1. PERFOR
MANCEPr es ented by Aagam G Shah
APPRAISAL
HUMAN RESOURCE MANAGEMENT

2. © HRM 03 Created by Sugiharto,
SH.MM 2012
PERFOR
MANCEPr es ented by Sugihar to, SH . MM
APPRAISAL
HUMAN RESOURCE MANAGEMENT
Contract Psychologist
Job Satisfaction
Employees Turnover
The Performance
Appraisals
Balance Scorecard

3. © HRM 03 Created by Sugiharto,
SH.MM 2012
SYCHOLOGYCAL CONTRACT
H U MAN R ESOU R C E MAN AGEMEN T
PERFORMANCE APPRAISALS
P R E S E N T E D B Y A a g a m G S h a h

4. © HRM 03 Created by Sugiharto,
SH.MM 2012
Individual and Organizational
Relationships
The Psychological Contract
PERFOR
MANCE
HUMAN RESOURCE MANAGEMENT
APPRAISAL

5. © HRM 03 Created by Sugiharto,
SH.MM 2012
Competitive
compensation and
benefits
Flexibility to balance
work and home life
Career development
opportunities
Continuous skill
improvement and
increase productivity
Reasonable time with
the organization
Extra effort when
needed
Components of the
PsychologicalContract
Employees contributeEmployers provide
PERFOR
MANCE
HUMAN RESOURCE MA
APPRAISA

6. © HRM 03 Created by Sugiharto,
SH.MM 2012
JOB SATISFACTION
H U MAN R ESOU R C E MAN AGEMEN T
PERFORMANCE APPRAISALS
P R E S E N T E D B Y A a g a m G S h a h

7. © HRM 03 Created by Sugiharto,
SH.MM 2012
Factors Affecting Job
Satisfaction and
Organizational Commitment
Motivation
The JOB
Job
Satisfaction /
Dissatisfaction
The Individual
Organizational
Commitment
Absenteeism /
turn over
PERFOR
MANCE
HUMAN RESOURCE M
APPRAISA

8. © HRM 03 Created by Sugiharto,
SH.MM 2012
THE JOB SATISFACTION
Supervising Relation
A positive emotional state resulting from
evaluating one’s job experience
PERFOR
MANCE
HUMAN RESOURCE MANAGEMENT
PPRAISAL

9. © HRM 03 Created by Sugiharto,
SH.MM 2012
T HE JO B SAT ISFACT IO N
Commitment
To The
Organization
PRODUCTIVITY
QUALITY
SERVICING
Employees Loyalty
The degree to which employees
believe in and accept
organizational goals and desire
to remain with the organization
PERFOR
MANCE
HUMAN RESOURCE MANAGEMENT
PPRAISAL

10. © HRM 03 Created by Sugiharto,
SH.MM 2012
PERFOR
MANCE
HUMAN RESOURCE MANAGEMENT
PPRAISAL
Components of
Individual
Performance
Individual Performance
Effort Expended
Individual Ability
Organizational
SupportTalents
Interest
Personal
characteristic
Motivation
Work ethic
attendance
Turnover
Job design
Training & Development
Equipment & Technology
Performance standard
Management system

11. © HRM 03 Created by Sugiharto,
SH.MM 2012
PERFOR
MANCE
HUMAN RESOURCE MANAGEMENT
PPRAISALEMPLOYEE MOTIVATIOThe desire within a person causing
that person to act to reach a goal
Management Implications
for Motivating Individual
Performance
Consistency in
organizational rewards
Organizational support
for employee efforts
Accurate measurement of
employee performance
Desirability of rewards by
employees

12. © HRM 03 Created by Sugiharto,
SH.MM 2012
EMPLOYEES TURN OVER
H U MAN R ESOU R C E MAN AGEMEN T
PERFORMANCE APPRAISALS
P R E S E N T E D B Y A a g a m G S h a h

13. © HRM 03 Created by Sugiharto,
SH.MM 2012
PERFOR
MANCE
HUMAN RESOURCE MANAGEMENT
PPRAISAL
Working Unit
Unfinished JobThe Turnover
The process in which employees
leave an organization and have to
be replaced

14. © HRM 03 Created by Sugiharto,
SH.MM 2012
Inability to achieve business goals
Loss of “image” to attract other individuals
High costs of replacement
PERFOR
MANCE
HUMAN RESOURCE MANAGEMENT
PPRAISAL
Lost Job efficiency
Loss Working Time
More Coaching Time
Double Time Selection New Recruit
The Impact Of Turn Over

15. © HRM 03 Created by Sugiharto,
SH.MM 2012
MPLOYEES RETENTION
H U MAN R ESOU R C E MAN AGEMEN T
PERFORMANCE APPRAISALS
P R E S E N T E D B Y A a g a m G S h a h

16. © HRM 03 Created by Sugiharto,
SH.MM 2012
PERFOR
MANCE
HUMAN RESOURCE MANAGEMENT
APPRAISAL Culture and Values
Attractive Job
Compensation and Lifestyles
Positive, distinctive company that is
well-managed, and offers exciting
challenges
Freedom and autonomy, exciting
challenges, and career advancement
and growth
Differentiated pay package, high total
compensation, geographic location,
and respect for lifestyle
EMPLOYEES RETENTION Factors

17. © HRM 03 Created by Sugiharto,
SH.MM 2012
Employer Characteristic
Culture and Values, management and
job security
Jobs design and work
The match of job and person,
time flexibility, the balance of
work and life
Career Opportunities
Training and Development
and mentoring
Rewards
Competitive pay and
benefits, performance and
compensations
Employee
relationship
Fair, non-
discriminatory
treatment, supervisory
management support,
co worker relations
PERFOR
MANCE
HUMAN RESOURCE MANAGEMENT
PPRAISAL
RETENTION

18. © HRM 03 Created by Sugiharto,
SH.MM 2012
Job Characteristic
(management can control)
People Characteristic
(management cannot control)
Task
Time
Authority / responsibility
Policies / procedures
Tools
Variety
Time requirements
Social opportunities
Working considerations
Stress
Motivation
Physical characteristics
Interest
Energy level
Personality variables
Satisfaction predisposition
Honesty
Intelligence
PERFOR
MANCE
HUMAN RESOURCE MANAGEMENT
APPRAISAL

19. Working
Time
Un intended On Purpose
PERFOR
MANCE
HUMAN RESOURCE MANAGEMENT
APPRAISAL

20. PERFOR
MANCE
HUMAN RESOURCE MANAGEMENT
PPRAISAL
Organization Policies
Clear Absenteeism definitions
Socialized by supervisor
and manager

21. © HRM 03 Created by Sugiharto,
SH.MM 2012
Disciplinary Approach
Positive Approach
The MIX-combination
Verbal admonitions
Written admonitions
Resignations
Rewards
Recognitions
Vacations
EMPLOYEES RETENTION
H U M A N R E S O U R C E M A N A G E M E N T
P E R F O R M A N C E A P P R A I S A L S
Absent Controlling method

22. TURN OVER CONTROL
Recruitment Process
Selection Process
Good Planned
Orientation Program
Competitive and Fair
Compensation System
EMPLOYEES RETENTION
H U M A N R E S O U R C E M A N A G E M E N T
P E R F O R M A N C E A P P R A I S A L S

23. Move to Another Region/Area
Family Reason
Following the Husband/Wife to move
Graduate from Colleges
PERFOR
MANCE
HUMAN RESOURCE MANAGEMENT
PPRAISAL
UNCONTROLLED TURN-OVER

24. Pre-emptive
Action Against
Turnover
By Taking Action on
Poor Organization
Supervising or
Controlling
Inappropriate Training
Inconsistent Policy
PERFOR
MANCE
HUMAN RESOURCE MANAGEMENT
APPRAISAL

25. © HRM 03 Created by Sugiharto,
SH.MM 2012
THE PERFORMANCE APPRAISAL
H U MAN R ESOU R C E MAN AGEMEN T
PERFORMANCE APPRAISALS
P R E S E N T E D B Y A a g a m G S h a h

26. © HRM 03 Created by Sugiharto,
SH.MM 2012
Organization
Human Resource
Development
Human Resource
Information System
Evaluating the
Human Resources
Efficiency and
Effectiveness
The Key of
Succeed in
Managing HR
Activity
PERFOR
MANCE
HUMAN RESOURCE MANAGEMENT
APPRAISAL

27. © HRM 03 Created by Sugiharto,
SH.MM 2012
Turn Over Level
Absenteeism Level
HR Affectivity Function
PERFOR
MANCE
HUMAN RESOURCE MANAGEMENT
APPRAISAL
Human Resources
Information System
Data Content

28. © HRM 03 Created by Sugiharto,
SH.MM 2012
HR The EFFICIENCIES
Recruitment Cost
HRD Total Cost
HR Cost per-
Employee
Compensation Cost
per-Employee
PERFOR
MANCE
HUMAN RESOURCE MANAGEMENT
APPRAISAL

29. © HRM 03 Created by Sugiharto,
SH.MM 2012
PERFOR
MANCE
HUMAN RESOURCE MANAGEMENT
PPRAISAL
THE BENEFITS ON
EVALUATING HR
PERFORMANCE
Determining The
Performance’s Position
Coordinating the Result
Of Performance Appraisal
Determining The Action
Priority to be taken
The Performance's Result
To increase Motivation

30. © HRM 03 Created by Sugiharto,
SH.MM 2012

31. © HRM 03 Created by Sugiharto,
SH.MM 2012
PERFOR
MANCE
HUMAN RESOURCE MAN
APPRAISAL

32. © HRM 03 Created by Sugiharto,
SH.MM 2012
PERFORMANCE APPRAISAL
Performance is defined in terms …
Efficiency
Effectiveness
Personal Data
measures of accidents
Turn over levels
Absences
Tardiness

33. © HRM 03 Created by Sugiharto,
SH.MM 2012
The Appraisal Process
Job Analysis
Establishing Performance standard
Communicating Performance
Expectation to the Employees
Measure Actual Performance
Compare Actual performance
With The Standard
Discuss the Appraisal with the
Employee
Initiative Corrective Action
PERFORMANCE
APPRAISAL

34. © HRM 03 Created by Sugiharto,
SH.MM 2012
Review Performance Objectives
And Performance Standards
THE BEGINNING
Clarify Jobs Description and
Responsibilities
Clarify Employee Development
interests and needs
List of specific Development
Areas for Concentration
List of specific Development
Areas for Concentration
Review Progress toward Objectives
Through ongoing Feedback
PERFORMANCE
APPRAISAL

35. 4 Main Sources of Information
Personal Observation
Statistical Reports
Oral / Interview Reports
Written Reports
Reliable Information
Performance
Appraisal
Measurement
PERFORMANCE
APPRAISAL

36. THANK YOU
For LISTENING
HRM Performance Appraisal
Presented by
Aagam G Shah
Re-programmed
Presentation created by
Aagam Shah
Images provided by
Corbis
Personal collections
Fotosearch.com
Closing theme performed by
The Coors
E-mail: aagamg@gmail.com
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