Pengertian Kinerja
pengertian kinerja (prestasi kerja) adalah hasil kerja secara kualitas dan kuantitas yang dicapai oleh seorang pegawai dalam melaksanakan tugasnya sesuai dengan tanggung jawab yang diberikan kepadanya. (Anwar Prabu Mangkunegara 2000:67).
Pengertian Kinerja
Kinerja merujuk kepada tingkat keberhasilan dalam melaksanakan tugas serta kemampuan untuk mencapai tujuan yang telah ditetapkan. Kinerja dinyatakan baik dan sukses jika tujuan yang diinginkan dapat tercapai dengan baik (Donnelly, Gibson and Ivancevich: 1994).
Penilaian Kinerja
Penilaian kinerja adalah suatu proses yang dilakukan dalam rangka menilai pegawai sedangkan kinerja pegawai diartikan sebagai suatu lingkungan dimana karyawan memenuhi atau mencapai persyaratan kerja yang ditentukan.
(Milkovich dan Bodreau )
The appraisal of each employees performance should be based on actual performance of the critical elements identified through job analysis
Dessler menyatakan alasan mengapa organisasi perlu menilai kinerja : Penilaian kinerja memberikan informasi tentang dilakukannya promosi dan penetapan gaji. Penilaian memberikan suatu peluang bagi pimpinan dan bawahan untuk meninjau perilaku yang berhubungan dengan kerja bawahan. Penilaian berperan terhadap proses perencanaan karir yang terdapat di dalam organisasi, karena penilaian itu memberikan suatu peluang yang baik untuk meninjau perencanaan karir seseorang dilihat dari kekuatan dan kelemahan yang diperlihatkannya. (1997:2)
Specific, Timely, Accurate, Identify impact to team or Dept Relevant, based upon observable
behavior, compare actual behavior to expected behavior
STAIR
Performance of responsibilities of the job. Behavior in the workplace. Professional Development. Organizational support and encouragement of good performance. Correct poor performance and/or behavior and reestablish expectations of employer and employee.
Feedback
Performance measures
Performance-related standards
HR decisions
Employee records
PA process
SKILL ABILITIES
PERFORMANCE
EFFORTS BEHAVIOR
IMPROVEMENT
(-)
(+)/(-)
(+)
RECOQNITION
Appraisal Methods
Past Oriented Appraisal, Employees can get feedback that my lead to renewed
efforts at improved performance
Rating Scales Checklists Forced Choice Method Critical Incident method Accomplishment Records
45
Jumlah hari kehadiran ditempat kerja 3. sesuai dengan yang ditetapkan oleh ketentuan perusahaan
20 100
statements that describe extremely good or bad behavior related to the job performance. Recorded incidents include a brief explanation of what happened.
themselves. It can be a useful evaluation technique if the goal of evaluation is to further self-development.
Rater biases
Halo effect (to ) Error of central tendency Leniency and strictness bias Cross cultural biases Stereotyping (to ) The recency events effect
Training
Biases and their causes should be explained The role of PA in employee decisions should be explained to stress the need for impartiality and objectivity Raters should apply subjective measures as a part of their training
Feedback
HR management
Based on the job-related criteria Provide an accurate picture of past and/or future employee performance
PA
Feedback
HR department performance
Communicates to employees their performance as accurately and directly as possible with little return feedback, but can lead to defensiveness Communicates to employees their strengths and weaknesses, but also allows for return feedback
This creates an environment that is less defensive and stressful to the employee