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The document discusses career planning and performance appraisal. It defines key terms related to career planning like career, career path, and career goals. It describes how HR departments help with career development and the advantages of career planning. The document also discusses performance appraisal methods, challenges in performance appraisal, and the requirements of an effective performance management system.
The document discusses career planning and performance appraisal. It defines key terms related to career planning like career, career path, and career goals. It describes how HR departments help with career development and the advantages of career planning. The document also discusses performance appraisal methods, challenges in performance appraisal, and the requirements of an effective performance management system.
The document discusses career planning and performance appraisal. It defines key terms related to career planning like career, career path, and career goals. It describes how HR departments help with career development and the advantages of career planning. The document also discusses performance appraisal methods, challenges in performance appraisal, and the requirements of an effective performance management system.
FAQ:gedeiwan@gmail.com 1 PERENCANAAN KARIR DAN PENILAIAN KINERJA Komunikasi Bisnis dan Sosial Pengantar: I Gede Iwan Suryadi,SE.,MM. Senin, 18 Agustus 2014 STIKOM BALI 2007 FAQ:gedeiwan@gmail.com 2 The Objectives Advise someone about the major points in career planning Describe how HR department encourage and assist career Identify the major advantages of career planning Explain the relationship between career planning and career development Explain the uses of performance appraisals Describe commonly used appraisal methods Senin, 18 Agustus 2014 STIKOM BALI 2007 FAQ:gedeiwan@gmail.com 3 Istilah-istilah dalam perencanaan karir Career. A career is all the jobs that are held during ones working life Career path. A career path is the sequential pattern of jobs that forms ones career Career goals. Career goals are the future positions one strives to reach as part of a career. These goals serve as benchmarks along ones career path. Career planning. Career planning is the process by which one selects career goals and the path to those goals Career development. Career development consists of the personal improvements one undertakes to achieve a personal career plan Source : Wherther & Davis Senin, 18 Agustus 2014 STIKOM BALI 2007 FAQ:gedeiwan@gmail.com 4 Perencanaan karir dan kebutuhan karyawan Career equity. Employees want equity in the promotion system with respect to opportunities for career advancement Supervisory concern. Employees want their supervisors to play an active role in career development and provide timely feedback on performance Awareness of opportunities. Employees want knowledge of opportunities for career advancement Employment interest. Employees need different amounts of information and have different degrees of interest in career advancement, depending on a variety factors Career satisfaction. Employees, depending on their age and occupation, have different levels of career satisfaction
Source : Wherther & Davis Senin, 18 Agustus 2014 STIKOM BALI 2007 FAQ:gedeiwan@gmail.com 5 Manfaat perencanaan karir Aligns strategy and internal staffing requirements Develop promotable employees Facilitates international placement Assist with workforce diversity Lowers turnover Taps employee potential Further personal growth Reduce hoarding Satisfies employee needs Assist affirmative action plans Source : Wherther & Davis Senin, 18 Agustus 2014 STIKOM BALI 2007 FAQ:gedeiwan@gmail.com 6 Pengelolaan karir Organization focusing on individuals Organizational entry Mentoring Early career: The impact of the first job Organization focusing on their own maintenance and growth Internal staffing decision: Promotions Demotions Transfer and relocations Layoffs, retirements and resignations Source : Cascio Senin, 18 Agustus 2014 STIKOM BALI 2007 FAQ:gedeiwan@gmail.com 7 Pengembangan karir Pengembangan karir oleh individu : Job performance Exposure Networking Resignations Organizational loyalty Mentors and sponsors Key subordinates Growth opportunities International experience Pengembangan karir dengan dukungan Dept.SDM : Management support Feedback Source : Wherther & Davis Senin, 18 Agustus 2014 STIKOM BALI 2007 FAQ:gedeiwan@gmail.com 8 Pilihan dan preferensi karir Holland vocational preferences (Realistic,Investigative,Artistic,Social,Enterprising ,Conventional) The schein anchors Technical-functional competence,managerial competence,security-stability,creatifity, and autonomy-independence) Jung and the Myers-Briggs Typologies (Extrovert & introvert, sensing & intuitive) Source : De Cenzo & Robbins Senin, 18 Agustus 2014 STIKOM BALI 2007 FAQ:gedeiwan@gmail.com 9 Kegunaan dari penilaian kinerja Performance improvement Compensation adjustment Placement decisions Training and development needs Career planning and development Staffing process deficiencies Informational inaccuracies Job-design errors Equal employment opportunity External challenges Feedback to human resources Source : Wherther & Davis Senin, 18 Agustus 2014 STIKOM BALI 2007 FAQ:gedeiwan@gmail.com 10 Elemen dari penilaian kinerja Performance standards Performance standards serve as benchmarks against which performance is measured Performance measures Objective measures Objective performance measures are indications of job performance that are verifiable by others and are usually quantitative. Subjective measures Subjective performance measures are ratings that are based on the personal standards or opinions of those doing the evaluation and are not verifiable by others. Source : Wherther & Davis Senin, 18 Agustus 2014 STIKOM BALI 2007 FAQ:gedeiwan@gmail.com 11 Tantangan dalam penilaian kinerja Legal Constraints Rater biases The halo effect The error of central tendency Leniency and strictness bias Cross-cultural biases Personal Prejudice The regency effect Source : Wherther & Davis Senin, 18 Agustus 2014 STIKOM BALI 2007 FAQ:gedeiwan@gmail.com 12 Metode penilaian : Post-oriented Rating scales Checklists Forced choice method Critical incident method Accomplishment records Behaviorally anchored rating scales Field review method Performance tests and observations Comparative evaluation approaches Source : Wherther & Davis Senin, 18 Agustus 2014 STIKOM BALI 2007 FAQ:gedeiwan@gmail.com 13 Metode Penilaian : Future- oriented Self appraisals Management by objectives Psychological appraisal Assessment centers Source : Wherther & Davis Senin, 18 Agustus 2014 STIKOM BALI 2007 FAQ:gedeiwan@gmail.com 14 Implikasi dari proses penilaian kinerja A successful performance appraisal system requires more than good technique. It depends on a consistent approach for comparability of results, clear standards and measures, and bias-free ratings. The implications of the process are: Training raters and evaluators Evaluation Interviews Evaluation interviews are performance review sessions that give employees essential feedback about their past performance or future potential.
Source : Wherther & Davis Senin, 18 Agustus 2014 STIKOM BALI 2007 FAQ:gedeiwan@gmail.com 15 Effective Performance Management System Requirements of effective Appraisal systems: Relevance Sensitivity Reliability Acceptability Practicality Source : Cascio Senin, 18 Agustus 2014 STIKOM BALI 2007 FAQ:gedeiwan@gmail.com 16 selesai (info: http://gedeiwan.multiply.com/)