MSDM 10 Penilaian Prestasi Kerja (Part 1: Pengertian)

Summary

This video discusses the concept of performance appraisal in human resource management. It explains that performance appraisal (PPK) is a systematic evaluation of employee performance based on specific, objective criteria related to their tasks, usually conducted periodically. The process involves assessing both work processes and outcomes, with supervisors or managers typically performing the evaluations. It also highlights the importance of communication, ensuring that employees are informed about the criteria, methods, and tools used in the assessment. Regular performance evaluations are crucial for identifying employee performance and driving organizational success.

Takeaways

• 😀 Performance appraisal (PA) is a method for evaluating employee performance using objective criteria and is conducted regularly.
• 😀 PA measures how well employees perform their tasks, using specific, pre-established standards.
• 😀 The process of PA involves evaluating work conditions systematically based on standards for both work processes and outcomes.
• 😀 Supervisors, managers, or dedicated teams typically conduct performance appraisals, often managed by the human resources department.
• 😀 The PA process should be communicated clearly to employees, including explaining the standards used for assessment.
• 😀 Performance appraisal involves assessing either the work process or the results of the employee's performance.
• 😀 According to Frans (1986), PA is a formal, systematic review of employee work conditions in relation to established standards.
• 😀 It is essential to provide feedback to employees about their performance, as it helps them understand how they are evaluated.
• 😀 PA is conducted periodically, usually annually, but may be done more frequently if performance issues arise.
• 😀 The purpose of PA is to monitor and improve employee performance, especially when there are concerns about declining performance.

Q & A

What is the definition of performance appraisal according to the transcript?

Performance appraisal (PA) is a method of evaluating employees' performance using a set of objective standards related to their tasks. It is conducted periodically and aims to assess how well employees are performing based on predefined criteria.

Who typically conducts the performance appraisal?

Performance appraisals are typically conducted by supervisors, managers, or organizational leaders. Sometimes, a special team may be assigned by the company to carry out the assessment.

What are the key components of performance appraisal according to the script?

The key components of performance appraisal include systematic evaluation, the use of objective standards, periodic reviews, and clear communication of the appraisal results and the standards used.

Why is it important to communicate the performance appraisal to employees?

It is essential to communicate performance appraisals to employees so they understand how their performance is assessed, the criteria used, and the methods or tools employed. This helps improve transparency and employee development.

What did Frans (1986) say about performance appraisal?

Frans (1986) described performance appraisal as a systematic study of an employee's working conditions, which should be aligned with established work standards, whether process standards or outcome standards.

What role do standards play in performance appraisals?

Standards are crucial in performance appraisals as they provide objective criteria for evaluating employees' performance. These standards can relate to the processes or the outcomes of the work.

How often should performance appraisals be conducted?

Performance appraisals are typically conducted annually, although they may also occur more frequently if there are concerns about an employee's performance or if there is a need for a closer review of their work.

What happens if an employee's performance declines?

If an employee's performance declines, a performance appraisal may be conducted sooner to evaluate the situation and identify any factors affecting the employee's productivity or results.

What is the relationship between performance appraisal and Human Resource Management (HRM)?

Performance appraisal is often managed by the Human Resource Management (HRM) department, as it involves assessing employee performance, providing feedback, and aligning individual performance with organizational goals.

What is the significance of using objective standards in performance appraisals?

Using objective standards ensures that the performance appraisal process is fair and unbiased, as employees are evaluated based on measurable and agreed-upon criteria, which increases the credibility of the appraisal process.