Pengalaman yang bernilai mengembangkan karyawan:
- Kerja yg menantang
- Menjadi bos bagi orang lain
- Hardship: jalan buntu
- Kursus-kursus
- Pengalaman di luar pekerjaan
Umpanbalik 360º:
- Balikan dari beberapa sumber
- Mengurangi kelemahan single-feedback source
- Konten balikan: kepribadian, leadership, hubungan interpersonal, bakat, nilai, etika,dsb
- Power of development
- Mudah diimitasi kompetitor
Low accuracy of information
Low percentage of completion
Human resources staff seen as the policy cops inability to defend terminations when challenged in court
Lack of management supports
Performance factors are not maturely established
Oral process of performance appraisal:
- No paperworks, relies on conversations
- Manager give questions & subordinate answers
- Less rejection from supervisors
Human Resource (HR) sbg aset strategis
Demographic Items :
- Tanggal pertama kali karyawan masuk ke organisasi & tanggal dia menduduki posisi ini pertama kali
- Alasan dilakukan penilaian (penilaian tahunan biasa, atas permintaan pegawai, transfer)
- Penggajian 7 penetapan posisi
- Tanggal evaluasi selanjutnya (Yang akan datang)
- Title of job
- Division, department, unit
- Employee ID number
- Salary grade
- Evaluation Period
- Number of months and years in which appraiser supervises the employee (berapa lama atasan sdh menilai bawahan)
Isu-isu Administratif:
- Periode penilaian anniversary, month when employee joined
- Karyawan baru
- Karyawan Transfer & Promosi
- Matrix Organization
- Persetujuan atasan : from immediate supervisor & HR manager (esp. for compensation change)
Ratings
- HR Manager harus memahami kekuatan dan kelemahan tiap cara penilaian
- Sadar adanya kemungkinan terjadi tendensi sentral
- Pastikan supervisor tidak mengidap sindrom score 4 and 5
Siapa saja yang dapat menilai?
- Self Appraisal/Penilaian diri
- Upward Appraisal/Penilaian ke atas
- Peer appraisal/Penilaian oleh kolega
- 360° approach: appraisal from super-ordinate, peer, subordinate, self, & customer
Example of PT Perhutani
Components of total score:
Components Weight/Bobot
Goals 45%
Competencies 20%
Pangkat/Gol/Usia 15%
Length of service at PHT 10%
Lama pd posisi & pd jabatan 5%
Pendidikan awal + tambahan 5%
Total weight/bobot = 100%
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