Metode Pa

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Metode Pa

  1. 1. Penilaian Kinerja (Performance Appraisal) Dr. Bill Snavely Miami University
  2. 2. <ul><li>Pengambilan Keputusan </li></ul><ul><ul><li>Promotions </li></ul></ul><ul><ul><li>Transfers </li></ul></ul><ul><ul><li>Terminations </li></ul></ul><ul><li>Identifikasi T&D Needs </li></ul><ul><li>Validasi selection and development programs </li></ul>Penilaian Kinerja Tujuan:
  3. 3. <ul><li>Build Expectancy </li></ul><ul><li>Build Instrumentality </li></ul><ul><li>Improve Role Clarity </li></ul><ul><li>Clear Measurement </li></ul>Penilaian Kinerja Keterkaitannya dengan motivasi
  4. 4. Apa yang seharusnya dipertimbangkan? Traits Behavior Task Outcomes
  5. 5. <ul><li>Diukur dari Hasil Kerja, Contoh : </li></ul><ul><ul><li>Produktivitas </li></ul></ul><ul><ul><li>Biaya per unit propduksi </li></ul></ul><ul><ul><li>Hasil penjualan (Rp). </li></ul></ul><ul><ul><li>Kauntungan </li></ul></ul><ul><ul><li>Goal Achievement (MBO) </li></ul></ul>Task Outcomes
  6. 6. <ul><li>Tepat untuk Staff, Team Members , Contoh: </li></ul><ul><ul><li>Tardiness </li></ul></ul><ul><ul><li>Project Completion On-Time </li></ul></ul><ul><ul><li>Sick Days Used </li></ul></ul><ul><ul><li>Number of Contacts, etc. </li></ul></ul>Behavior
  7. 7. <ul><li>Kriteria : </li></ul><ul><ul><li>Sikap Kerja </li></ul></ul><ul><ul><li>Kemampuan mengayomi (Dependability) </li></ul></ul><ul><ul><li>Kerjasama </li></ul></ul><ul><ul><li>Kepercayaan diri (Self-Confidence) </li></ul></ul>Traits
  8. 8. <ul><li>Atasan langsung </li></ul><ul><li>Rekan kerja (Peers) </li></ul><ul><li>Diri sendiri (Self-evaluation) </li></ul><ul><li>Bawahan langsung </li></ul><ul><li>Semua unsur (360-degree appraisal) </li></ul>Siapa yang Menilai?
  9. 9. METODE PENILAIAN KINERJA <ul><li>Written essays </li></ul><ul><li>Critical incidents </li></ul><ul><li>Graphic rating scales </li></ul><ul><li>Behaviorally anchored rating </li></ul><ul><li>Multi-person comparisons </li></ul>
  10. 10. Multi-Person Comparisons <ul><li>Group Order Rankings </li></ul><ul><ul><li>Top 10%, Next 10%, etc. </li></ul></ul><ul><li>Individual Rankings </li></ul><ul><ul><li>Rank from best to worst </li></ul></ul><ul><li>Paired Comparisons </li></ul><ul><ul><li>Compare to every other employee - stronger or weaker </li></ul></ul>
  11. 11. Potential Problems <ul><li>Single criterion </li></ul><ul><li>Leniency error </li></ul><ul><li>Halo error </li></ul><ul><li>Similarity error </li></ul><ul><li>Low differentiation </li></ul><ul><li>The “forcing” of information </li></ul>
  12. 12. Overcoming Problems <ul><li>Use multiple criteria </li></ul><ul><li>De-emphasize traits </li></ul><ul><li>Emphasize behavior </li></ul><ul><li>Document performance </li></ul><ul><li>Use multiple evaluators </li></ul><ul><li>Appraise selectively </li></ul><ul><li>Train appraisers </li></ul>
  13. 13. Using Performance Feedback <ul><li>Deal with problems before the annual review </li></ul><ul><ul><li>“ No Surprises” </li></ul></ul><ul><li>Separate performance and pay reviews </li></ul><ul><li>Allow employees to engage in self-evaluation </li></ul><ul><li>Focus on specific examples of behavior </li></ul><ul><li>Treat the review as part of a process </li></ul>
  14. 14. Appraising Team Performance <ul><li>Tie results to organizational goals </li></ul><ul><li>Begin with the team’s customers </li></ul><ul><li>Measure team performance </li></ul><ul><li>Recognize individual efforts </li></ul><ul><li>Use team-defined objectives </li></ul>
  15. 15. Performance Appraisal In A Global Context Relationship to Environment Time Orientation Focus of Responsibility
  16. 16. Performance Effort Seniority Skills Held Discretionary Time Job Difficulty Reward Systems
  17. 17. Intrinsic Extrinsic Nonfinancial Indirect Types of Rewards

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