRM 03 Created by Sugiharto, SH.MM 2012
- 5. HUMAN RESOURCE MANAGEMENT Components of the Psychological Contract PERFORMANCE APPRAISAL Employers provide Employees contribute Competitive Continuous skill compensation and improvement and benefits increase productivity Reasonable time with Flexibility to balance the organization work and home life Extra effort when needed Career development opportunities © HRM 03 Created by Sugiharto, SH.MM 2012
- 6. JOBN RSATISFACTION HUMA ESOURCE MANAGEMENT PERFORMANCE APPRAISALS PRESENTED BY SUGIHARTO. SH.MM © HRM 03 Created by Sugiharto, SH.MM 2012
- 7. Factors Affecting Job HUMAN RESOURCE MANAGEMENT Satisfaction and Organizational Commitment PERFORMANCE Motivation APPRAISAL The Individual The JOB Job Organizational Satisfaction / Commitment Dissatisfaction Absenteeism / turn over © HRM 03 Created by Sugiharto, SH.MM 2012
- 8. HUMAN RESOURCE MANAGEMENT PERFORMANCE APPRAISAL Supervising Relation A positive emotional state resulting from T H E J O B S AT I S F A C T I O N evaluating one’s job experience © HRM 03 Created by Sugiharto, SH.MM 2012
- 9. HUMAN RESOURCE MANAGEMENT PERFORMANCE APPRAISAL Employees Loyalty The degree to which employees believe in and accept organizational goals and desire to remain with the organization PRODUCTIVITY Commitment T H E J O B S AT I S F A C T I O N To The QUALITY Organization SERVICING © HRM 03 Created by Sugiharto, SH.MM 2012
- 10. HUMAN RESOURCE MANAGEMENT Motivation PERFORMANCE Effort Expended AComponents A L P P R A I S of Work ethic attendance Individual Performance Turnover Job design Individual Performance Organizational Talents Support Individual Ability Training & Development Interest Equipment & Technology Personal Performance standard characteristic Management system © 2008 Thomson/South-Western. All rights reserved. © HRM 03 Created by Sugiharto, SH.MM 2012
- 11. HUMAN RESOURCE MANAGEMENT PERFORMANCE APPRAISAL EMPLOYEE MOTIVATION Management Implications The desire within a person causing for Motivating Individual that person to act to reach a goal Performance Consistency in organizational rewards Organizational support for employee efforts Accurate measurement of employee performance Desirability of rewards by employees © HRM 03 Created by Sugiharto, SH.MM 2012
- 12. EMPLOYEESA NTURNT OVER HUMAN RESOURCE M AGEMEN PERFORMANCE APPRAISALS PRESENTED BY SUGIHARTO. SH.MM © HRM 03 Created by Sugiharto, SH.MM 2012
- 13. HUMAN RESOURCE MANAGEMENT PERFORMANCE APPRAISAL The Turnover Unfinished Job The process in which employees leave an organization and have to be replaced Jika seorang manajer membutuhkan 12 orang dalam satu unit untuk menyelesaikan pekerjaan, dan 4 dari 12 orang tersebut Working Unit sering tidak hadir, maka pekerjaan tersebut mungkin tidak bisa selesai, atau perlu tambahan tenaga kerja © HRM 03 Created by Sugiharto, SH.MM 2012
- 14. HUMAN RESOURCE MANAGEMENT The Impact Of Turn Over PERFORMANCE APPRAISAL Inability to achieve business goals Loss of “image” to attract other individuals High costs of replacement Lost Job efficiency Loss Working Time More Coaching Time Double Time Selection New Recruit © HRM 03 Created by Sugiharto, SH.MM 2012
- 15. EMPLOYEESA NRETENTION HUMAN RESOURCE M AGEMENT PERFORMANCE APPRAISALS PRESENTED BY SUGIHARTO. SH.MM © HRM 03 Created by Sugiharto, SH.MM 2012
- 16. HUMAN RESOURCE MANAGEMENT PERFORMANCE APPRAISAL Culture and Values Positive, distinctive company that is well-managed, and offers exciting challenges Attractive Job Freedom and autonomy, exciting challenges, and career advancement and growth Compensation and Lifestyles Differentiated pay package, high total EMPLOYEES RETENTION Factors compensation, geographic location, and respect for lifestyle © HRM 03 Created by Sugiharto, SH.MM 2012
- 17. HUMAN RESOURCE MANAGEMENT Employer Characteristic PERFORMANCE Culture and Values, management and APPRAISAL job security Jobs design and work Employee The match of job and person, relationship time flexibility, the balance of Fair, non- work and life discriminatory treatment, supervisory RETENTION Career Opportunities management support, Training and Development co worker relations and mentoring Rewards Competitive pay and benefits, performance and compensations Source © 2008 Thomson/South-Western. All rights reserved. © HRM 03 Created by Sugiharto, SH.MM 2012
- 18. Motivation Task Physical characteristics Time Interest Authority / responsibility Energy level Policies / procedures Personality variables Tools Satisfaction predisposition Job Characteristic People Characteristic (management can control) (management cannot control) Variety Honesty Time requirements Intelligence Social opportunities Working considerations HUMAN RESOURCE MANAGEMENT Stress PERFORMANCE APPRAISAL © HRM 03 Created by Sugiharto, SH.MM 2012
- 19. HUMAN RESOURCE MANAGEMENT PERFORMANCE APPRAISAL Un intended On Purpose Working Time
- 20. HUMAN RESOURCE MANAGEMENT Clear Absenteeism definitions PERFORMANCE APPRAISAL Socialized by supervisor and manager Pengawasan atau pengurangan jumlah ketidak hadiran harus dimulai dari pengawasan yang terus menerus dari statistic ketidak hadiran dalam suatu unit kerja mengendalikan ketidakhadiran yang Organization Policies disengaja akan lebih mudah jika manajer mengerti penyebabnya dengan jelas
- 21. EMPLOYEES RETENTION HUMAN RESOURCE MANAGEMENT PERFORMANCE APPRAISALS Disciplinary Approach Verbal admonitions Written admonitions Resignations Positive Approach Absent Controlling method Rewards Recognitions Vacations The MIX-combination © HRM 03 Created by Sugiharto, SH.MM 2012
- 22. EMPLOYEES RETENTION HUMAN RESOURCE MANAGEMENT PERFORMANCE APPRAISALS TURN OVER CONTROL Recruitment Process Selection Process Good Planned Orientation Program Competitive and Fair Compensation System
- 23. HUMAN RESOURCE MANAGEMENT PERFORMANCE APPRAISAL Move to Another Region/Area Family Reason UNCONTROLLED TURN-OVER Following the Husband/Wife to move Graduate from Colleges
- 24. HUMAN RESOURCE MANAGEMENT PERFORMANCE APPRAISAL By Taking Action on Poor Organization Pre-emptive Supervising or Action Against Controlling Turnover Inappropriate Training Inconsistent Policy
- 25. THEN PERFORMANCE APPRAISAL HUMA RESOURCE MANAGEMENT PERFORMANCE APPRAISALS PRESENTED BY SUGIHARTO. SH.MM © HRM 03 Created by Sugiharto, SH.MM 2012
- 26. Human Resource Development Organization Human Resource Information System The Key of Evaluating the Succeed in Human Resources Managing HR Efficiency and Activity Effectiveness HUMAN RESOURCE MANAGEMENT PERFORMANCE APPRAISAL © HRM 03 Created by Sugiharto, SH.MM 2012
- 27. HR Affectivity Function Human Resources Information System Data Content Turn Over Level Absenteeism Level HUMAN RESOURCE MANAGEMENT PERFORMANCE APPRAISAL © HRM 03 Created by Sugiharto, SH.MM 2012
- 28. HR The EFFICIENCIES Recruitment Cost HRD Total Cost HR Cost per- Employee Compensation Cost per-Employee HUMAN RESOURCE MANAGEMENT PERFORMANCE APPRAISAL © HRM 03 Created by Sugiharto, SH.MM 2012
- 29. HUMAN RESOURCE MANAGEMENT PERFORMANCE APPRAISAL Determining The THE BENEFITS ON Performance’s Position E VA L U AT I N G H R PERFORMANCE Coordinating the Result Of Performance Appraisal Determining The Action Priority to be taken The Performance's Result To increase Motivation © HRM 03 Created by Sugiharto, SH.MM 2012
- 30. © HRM 03 Created by Sugiharto, SH.MM 2012
- 31. HUMAN RESOURCE MANAGEMENT PERFORMANCE APPRAISAL © HRM 03 Created by Sugiharto, SH.MM 2012
- 32. PERFORMANCE APPRAISAL Absences Turn over levels Performance is defined in terms … Personal Data measures of accidents Efficiency Tardiness Effectiveness © HRM 03 Created by Sugiharto, SH.MM 2012
- 33. Job Analysis Establishing Performance standard Communicating Performance The Appraisal Process Expectation to the Employees Measure Actual Performance Compare Actual performance With The Standard Discuss the Appraisal with the Employee Initiative Corrective Action PERFORMANCE APPRAISALu © HRM 03 Created by Sugiharto, SH.MM 2012
- 34. PERFORMANCE Clarify Jobs Description and APPRAISALu Responsibilities Clarify Employee Development interests and needs List of specific Development Areas for Concentration THE BEGINNING List of specific Development Areas for Concentration Review Performance Objectives And Performance Standards Review Progress toward Objectives Through ongoing Feedback © HRM 03 Created by Sugiharto, SH.MM 2012
- 35. 4 Main Sources of Information Performance Personal Observation Appraisal Measurement Statistical Reports Oral / Interview Reports Written Reports PERFORMANCE Reliable Information APPRAISALu
- 36. THANK YOU For LISTENING HRM Performance Appraisal Presented by Sugiharto, SH. MM Re-programmed Presentation created by ugik013 Presentation Pro Images provided by Corbis Personal collections Fotosearch.com Closing theme performed by The Coors E-mail: ugik013@yahoo.com sugiharto@gicibusinessschool.ac.id STIE GICI Business School © 2012