Hrm performance appraisal

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Hrm performance appraisal

  1. 1. HUMAN RESOURCE MANAGEMENT PERFORMANCE APPRAISALPresented by Sugiharto, SH. MM
  2. 2. HUMAN RESOURCE MANAGEMENT PERFORMANCE APPRAISALPresented by Sugiharto, SH. MM Contract Psychologist Job Satisfaction Employees Turnover The Performance Appraisals Balance Scorecard © HRM 03 Created by Sugiharto, SH.MM 2012
  3. 3. PSYCHOLOGYCALN T CONTRACTHUMAN RESOURCE MANAGEMEPERFORMANCE APPRAISALS © HRM 03 Created by Sugiharto, SH.MM 2012PRESENTED BY SUGIHARTO. SH.MM
  4. 4. Individual and Organizational Relationships Merupakan hubungan alamiah yang tidak tertulis The Psychological Contract mengenai harapan karyawan dan atasannyaHUMAN RESOURCE MANAGEMENT PERFORMANCEAPPRAISAL © HRM 03 Created by Sugiharto, SH.MM 2012
  5. 5. HUMAN RESOURCE MANAGEMENTComponents of thePsychological Contract PERFORMANCE APPRAISAL Employers provide Employees contribute Competitive Continuous skill compensation and improvement and benefits increase productivity Reasonable time withFlexibility to balance the organization work and home life Extra effort when neededCareer development opportunities © HRM 03 Created by Sugiharto, SH.MM 2012
  6. 6. JOBN RSATISFACTIONHUMA ESOURCE MANAGEMENTPERFORMANCE APPRAISALSPRESENTED BY SUGIHARTO. SH.MM © HRM 03 Created by Sugiharto, SH.MM 2012
  7. 7. Factors Affecting Job HUMAN RESOURCE MANAGEMENT Satisfaction andOrganizational Commitment PERFORMANCE Motivation APPRAISAL The Individual The JOB Job Organizational Satisfaction / Commitment Dissatisfaction Absenteeism / turn over © HRM 03 Created by Sugiharto, SH.MM 2012
  8. 8. HUMAN RESOURCE MANAGEMENT PERFORMANCE APPRAISAL Supervising Relation A positive emotional state resulting from T H E J O B S AT I S F A C T I O N evaluating one’s job experience © HRM 03 Created by Sugiharto, SH.MM 2012
  9. 9. HUMAN RESOURCE MANAGEMENT PERFORMANCE APPRAISAL Employees Loyalty The degree to which employees believe in and accept organizational goals and desire to remain with the organization PRODUCTIVITY Commitment T H E J O B S AT I S F A C T I O N To The QUALITY Organization SERVICING © HRM 03 Created by Sugiharto, SH.MM 2012
  10. 10. HUMAN RESOURCE MANAGEMENT Motivation PERFORMANCE Effort Expended AComponents A L P P R A I S of Work ethic attendance Individual Performance Turnover Job design Individual Performance Organizational Talents SupportIndividual Ability Training & Development Interest Equipment & Technology Personal Performance standard characteristic Management system© 2008 Thomson/South-Western. All rights reserved. © HRM 03 Created by Sugiharto, SH.MM 2012
  11. 11. HUMAN RESOURCE MANAGEMENT PERFORMANCE APPRAISAL EMPLOYEE MOTIVATIONManagement Implications The desire within a person causingfor Motivating Individual that person to act to reach a goal Performance Consistency in organizational rewards Organizational support for employee effortsAccurate measurement of employee performanceDesirability of rewards by employees © HRM 03 Created by Sugiharto, SH.MM 2012
  12. 12. EMPLOYEESA NTURNT OVERHUMAN RESOURCE M AGEMENPERFORMANCE APPRAISALSPRESENTED BY SUGIHARTO. SH.MM © HRM 03 Created by Sugiharto, SH.MM 2012
  13. 13. HUMAN RESOURCE MANAGEMENTPERFORMANCEAPPRAISAL The Turnover Unfinished Job The process in which employees leave an organization and have to be replacedJika seorang manajer membutuhkan 12 orang dalam satu unit untuk menyelesaikan pekerjaan, dan 4 dari 12 orang tersebut Working Unit sering tidak hadir, maka pekerjaan tersebut mungkin tidak bisa selesai, atau perlu tambahan tenaga kerja © HRM 03 Created by Sugiharto, SH.MM 2012
  14. 14. HUMAN RESOURCE MANAGEMENT The Impact Of Turn Over PERFORMANCE APPRAISAL Inability to achieve business goals Loss of “image” to attract other individuals High costs of replacement Lost Job efficiency Loss Working Time More Coaching Time Double Time Selection New Recruit © HRM 03 Created by Sugiharto, SH.MM 2012
  15. 15. EMPLOYEESA NRETENTIONHUMAN RESOURCE M AGEMENTPERFORMANCE APPRAISALSPRESENTED BY SUGIHARTO. SH.MM © HRM 03 Created by Sugiharto, SH.MM 2012
  16. 16. HUMAN RESOURCE MANAGEMENT PERFORMANCEAPPRAISAL Culture and Values Positive, distinctive company that is well-managed, and offers exciting challenges Attractive Job Freedom and autonomy, exciting challenges, and career advancement and growth Compensation and Lifestyles Differentiated pay package, high totalEMPLOYEES RETENTION Factors compensation, geographic location, and respect for lifestyle © HRM 03 Created by Sugiharto, SH.MM 2012
  17. 17. HUMAN RESOURCE MANAGEMENT Employer Characteristic PERFORMANCE Culture and Values, management and APPRAISAL job security Jobs design and work Employee The match of job and person, relationship time flexibility, the balance of Fair, non- work and life discriminatory treatment, supervisory RETENTION Career Opportunities management support, Training and Development co worker relations and mentoring Rewards Competitive pay and benefits, performance and compensationsSource © 2008 Thomson/South-Western. All rights reserved. © HRM 03 Created by Sugiharto, SH.MM 2012
  18. 18. Motivation Task Physical characteristics Time InterestAuthority / responsibility Energy level Policies / procedures Personality variables Tools Satisfaction predisposition Job Characteristic People Characteristic (management can control) (management cannot control) Variety Honesty Time requirements Intelligence Social opportunitiesWorking considerations HUMAN RESOURCE MANAGEMENT Stress PERFORMANCE APPRAISAL © HRM 03 Created by Sugiharto, SH.MM 2012
  19. 19. HUMAN RESOURCE MANAGEMENT PERFORMANCEAPPRAISAL Un intended On Purpose Working Time
  20. 20. HUMAN RESOURCE MANAGEMENT Clear Absenteeism definitions PERFORMANCE APPRAISAL Socialized by supervisor and manager Pengawasan atau pengurangan jumlah ketidak hadiran harus dimulai dari pengawasan yang terus menerus dari statistic ketidak hadiran dalam suatu unit kerja mengendalikan ketidakhadiran yang Organization Policies disengaja akan lebih mudah jika manajer mengerti penyebabnya dengan jelas
  21. 21. EMPLOYEES RETENTIONHUMAN RESOURCE MANAGEMENTPERFORMANCE APPRAISALS Disciplinary Approach Verbal admonitions Written admonitions Resignations Positive Approach Absent Controlling method Rewards Recognitions Vacations The MIX-combination © HRM 03 Created by Sugiharto, SH.MM 2012
  22. 22. EMPLOYEES RETENTIONHUMAN RESOURCE MANAGEMENTPERFORMANCE APPRAISALS TURN OVER CONTROL Recruitment Process Selection Process Good Planned Orientation Program Competitive and Fair Compensation System
  23. 23. HUMAN RESOURCE MANAGEMENT PERFORMANCE APPRAISAL Move to Another Region/Area Family Reason UNCONTROLLED TURN-OVER Following the Husband/Wife to move Graduate from Colleges
  24. 24. HUMAN RESOURCE MANAGEMENT PERFORMANCEAPPRAISAL By Taking Action on Poor Organization Pre-emptive Supervising or Action Against Controlling Turnover Inappropriate Training Inconsistent Policy
  25. 25. THEN PERFORMANCE APPRAISALHUMA RESOURCE MANAGEMENTPERFORMANCE APPRAISALSPRESENTED BY SUGIHARTO. SH.MM © HRM 03 Created by Sugiharto, SH.MM 2012
  26. 26. Human Resource Development Organization Human Resource Information System The Key of Evaluating the Succeed in Human Resources Managing HR Efficiency and Activity EffectivenessHUMAN RESOURCE MANAGEMENT PERFORMANCEAPPRAISAL © HRM 03 Created by Sugiharto, SH.MM 2012
  27. 27. HR Affectivity Function Human Resources Information System Data Content Turn Over Level Absenteeism LevelHUMAN RESOURCE MANAGEMENT PERFORMANCEAPPRAISAL © HRM 03 Created by Sugiharto, SH.MM 2012
  28. 28. HR The EFFICIENCIES Recruitment Cost HRD Total Cost HR Cost per- Employee Compensation Cost per-EmployeeHUMAN RESOURCE MANAGEMENT PERFORMANCEAPPRAISAL © HRM 03 Created by Sugiharto, SH.MM 2012
  29. 29. HUMAN RESOURCE MANAGEMENT PERFORMANCE APPRAISAL Determining The THE BENEFITS ON Performance’s Position E VA L U AT I N G H R PERFORMANCE Coordinating the Result Of Performance Appraisal Determining The Action Priority to be taken The Performances Result To increase Motivation © HRM 03 Created by Sugiharto, SH.MM 2012
  30. 30. © HRM 03 Created by Sugiharto, SH.MM 2012
  31. 31. HUMAN RESOURCE MANAGEMENT PERFORMANCEAPPRAISAL© HRM 03 Created by Sugiharto, SH.MM 2012
  32. 32. PERFORMANCE APPRAISAL Absences Turn over levelsPerformance is defined in terms … Personal Data measures of accidents Efficiency TardinessEffectiveness © HRM 03 Created by Sugiharto, SH.MM 2012
  33. 33. Job Analysis Establishing Performance standard Communicating PerformanceThe Appraisal Process Expectation to the Employees Measure Actual Performance Compare Actual performance With The Standard Discuss the Appraisal with the Employee Initiative Corrective ActionPERFORMANCEAPPRAISALu © HRM 03 Created by Sugiharto, SH.MM 2012
  34. 34. PERFORMANCE Clarify Jobs Description andAPPRAISALu Responsibilities Clarify Employee Development interests and needs List of specific Development Areas for ConcentrationTHE BEGINNING List of specific Development Areas for Concentration Review Performance Objectives And Performance StandardsReview Progress toward Objectives Through ongoing Feedback © HRM 03 Created by Sugiharto, SH.MM 2012
  35. 35. 4 Main Sources of Information Performance Personal Observation Appraisal Measurement Statistical Reports Oral / Interview Reports Written ReportsPERFORMANCE Reliable InformationAPPRAISALu
  36. 36. THANK YOUFor LISTENINGHRM Performance AppraisalPresented bySugiharto, SH. MMRe-programmedPresentation created byugik013 Presentation ProImages provided byCorbisPersonal collectionsFotosearch.comClosing theme performed byThe CoorsE-mail: ugik013@yahoo.comsugiharto@gicibusinessschool.ac.idSTIE GICI Business School© 2012

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