1. HUMAN RESOURCE MANAGEMENT PERFOR APPRAISAL MANCEPresented by Sugiharto, SH. MM

2. HUMAN RESOURCE MANAGEMENT PERFOR APPRAISAL MANCEPresented by Sugiharto, SH. MMContract PsychologistJob SatisfactionEmployees TurnoverThe Performance Appraisals Balance Scorecard HRM 03 Created by Sugiharto, SH.MM 2012 3. CHOLOGYCALN ACONTRACT HUMAN RESOURCE MA GEMENT PERFORMANCE APPRAISALS HRM 03 Created by Sugiharto, SH.MM 2012 PRESENTED BY SUGIHARTO. SH.MM 4. Individual and OrganizationalRelationships Merupakanhubungan alamiah yangtidak tertulisThe Psychological Contractmengenai harapan karyawan danatasannyaHUMAN RESOURCE MANAGEMENTPERFORAPPRAISAL MANCE HRM 03 Created by Sugiharto, SH.MM 2012 5. HUMAN RESOURCE MAComponents of the PERFORPsychologicalContract MANCE APPRAISA Employers provide Employees contribute Competitive Continuous skillcompensation and improvement andbenefits increase productivity Reasonable time withFlexibility to balance the organizationwork and home life Extra effort when neededCareer developmentopportunities HRM 03 Created by Sugiharto, SH.MM 2012 6. B USATISFACTIONE N T H MAN RESOURCE MANAGEM PERFORMANCE APPRAISALS PRESENTED BY SUGIHARTO. SH.MM HRM 03 Created by Sugiharto, SH.MM 2012 7. Factors Affecting JobHUMAN RESOURCE M Satisfaction andOrganizational CommitmentPERFOR MotivationMANCE APPRAISAThe IndividualThe JOB JobOrganizationalSatisfaction / Commitment DissatisfactionAbsenteeism /turn over HRM 03 Created by Sugiharto, SH.MM 2012 8. HUMAN RESOURCE MANAGEMENT PERFOR MANCEPPRAISAL Supervising Relation A positive emotional state resulting fromT H E J O B S AT I S F A C T I O N evaluating ones job experience HRM 03 Created by Sugiharto, SH.MM 2012 9. HUMAN RESOURCE MANAGEMENT PERFOR Employees Loyalty MANCEPPRAISAL The degree to which employees believe in and accept organizational goals and desire to remain with the organization PRODUCTIVITYCommitment T H E J O B S AT I S F A C T I O N To The QUALITYOrganization SERVICING HRM 03 Created by Sugiharto, SH.MM 2012 10. HUMAN RESOURCE MANAGEMENT Motivation PERFOR Effort Expended MANCEPPRAISALWork ethic Components ofattendance IndividualPerformance TurnoverJob design Individual Performance OrganizationalTalentsSupportIndividual Ability Training & Development InterestEquipment & Technology PersonalPerformance standard characteristicManagement system 2008 Thomson/South-Western. All rights reserved. HRM 03 Created by Sugiharto, SH.MM 2012 11. HUMAN RESOURCE MANAGEMENT PERFOR MANCEPPRAISAL EMPLOYEE MOTIVATIOManagement Implications The desire within a person causingfor Motivating Individualthat person to act to reach a goal PerformanceConsistency in organizational rewards Organizational supportfor employee effortsAccurate measurement of employee performanceDesirability of rewards by employees HRM 03 Created by Sugiharto, SH.MM 2012 12. PLOYEES R C E M A N A G EOVER HUMAN RESOU TURN M E N TPERFORMANCE APPRAISALSPRESENTED BY SUGIHARTO. SH.MM HRM 03 Created by Sugiharto, SH.MM 2012 13. HUMAN RESOURCE MANAGEMENT PERFORPPRAISALMANCE The Turnover Unfinished Job The process in which employees leave an organization and have to be replaced Jika seorang manajer membutuhkan 12 orang dalam satu unit untuk menyelesaikanpekerjaan, dan 4 dari 12 orang tersebut Working Unitsering tidak hadir, maka pekerjaan tersebut mungkin tidak bisa selesai, atau perlu tambahan tenaga kerja HRM 03 Created by Sugiharto, SH.MM 2012 14. HUMAN RESOURCE MANAGEMENTThe Impact Of Turn Over PERFOR MANCEPPRAISAL Inability to achieve business goalsLoss of image to attract other individualsHigh costs of replacementLost Job efficiencyLoss Working TimeMore Coaching TimeDouble Time Selection New Recruit HRM 03 Created by Sugiharto, SH.MM 2012 15. PLOYEESR C E M A N A G E M E N T HUMAN RESOU RETENTIONPERFORMANCE APPRAISALSPRESENTED BY SUGIHARTO. SH.MM HRM 03 Created by Sugiharto, SH.MM 2012 16. HUMAN RESOURCE MANAGEMENTPERFORAPPRAISALMANCECulture and Values Positive, distinctive company that is well-managed, and offers exciting challenges Attractive Job Freedom and autonomy, exciting challenges, and career advancement and growth Compensation and Lifestyles Differentiated pay package, high total EMPLOYEES RETENTION Factors compensation, geographic location, and respect for lifestyle HRM 03 Created by Sugiharto, SH.MM 2012 17. HUMAN RESOURCE MANAGEMENTEmployer Characteristic PERFOR Culture and Values, management andjob security MANCEPPRAISALJobs design and work EmployeeThe match of job and person, relationship time flexibility, the balance ofFair, non-work and lifediscriminatory treatment, supervisoryRETENTION Career Opportunitiesmanagement Training and Development support, co workerand mentoring relations Rewards Competitive pay and benefits, performance and compensationsSource 2008 Thomson/South-Western. All rights reserved. HRM 03 Created by Sugiharto, SH.MM 2012 18. Motivation TaskPhysical characteristicsTime InterestAuthority / responsibility Energy level Policies / proceduresPersonality variablesTools Satisfaction predisposition Job CharacteristicPeople Characteristic (management can control)(management cannot control)VarietyHonestyTime requirementsIntelligenceSocial opportunitiesHUMAN RESOURCE MANAGEMENTWorking considerations StressPERFOR APPRAISAL MANCE HRM 03 Created by Sugiharto, SH.MM 2012 19. HUMAN RESOURCE MANAGEMENT PERFORPPRAISAL MANCE Un intended On Purpose WorkingTime 20. HUMAN RESOURCE MANAGEMENT Clear Absenteeism definitions PERFOR MANCEPPRAISALSocialized by supervisor and managerPengawasan atau pengurangan jumlahketidak hadiran harus dimulai daripengawasan yang terus menerus dari statistic ketidak hadiran dalamsuatu unit kerja mengendalikan ketidakhadiran yang Organization Policies disengaja akan lebih mudah jika manajer mengerti penyebabnya dengan jelas 21. PLOYEES RETENTION HUMAN RESOURCE MANAGEMENT PERFORMANCE APPRAISALSDisciplinary ApproachVerbal admonitionsWritten admonitionsResignationsPositive ApproachAbsent Controlling methodRewardsRecognitionsVacationsThe MIX-combination HRM 03 Created by Sugiharto, SH.MM 2012 22. PLOYEES RETENTION HUMAN RESOURCE MANAGEMENT PERFORMANCE APPRAISALSTURN OVER CONTROL Recruitment Process Selection Process Good PlannedOrientation ProgramCompetitive and Fair Compensation System 23. HUMAN RESOURCE MANAGEMENT PERFOR MANCEPPRAISAL Move to Another Region/AreaFamily ReasonUNCONTROLLED TURN-OVER Following the Husband/Wife to move Graduate from Colleges 24. HUMAN RESOURCE MANAGEMENT PERFORPPRAISAL MANCE By Taking Action on Poor Organization Pre-emptiveSupervising orAction AgainstControlling TurnoverInappropriate Training Inconsistent Policy 25. PERFORMANCEG EAPPRAISAL HUMAN RESOURCE MANA MENT PERFORMANCE APPRAISALS PRESENTED BY SUGIHARTO. SH.MM HRM 03 Created by Sugiharto, SH.MM 2012 26. Human ResourceDevelopment Organization Human ResourceInformation System The Key ofEvaluating the Succeed in Human ResourcesManaging HREfficiency andActivityEffectivenessHUMAN RESOURCE MANAGEMENT PERFORPPRAISAL MANCE HRM 03 Created by Sugiharto, SH.MM 2012 27. HR Affectivity FunctionHuman Resources Information System Data Content Turn Over Level Absenteeism LevelHUMAN RESOURCE MANAGEMENT PERFORPPRAISAL MANCE HRM 03 Created by Sugiharto, SH.MM 2012 28. HR The EFFICIENCIES Recruitment CostHRD Total Cost HR Cost per-EmployeeCompensation Costper-EmployeeHUMAN RESOURCE MANAGEMENT PERFORPPRAISAL MANCE HRM 03 Created by Sugiharto, SH.MM 2012 29. HUMAN RESOURCE MANAGEMENT PERFOR MANCEPPRAISALDetermining The THE BENEFITS ON Performances Position E VA L U AT I N G H RPERFORMANCECoordinating the ResultOf Performance Appraisal Determining The Action Priority to be takenThe Performances Result To increase Motivation HRM 03 Created by Sugiharto, SH.MM 2012 30. HRM 03 Created by Sugiharto, SH.MM 2012 31. HUMAN RESOURCE MANPERFORAPPRAISALMANCE HRM 03 Created by Sugiharto, SH.MM 2012 32. FORMANCE APPRAISAL over levels Absences Turn Performance is defined in terms Personal Data measures of accidentsEfficiency Tardiness Effectiveness HRM 03 Created by Sugiharto, SH.MM 2012 33. Job AnalysisEstablishing Performance standardCommunicating PerformanceThe Appraisal Process Expectation to the Employees Measure Actual PerformanceCompare Actual performance With The StandardDiscuss the Appraisal with the EmployeeInitiative Corrective Action PERFORAPPRAIS MANCE HRM 03 Created by Sugiharto, SH.MM 2012 34. PERFOR Clarify Jobs Description andAPPRAIS MANCEResponsibilitiesALu Clarify Employee Developmentinterests and needsList of specific DevelopmentAreas for ConcentrationTHE BEGINNINGList of specific DevelopmentAreas for Concentration Review Performance ObjectivesAnd Performance StandardsReview Progress toward Objectives Through ongoing Feedback HRM 03 Created by Sugiharto, SH.MM 2012 35. 4 Main Sources of Information PerformancePersonal ObservationAppraisal Measurement Statistical Reports Oral / Interview Reports Written Reports PERFOR Reliable InformationAPPRAIS MANCE 36. THANK YOUFor LISTENINGHRM Performance AppraisalPresented bySugiharto, SH. MMRe-programmedPresentation created byugik013 Presentation ProImages provided byCorbisPersonal collectionsFotosearch.comClosing theme performed byThe CoorsE-mail: ugik013@yahoo.comsugiharto@gicibusinessschool.ac.idSTIE GICI Business School 2012