EVALUATING EMPLOYEE PERFORMANCE Adelia Surianegara Athaya Dwinda Stephanie

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EVALUATING EMPLOYEE PERFORMANCE Adelia Surianegara Athaya Dwinda Stephanie Harefa

EVALUATING EMPLOYEE PERFORMANCE Adelia Surianegara Athaya Dwinda Stephanie Harefa

DETERMINE THE REASON FOR EVALUATING EMPLOYEE PERFORMANCE Providing Employee Training and Feedback Determining Salary

DETERMINE THE REASON FOR EVALUATING EMPLOYEE PERFORMANCE Providing Employee Training and Feedback Determining Salary Increases Making Promotion Decisions Making Termination Decisions Conducting personnel Research

IDENTIFY ENVIRONMENTAL AND CULTURAL LIMITATIONS

IDENTIFY ENVIRONMENTAL AND CULTURAL LIMITATIONS

DETERMINE WHO WILL EVALUATE PERFOMANCE Supervisors Peers Subordinates Customers Self-Appraisal

DETERMINE WHO WILL EVALUATE PERFOMANCE Supervisors Peers Subordinates Customers Self-Appraisal

SELECT THE BEST APPRAISAL METHODS TO ACCOMPLISH YOUR GOALS Descision 1: Focus of the

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?

Descision 3: use of employee comparisons, objective, measures, or ratings. Employee comparisons Objectibe measures

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 5. Extent to which organizational expectations are met

Evaluations of performance appraisal methods

Evaluations of performance appraisal methods

TRAIN RATERS

TRAIN RATERS

OBSERVE AND DOCUMENT PERFORMANCE Documentation is important for four reasons: 1. Supervisor fokus pada

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 karyawan yang diberhentikan atau ditolak kenaikan gaji atau kenaikkan jabatan.

EVALUATE PERFORMANCE Obtaining and Reviewing Objective Data. Reading Critical-Incident Logs Completing the Rating Form

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

SAMPLING PROBLEMS Recency Effect Infrequent Observation

SAMPLING PROBLEMS Recency Effect Infrequent Observation

COGNITIVE PROCESSING OF OBSERVED BEHAVIOR Observation of Behavior Bias

COGNITIVE PROCESSING OF OBSERVED BEHAVIOR Observation of Behavior Bias

COMMUNICATE APPRAISAL RESULT TO EMPLOYEES Prior - to The Interview : Allocating Time Scheduling

COMMUNICATE APPRAISAL RESULT TO EMPLOYEES Prior - to The Interview : Allocating Time Scheduling the Interview Preparing for the Interview

 During 1. 2. 3. 4. 5. the Interview : Peran penilaian kinerja yang

During 1. 2. 3. 4. 5. the Interview : Peran penilaian kinerja yang membuat keputusan tentang kenaikan gaji dan negara terminasi tidak satu tujuan. Bagaimana penilaian kinerja dilakukan Bagaimana proses evaluasi itu dilakukan Harapan bahwa wawancara penilaian akan interaktif Tujuan pemahaman dan meningkatkan kinerja.

TERMINATE EMPLOYEES 1. 2. 3. 4. 5. Employement-at-Will Doctrine : Negara Hukum Ketentuan Hukum

TERMINATE EMPLOYEES 1. 2. 3. 4. 5. Employement-at-Will Doctrine : Negara Hukum Ketentuan Hukum Federal atau Negara Kebijakan Publik/Bunga Kontrak ersirat

LEGAL REASONS FOR TERMINATING EMPLOYEES Probationary Period Violation of Company Rules : 1. Aturan-aturan

LEGAL REASONS FOR TERMINATING EMPLOYEES Probationary Period Violation of Company Rules : 1. Aturan-aturan tidak tertulis, bagaimanapun, tidak akan kuat di pengadilan. 2. Aturan dapat dikomunikasikan secara lisan selama orientasi dan staf pertemuan karyawan dan tertulis di buku panduan, laporan berkala, papan buletin, dan cek pembayaran.

3. Kemampuan majikan untuk membuktikan bahwa seorang karyawan benar-benar melanggar aturan. 4. Jika karyawan

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.

 Inability to Perform : 1. Berdasarkan pada analisis pekerjaan 2. Standar yang relevan

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 telah menerima pelatihan 5. Standar dan normal 6. Memberikan kesempatan bagi karyawan untuk mengajukan banding.

REDUCTION IN FORCE

REDUCTION IN FORCE

THE TERMINATION MEETING Prior to the Meeting During the Meeting After the Meeting

THE TERMINATION MEETING Prior to the Meeting During the Meeting After the Meeting