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Introduction Performance Management.pptx
- 2. Performance Management Is an organization wide system whereby managers integrate the activities of goal setting, monitoring and evaluating; providing feedback and coaching; and rewarding employees on a continuous basis (Kinicki & Fugate, 2013) Performance management systems are now utilized around the world. Robbins (2013) has explained performance, that is a result achieved by employees according to certain criteria for a job. That individual performance can be measured by several measures such as the quality of work, the quantity of work and the timeliness of employee work
- 3. The ability of employees to be the main capital to achieve organizational goals. To improve performance optimally, it takes the abilities and skills of employees in accordance with their expertise. Efforts to improve employee capacity have become a major concern of every element of leadership in order to achieve organizational success. Increasing the ability of each employee is expected to lead to the potential of the organization in achieving the goals that have been set.
- 4. Prinsip Dan Langkah Pengembangan Indikator Kinerja Kemitraan (partnership) antara manajemen, perwakilan pegawai atau pegawai secara keseluruhan, termasuk serikat pekerja, pelanggan dan pemasok Pemberdayaan (empowerment) seluruh pegawai perusahaan Perbaikan kinerja yang terintegrasi (Integrated Performance Improvement) Tim yang independent
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Editor's Notes
- NOTE: To change the image on this slide, select the picture and delete it. Then click the Pictures icon in the placeholder to insert your own image.
- Merupakan sistem organisasi yang luas dimana para manajer mengintegrasikan aktivitas penetapan tujuan, pemantauan dan evaluasi; memberikan umpan balik dan pembinaan; dan memberi penghargaan kepada karyawan secara terus menerus. Sistem manajemen kinerja sekarang digunakan di seluruh dunia. Robbins (2013) telah menjelaskan kinerja, yaitu suatu hasil yang dicapai pegawai menurut kriteria tertentu terhadap suatu pekerjaan. Kinerja individu tersebut dapat diukur dengan beberapa ukuran seperti kualitas kerja, kuantitas pekerjaan dan ketepatan waktu kerja pegawai
- Kemampuan pegawai menjadi modal utama untuk mencapai tujuan organisasi. Untuk meningkatkan kinerja secara optimal diperlukan kemampuan dan keterampilan pegawai yang sesuai dengan keahliannya. Upaya peningkatan kapasitas pegawai telah menjadi perhatian utama setiap elemen pimpinan guna mencapai keberhasilan organisasi. Peningkatan kemampuan setiap pegawai diharapkan dapat menimbulkan potensi organisasi dalam mencapai tujuan yang telah ditetapkan.