Performance Appraisal

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This document discusses performance appraisal, including its purpose, design, and key success factors. It begins by defining the goals of performance appraisal as maximizing contribution to business objectives and providing an ongoing development cycle. It then covers designing an effective system, including using a competency-based approach, multi-rater feedback, and focusing on future development. The document emphasizes linking individual performance plans to business, functional, and team objectives. It concludes that clear communication and addressing cultural aspects are critical to the success of any performance appraisal system.

Business

www.humanikaconsulting.com Performance Appraisal

Performance Appraisal 1. Introduction 2. Performance Appraisal 3. Designing Effective Performance Appraisal 3. Key Success Factors & Critical Element

Introduction HR Management The Mission of HRM Attracting, managing and developing people in line with the competency and culture required by the organization in order to function synergistically with other organization’s resources as well as creating an atmosphere of productivity, satisfaction and loyalty To support the achievement of organizational goals and to improve the constructive and productive contribution of people to the organization in an ethical and socially responsible way

Transformational & SynergisticHR Paradigm ,[object Object]

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1. www.humanikaconsulting.com Performance Appraisal

2. Performance Appraisal 1. Introduction 2. Performance Appraisal 3. Designing Effective Performance Appraisal 3. Key Success Factors & Critical Element

3. Introduction HR Management The Mission of HRM Attracting, managing and developing people in line with the competency and culture required by the organization in order to function synergistically with other organization’s resources as well as creating an atmosphere of productivity, satisfaction and loyalty To support the achievement of organizational goals and to improve the constructive and productive contribution of people to the organization in an ethical and socially responsible way

5. Proactive

6. Facilitator

7. Executive/Management Member

9. Reactive  Responsive

10. Controller

11. Management Tool

12.

13. Internal Focus

14. Reactive

15. Rule Maker

16. Policy Driven

17. Traditional approach

18. Distrust Orientation

19. Centralized decision making

20.

21. Customer focus

22. Proactive

23. Consultant

24. Value Driven

25. Thinking “outside the box”

26. Partnering

27. Collocate decision making

28. Tailored programsHRM Concept

29.

30. Guidance/handbook/SOP

31. HRIS

32.

33. Competency HRM

34.

35. A cluster of related Knowledge , Skills and Attitude

36.

37. Knowledge useful information

38. Social role behavioral pattern in group/organization

39. Self image self concept ( existence, personality, values etc )

40. Trait basic characteristic showed in daily behaviour

41.

42. Provide ongoing development cycle ( planning, coaching & counseling, and feedback )

43. Develop on going communication

44. Identify potential, development need, and near future advancement

45.

46. Future oriented

47. Continuing process

48. Measurable and observables

49. Simple and easy implement

50. Open and constructive system

51. Empowering

52. Motivating

53. Development purpose

54.

55. Appraisal system

56. Feedback

57. Competency measurement

58. Observation2. Identifying competencies used to meet accomplishment 3. Analyzing strength and weaknesses in competencies for career path and development program 4. Deciding required competencies for future work assignment 5. To define or redefine future objectives

59.

60. Sensitivity : gradingnyajelas

61. Reliability : terukur

62. Practicality : aplikatif , dapatdipakai

63. Acceptability : diterima

64.

65. Competency based

66. Accomplish based

67. Next leader involvement

68. Developmental Direct Superior Appraise Employee

69.

70. Not enough staff at the same level to provide quality feedback

71.

72. Valid

73.

74.

75. Rater may inflate grades

76.

77. effort

78. dependability

79. leadership

80. analytical

81. judgment

82. creativity

83. attitude

84. maturity

85. critical thinking

86. enthusiasm

87. versatile

88. self control

89.

90. handling people

91. Meeting deadlines

92.

93.

94. Open to subordinates idea

95. Well liked by team members

96. Show patience in training new employees

97.

98.

99.

100. accomplishment

101. skill and competency level

102. Motivation to self improvement

103.

104. Goal & Objectives

105. Achievement

106. Enablers

107. Development Plan

108. Direct superior’s comment

109. Member’s comment

110.

111. Identify main tasks

112.

113.

114.

115. Negotiation

116. Empathy

117.

118. Decision Making

119. Counseling

120. Strategic orientation1 2 3 4 5 5 = Excellent 1 = Poor

121. Linkage Business Objectives with Individual Performance Plan Corporate Objectives Mission,Core Values,Strategic Plan Performance Management System Functional Objectives Corporate objectives,Specific Mission, Target & purpose of department Participative Goal Setting Team Objectives Purpose of team Individual Objectives Job related, referring to the main activities areas or key task which constitute with individual job

122. Key Success Factors & Critical Element Cultural Aspects Players Key Success Factors Communication System

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