Evaluating Employee Performance

Presentasi berjudul: "Evaluating Employee Performance"— Transcript presentasi:

1 Evaluating Employee Performance
Adelia Surianegara Athaya Dwinda Stephanie Harefa

2 Determine the Reason for Evaluating Employee Performance
Providing Employee Training and Feedback Determining Salary Increases Making Promotion Decisions Making Termination Decisions Conducting personnel Research

3 Identify Environmental and Cultural Limitations

4 Determine Who Will Evaluate Perfomance
Supervisors Peers Subordinates Customers Self-Appraisal

5 Select the Best Appraisal Methods to Accomplish Your Goals
Descision 1: Focus of the Appraisal Dimensions Trait-focused performance dimensions Competency-focused performance dimensions Task-focused performance dimensions Goal-focused peformance dimensions Contextual performance Descision 2: Should Dimensions be weighted?

6 Descision 3: use of employee comparisons, objective, measures, or ratings.
Objectibe measures Quatity of work Quality of work Attendance Safety Rating of performance Graphic rating scale Behavioral Checklist Comparisons with other employees Frequency of desired behaviors Extent to which organizational expectations are met

7 Evaluations of performance appraisal methods

8 Train Raters

9 Observe and Document Performance
Documentation is important for four reasons: Supervisor fokus pada peerilaku karyawannya Membantu supervisor untuk mengingat kembali perilaku karyawannya Memberikan contoh untuk digunakan saat menijau penilaian kinerja karyawan Dokumentasi membantu lembaga mempertahankan tindakan hukum yang dapat diambil untuk karyawan yang diberhentikan atau ditolak kenaikan gaji atau kenaikkan jabatan.

10 Evaluate Performance Obtaining and Reviewing Objective Data.
Reading Critical-Incident Logs Completing the Rating Form : - Distribution Errors - Halo Errors - Proximity Errors - Contrast Errors

11 Infrequent Observation
Sampling Problems Recency Effect Infrequent Observation

12 Cognitive Processing of Observed Behavior
Observation of Behavior Bias

13 Communicate Appraisal Result to Employees
Prior to The Interview : Allocating Time Scheduling the Interview Preparing for the Interview

14 During the Interview : Peran penilaian kinerja yang membuat keputusan tentang kenaikan gaji dan negara terminasi tidak satu-satu tujuan. Bagaimana penilaian kinerja dilakukan Bagaimana proses evaluasi itu dilakukan Harapan bahwa wawancara penilaian akan interaktif Tujuan pemahaman dan meningkatkan kinerja.

15 Employement-at-Will Doctrine :
Terminate Employees Employement-at-Will Doctrine : Negara Hukum Ketentuan Hukum Federal atau Negara Kebijakan Publik/Bunga Kontrak Kontrak ersirat

16 Legal Reasons for Terminating Employees
Probationary Period Violation of Company Rules : Aturan-aturan tidak tertulis, bagaimanapun, tidak akan akan kuat di pengadilan. Aturan dapat dikomunikasikan secara lisan selama orientasi dan staf pertemuan karyawan dan tertulis di buku panduan, laporan berkala, papan buletin, dan cek pembayaran.

17 3. Kemampuan majikan untuk membuktikan bahwa seorang karyawan benar-benar melanggar aturan. 4. Jika karyawan lain melanggar aturan tapi tidak dihentikan, mengakhiri seorang karyawan untuk pelanggaran aturan tertentu mungkin tidak sah. 5. Sejauh mana hukuman sesuai kejahatan.

18 Inability to Perform : 1. Berdasarkan pada analisis pekerjaan
2. Standar yang relevan yang telah disampaikan kepada karyawan 3. Melibatkan beberapa langkah-langkah perilaku kinerja 4. Termasuk beberapa penilai, yang masing- masing telah menerima pelatihan 5. Standar dan normal 6. Memberikan kesempatan bagi karyawan untuk mengajukan banding.

19 Reduction in Force

20 The Termination Meeting
Prior to the Meeting During the Meeting After the Meeting

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