Evaluasi Kinerja / Performance Appraisal

Presentasi berjudul: "Evaluasi Kinerja / Performance Appraisal"— Transcript presentasi:

1 Evaluasi Kinerja / Performance Appraisal

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

3 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

4 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

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

6 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?

7 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

8 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)

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

10 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

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

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

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

14 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

15 Wassalam....

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