Perilaku Keorganisasian Sesi 13 Kebijakan dan Praktik Manajemen SDM

Summary

This video discusses the significance of human resource policies and practices in organizational behavior, specifically focusing on performance appraisal. Key objectives include making informed decisions on promotions, evaluating training needs, providing employee feedback, and determining rewards. The presenter outlines various performance appraisal methods such as the essay method, critical incident method, graphic rating scale, behaviorally anchored rating scale (BARS), and forced comparison, each with its own advantages and disadvantages. Ultimately, organizations are encouraged to choose or combine methods that best suit their evaluation needs to enhance effectiveness and employee development.

Takeaways

• 😀 Understanding human resource policies and practices is crucial for studying organizational behavior.
• 😀 Performance appraisal is essential for identifying behaviors that enhance organizational effectiveness.
• 😀 The primary goals of performance appraisal include aiding in decision-making regarding promotions and terminations.
• 😀 Performance evaluations help assess training needs and provide valuable feedback to employees.
• 😀 Rewards such as bonuses and salary increases are often based on performance appraisal outcomes.
• 😀 There are various methods for conducting performance appraisals, each with its strengths and weaknesses.
• 😀 The essay method is simple but subjective, making standardization difficult across evaluators.
• 😀 The critical incident method focuses on specific behaviors but poses challenges for ranking employees.
• 😀 Graphic rating scales are commonly used but can lack depth and lead to bias if not implemented carefully.
• 😀 Behaviorally anchored rating scales (BARS) provide accurate assessments but require significant development time.
• 😀 Organizations can choose to use a single performance appraisal method or a combination of methods to effectively evaluate employee performance.

Q & A

What is the main focus of the video lecture?

The main focus is on human resource policies and practices, specifically discussing performance appraisal within the context of organizational behavior.

What are the five learning objectives outlined in the video?

The objectives include understanding selection methods, comparing training methods, learning about performance appraisal goals, identifying ways to improve performance appraisal, and managing conflicts between work and family.

Why is performance appraisal important in organizations?

Performance appraisal is crucial as it helps identify behaviors that enhance organizational effectiveness, enabling the rewarding of desirable behaviors and addressing undesirable ones.

What are the four main goals of performance appraisal?

The four main goals are aiding in decision-making regarding employee promotions, evaluating training needs, providing feedback to employees, and serving as a basis for reward allocation.

What is the essay method in performance appraisal?

The essay method involves supervisors writing detailed assessments of employee performance, highlighting strengths and weaknesses, but can be challenging to standardize across different employees.

What is the critical incident method and its advantages?

The critical incident method requires supervisors to document specific instances of effective or ineffective employee behavior, allowing for focused feedback on performance, though it can be difficult to rank employees.

How does the graphic rating scale method work?

The graphic rating scale is a simple method that uses predefined criteria for evaluating employees, making it easy to use, but it may lack detailed insights and can be biased.

What is the behaviorally anchored rating scale (BARS)?

BARS combines elements of critical incidents and graphic rating scales, allowing for accurate assessments of specific behaviors, although it requires significant time to develop.

What is the forced comparison method, and what are its challenges?

The forced comparison method ranks employees from best to worst, providing clear insights into top performers, but it can be challenging to apply when evaluating a large number of employees.

Can organizations use multiple methods for performance appraisal?

Yes, organizations can choose to use one method or a combination of methods to effectively assess employee performance based on their specific needs.