Evaluasi Kinerja / Performance Appraisal

Pengertian Performance appraisal: the measurement and assessment of an employee’s job performance

Mengapa penting ? a.Menolong agar karyawan dapat melakukan tugasnya dg lebih baik b.Identifikasi kebutuhan pendidikan dan pelatihan c. Memberi tugas pada karyawan sebaik mungkin d.Mengatur keadilan dalam gaji, manfaat, promosi, perekrutan maupun PHK

Functions of Performance Appraisal Employee Development Tool Goal setting: Set performance goals for each employee Involve the employee in goal setting Make the goals specific, concrete, & measurable Example goals (some of many) for a retail store manager: Sales goal for year = $2 million Customer satisfaction goal = average rating of 4.5 on 5-point customer satisfaction rating scale

Make the goals difficult but achievable, challenging but realistic Empower employees to achieve their goals

Provide feedback to reinforce & sustain performance Employees need to know how they are doing Provide help & advice to improve performance Be a coach in addition to being a boss Assist employees in achieving career progression goals Determine training needs Do employees have job performance deficiencies for which training would be an effective remedy?

Administrative Tool Link rewards to performance Examples: pay increases, promotions, demotions, terminations, disciplinary actions, etc. Goal: Create incentives to motivate employees to increase their performance Evaluate HRM policies & programs Example: Evaluate a training program: Measure job performance before and after training to see if performance improved

MASALAH DLM PENAKSIRAN 1. Leniency errors (penilaian positif) 2. Severity errors (penilaian negatif) 3. Central tendency errors 4. Hallo effects (penilaian positif mendsrkan pd satu karakter atau tindakan)

MASALAH DLM PENAKSIRAN 5. Recency effects (penilaian lebih baik pd tampilan sekarang) 6. Attribution errors Causal attribution (menilai didasarkan pd penyebab sebuah perilaku)

MASALAH DLM PENAKSIRAN  Actor-observer bias (menanggapai hsl kerja dg cara berbeda) Actor (pekerja) memandang peran faktor situasional, sdg Observer (penilai) memandang peran karakter personal

MASALAH DLM PENAKSIRAN 7. Personal Biases Penilaian berdasarkan sekse, ras, usia, karakter fisik PROSES PENAKSIRAN 1. Asesmen 2. Feedback

MASALAH DLM PENAKSIRAN 7. Personal Biases Penilaian berdasarkan sekse, ras, usia, karakter fisik PROSES PENAKSIRAN 1. Asesmen 2. Feedback

MEMPERBAIKI PENAKSIRAN Memperbaiki teknik penaksiran Melatih penaksir Menggunakan rating dari beberapa penaksir Menaksir penaksir Sosialisasi kegiatan penaksiran scr intensif

Bgm psikolog I/O bekerja dg masalah evaluasi ? Mengidentifikasi KSA dan kualitas lainnya yg diperlukan untuk evaluasi Menciptakan standar evaluasi (yg dapat diterima dan baik) Melatih penyelia untuk melakukan evaluasi dan fokus pada masalah tertentu Mempelajari masalah dalam evaluasi

Wassalam....

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