EVALUATING EMPLOYEE
PERFORMANCE
Adelia Surianegara
Athaya Dwinda
DETERMINE THE REASON FOR
EVALUATING EMPLOYEE PERFORMANCE
Providing Employee Training and Feedback Determining Salary Increases
DETERMINE WHO WILL EVALUATE
PERFOMANCE
Supervisors Peers
Subordinates Customers
SELECT THE BEST APPRAISAL
METHODS TO ACCOMPLISH YOUR
GOALS
Descision 1: Focus of the Appraisal
Dimensions
Traitfocused performance dimensions
Competencyfocused performance dimensions
Taskfocused performance dimensions
Goalfocused peformance dimensions
Contextual performance
Descision 3: use of employee comparisons,
objective, measures, or ratings.
Employee comparisons Objectibe measures
1. Quatity of work 2. Quality of work 3. Attendance
4. Safety
Rating of performance
1. Graphic rating scale 2. Behavioral Checklist
3. Comparisons with other employees 4. Frequency of desired behaviors
OBSERVE AND DOCUMENT
PERFORMANCE
Documentation is important for four reasons:
1. Supervisor fokus pada peerilaku karyawannya 2. Membantu supervisor untuk mengingat kembali
perilaku karyawannya
3. Memberikan contoh untuk digunakan saat menijau penilaian kinerja karyawan
4. Dokumentasi membantu lembaga mempertahankan tindakan hukum yang dapat diambil untuk
EVALUATE PERFORMANCE
Obtaining and Reviewing Objective Data
.
Reading CriticalIncident Logs
Completing the Rating Form :
Distribution Errors
Halo Errors
SAMPLING PROBLEMS
Recency Effect
COGNITIVE PROCESSING OF
OBSERVED BEHAVIOR
COMMUNICATE APPRAISAL RESULT
TO EMPLOYEES
Prior to The Interview :
Allocating Time
Scheduling the Interview
During the Interview
:1. Peran penilaian kinerja yang membuat keputusan tentang kenaikan gaji dan negara terminasi tidak satusatu tujuan.
2. Bagaimana penilaian kinerja dilakukan 3. Bagaimana proses evaluasi itu dilakukan 4. Harapan bahwa wawancara penilaian akan
interaktif
TERMINATE EMPLOYEES
EmployementatWill Doctrine :
1. Negara Hukum
2. Ketentuan Hukum Federal atau Negara 3. Kebijakan Publik/Bunga
4. Kontrak
LEGAL REASONS FOR
TERMINATING EMPLOYEES
Probationary Period
Violation of Company Rules :
1.
Aturanaturan tidak tertulis,
bagaimanapun, tidak akan akan kuat di
pengadilan.
2.
Aturan dapat dikomunikasikan secara
3. Kemampuan majikan untuk membuktikan bahwa seorang karyawan benarbenar melanggar aturan. 4. Jika karyawan lain melanggar aturan tapi tidak
Inability to Perform :
1. Berdasarkan pada analisis pekerjaan
2. Standar yang relevan yang telah disampaikan kepada karyawan
3. Melibatkan beberapa langkahlangkah perilaku kinerja
4. Termasuk beberapa penilai, yang masingmasing telah menerima pelatihan
5. Standar dan normal
