Career Planning and Performance Appraisal Techniques

Senin, 18 Agustus 2014
STIKOM BALI 2007

FAQ:gedeiwan@gmail.com 1
PERENCANAAN KARIR
DAN PENILAIAN
KINERJA
Komunikasi Bisnis dan Sosial
Pengantar: I Gede Iwan Suryadi,SE.,MM.
STIKOM BALI 2007
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
STIKOM BALI 2007
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
STIKOM BALI 2007
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

STIKOM BALI 2007
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
STIKOM BALI 2007
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
STIKOM BALI 2007
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
STIKOM BALI 2007
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
STIKOM BALI 2007
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
STIKOM BALI 2007
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.
STIKOM BALI 2007
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
STIKOM BALI 2007
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
STIKOM BALI 2007
Metode Penilaian : Future-
oriented
Self appraisals
Management by objectives
Psychological appraisal
Assessment centers
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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.

STIKOM BALI 2007
Effective Performance
Management System
Requirements of effective Appraisal
systems:
Relevance
Sensitivity
Reliability
Acceptability
Practicality
Source : Cascio
STIKOM BALI 2007
selesai
(info: http://gedeiwan.multiply.com/)

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Senin, 18 Agustus 2014

STIKOM BALI 2007

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