2. A Performance Appraisal :
1. is a method by which the job performance of
an employee is evaluated (generally in terms
of quality, quantity, cost, and time) typically
by the corresponding manager or supervisor;
2. is a part of guiding and managing career
development. It is the process of obtaining,
analyzing, and recording information about
the relative worth of an employee to the
organization.
3. Performance appraisal is an analysis of an
employee's recent successes and failures,
personal strengths and weaknesses, and
suitability for promotion or further
training. It is also the judgement of an
employee's performance in a job based on
considerations other than productivity
alone.
4. TUJUAN “PA”
1. Performance Improvement. Yaitu memungkinkan
pegawai dan manajer untuk mengambil tindakan
yang berhubungan dengan peningkatan kinerja.
2. Compensation adjustment. Membantu para
pengambil keputusan untuk menentukan siapa saja
yang berhak menerima kenaikan gaji atau
sebaliknya.
3. Placement decision. Menentukan promosi, transfer,
dan demotion.
4. Training and development needs mengevaluasi
kebutuhan pelatihan dan pengembangan bagi
pegawai agar kinerja mereka lebih optimal.
5. 5. Carrer planning and development. Memandu untuk
menentukan jenis karir dan potensi karir yang dapat
dicapai.
6. Staffing process deficiencies. Mempengaruhi
prosedur perekrutan pegawai.
7. Informational inaccuracies and job-design errors.
Membantu menjelaskan apa saja kesalahan yang
telah terjadi dalam manajemen sumber daya manusia
terutama di bidang informasi job-analysis, job-
design, dan sistem informasi manajemen sumber
daya manusia.
6. 8. Equal employment opportunity. Menunjukkan bahwa
placement decision tidak diskriminatif.
9. External challenges. Kadang-kadang kinerja pegawai
dipengaruhi oleh faktor eksternal seperti keluarga,
keuangan pribadi, kesehatan, dan lain-lainnya.
Biasanya faktor ini tidak terlalu kelihatan, namun
dengan melakukan penilaian kinerja, faktor-faktor
eksternal ini akan kelihatan sehingga membantu
departemen sumber daya manusia untuk
memberikan bantuan bagi peningkatan kinerja
pegawai.
10. Feedback. Memberikan umpan balik bagi urusan
kepegawaian maupun bagi pegawai itu sendiri.
7. MANFAAT “PA”
1. Perbaikan Kinerja
2. Penyesuaian Kompensasi
3. Keputusan Penempatan
4. Kebutuhan Pelatihan dan Pengembangan
5. Perencanaan dan Pengembangan Karir
6. Kekurangan dalam Penyusunan Karyawan
7. Kesempatan Kerja yang Sama
8. Tantangan dari luar
9. Umpan Balik terhadap SDM
8. UNSUR POKOK PENILAIAN KINERJA
EMPLOYEE
PERFORMANCE
PERFORMANCE
APPRAISAL
EMPLOYEE
FEEDBACK
PERFORMANCE
MEASURES
PERFORMANCE
RELATED
STANDAR
EMPLOYEE RECORD
HUMAN RESOURCES
DECISION
9. TINGKAT ASPEK
OPERATOR 1. Prestasi kerja
2. Tanggungjawab
3. Ketaatan
4. Kejujuran
5. Kerjasama
FOREMAN 1. Prestasi Kerja
2. Tanggungjawab
3. Ketaatan
4. Kejujuran
5. Kerjasama
6. Kepemimpinan
10. TINGKAT ASPEK
SUPERVISOR 1. Prestasi kerja
2. Tanggungjawab
3. Ketaatan
4. Kejujuran
5. Kerjasama
6. Prakarsa (inisiatif)
7. Kepemimpinan
Kepala Bagian ke Atas 1. Prestasi Kerja
2. Tanggungjawab
3. Ketaatan
4. Kejujuran
5. Kerjasama
6. Prakarsa
7. Kepemimpinan
11. Metode Appraisal
The most popular methods used in the performance
appraisal process include the following:
MANAGEMENT BY OBJECTIVE (MBO)
12. Management by Objectives (MBO) is
a process of defining objectives within
an organization so that management
and employees agree to the objectives
and understand what they are in the
organization.
The term "management by objectives"
was first popularized by Peter Drucker
in his 1954 book 'The Practice of
Management'.[1]
13. The essence of MBO is participative goal
setting, choosing course of actions and
decision making. An important part of the
MBO is the measurement and the comparison
of the employee’s actual performance with the
standards set. Ideally, when employees
themselves have been involved with the goal
setting and choosing the course of action to be
followed by them, they are more likely to fulfill
their responsibilities.
