Penilaian Kinerja
Tujuan Pembelajaran
1. Dapat menyebutkan
Pengertian Penilaian
Kinerja
2. Dapat menjelaskan
Tujuan & Manfaat dari
Penilaian Kinerja
3. Dapat menjelaskan
Pelaksanaan & Metode
Penilaian Kinerja
Pengertian Penilaian Kinerja
Ukuran-ukuran
Kinerja
Standar-standar
yang terkait
dengan Kinerja
Keputusan- Arsip-arsip
keputusan SDM Karyawan
PROSES PENILAIAN KINERJA
PENENTUAN
STANDAR/UKURAN
PENENTUAN METODE
DAN
PELAKSANAAN
PENILAIAN
EVALUASI PENILAIAN
Proses Penilaian Kinerja (Mondy 2008)
Mengidentifikasi
tujuan-tujuan spesifik
penilaian kinerja
Menyusun
kriteria -kriteria kinerja
dan mengkomunikasikannya
kepada para karyawan
Memeriksa
pelaksanaan pekerjaan
Menilai kinerja
Note: + means “better than.” − means “worse than.” For each chart, add up the
number of 1’s in each column to get the highest-ranked employee.
Performance Appraisal Methods
(cont’d)
4. Forced Distribution method
Similar to grading on a curve;
predetermined percentages of ratees are
placed in various performance categories.
Example:
• 15% high performers
• 20% high-average performers
• 30% average performers
• 20% low-average performers
• 15% low performers
5. Narrative Forms/Essay Method
Performance Appraisal Methods
(cont’d)
6. Behaviorally Anchored Rating Scale
(BARS)
An appraisal method that uses quantified
scale with specific narrative examples of
good and poor performance.
7. Results-Based System (Sistem
Penilaian Berbasis-Hasil)
Management By Objective (MBO)
www.themegallery.com