1. PENGERTIAN DAN FUNGSI EVALUASI KINERJA

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Evaluasi kinerja sumber daya manusia merupakan penilaian terhadap kinerja karyawan berdasarkan sasaran dan standar kinerja yang telah ditetapkan. Fungsi evaluasi kinerja adalah untuk mengukur pencapaian kinerja karyawan dengan menggunakan ukuran-ukuran kinerja tertentu, serta mengetahui kesesuaian antara kinerja aktual dengan standar kinerja yang diharapkan.

PENGERTIAN DAN FUNGSI EVALUASI KINERJA SUMBER DAYA MANUSIA
MANAJEMEN
KINERJA
SASARAN
EVALUASI
KINERJA
EVALUASI
KINERJA
UKURAN
KINERJA
STANDAR
KINERJA
FUNGSI
EVALUASI
KINERJA

Dokumen tersebut membahas tentang kompensasi non finansial yang meliputi kepuasan yang diperoleh seseorang dari pekerjaannya atau lingkungan kerjanya. Komponen kompensasi non finansial antara lain jabatan, variasi tugas, signifikansi tugas, otonomi, umpan balik, serta lingkungan kerja yang mendukung. Dokumen ini juga menjelaskan berbagai bentuk fleksibilitas waktu dan tempat kerja yang dapat memberikan keseimbangan ant

11. KOMPENSASI FINANCIAL

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10. SURVEY BENCHMARKING KOMPENSASI

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9. LANGKAH-LANGKAH MERUMUSKAN DAN MEMBUAT SISTEM KOMPENSASI

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8. KONSEP DASAR KOMPENSASI

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Suryanti's document discusses competencies and capabilities for developing human resources. It defines key terms like competency, capability, acceptability, and electability. It also outlines the characteristics of competencies, including generic competency groups and components for human resource management and development. The document emphasizes that superior and competitive human resources require a combination of commitment and competencies to create intellectual capital.

4. MENGELOLA POTENSI KECERDASAN DAN EMOSIONAL

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3. MOTIVASI DAN KEPUASAN KERJA

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2. HUMAN RESOURCE SCORE CARD (HRSC)

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This document contains information about a student named Suryanti who is taking a class on performance evaluation and compensation. The class is taught by Ade Fauji from the Faculty of Economics and Business at Bina Bangsa University. The document discusses using a human resources scorecard to measure human capital performance and links an organization's business strategy to its human resources strategy. It lists components of an HR strategy and business results that can be measured using an HR scorecard.

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