Penilaian Kinerja

Summary

This video, created for a Human Resource Management course, focuses on performance appraisal in the public sector. The presentation defines performance appraisal as a systematic evaluation of employee performance, offering insights from various experts. It covers the purpose, effectiveness, and benefits of performance evaluation, such as improving productivity and communication. Key methods like rating scales, checklist methods, and 360-degree feedback are also discussed. The group concludes by emphasizing the importance of clear standards, reliability, and practicality in performance assessment to foster employee development and organizational growth.

Takeaways

• 😀 The video presents a discussion on performance evaluation in Human Resource Management (HRM) for the public sector.
• 😀 The presenters introduce themselves as members of Group 4, studying under Professor Sandino Vico.
• 😀 Performance evaluation, or 'penilaian kinerja' in Indonesian, is the systematic assessment of employee performance.
• 😀 According to Hasibuan, performance evaluation involves managers assessing employee behavior and performance to establish policies.
• 😀 Jackson defines performance evaluation as the comparison of employee performance to set standards, followed by feedback to employees.
• 😀 Rifai lists several purposes for performance evaluation, such as reviewing past performance and identifying organizational abilities.
• 😀 Key criteria for effective performance evaluations include clear standards, sensitivity to differences in effectiveness, and reliability.
• 😀 Effective performance evaluations should be practical, easy to understand, and accepted by both managers and employees.
• 😀 Performance evaluation can lead to increased productivity through feedback or rewards for employees with high performance.
• 😀 Elements of performance evaluation include setting clear performance standards, identifying performance criteria, and measuring performance against these standards.
• 😀 The presentation also covers six methods of performance evaluation, such as rating scales, checklist methods, and 360-degree feedback.

Q & A

What is performance appraisal in human resource management?

Performance appraisal is a systematic evaluation of employee performance to understand their capabilities, which helps in planning further career development.

According to Hasibuan, what is performance appraisal?

Hasibuan defines performance appraisal as a manager's activity to evaluate employee behavior and performance, establishing policies based on this evaluation.

What are the main objectives of performance appraisal as outlined by Rifai?

Rifai lists several objectives of performance appraisal, including reviewing past performance, obtaining factual and systematic data, identifying organizational capabilities, analyzing individual employee abilities, and setting future goals.

What are the essential conditions for effective performance appraisal?

Effective performance appraisal requires five conditions: clarity (between job standards and organizational goals), sensitivity (ability to differentiate effective and ineffective employees), reliability (consistent results), acceptability (both managers and employees should agree on the criteria), and practicality (simple to understand and implement).

What are the benefits of performance appraisal?

The benefits of performance appraisal include providing feedback on desired results, preventing miscommunication regarding work quality expectations, improving employee productivity through feedback or rewards, recognizing employee contributions, and fostering two-way communication between managers and employees.

What are the key elements in performance appraisal systems according to Walter and Device?

Key elements include performance standards (clear benchmarks for performance), management criteria (such as usefulness, sensitivity, and legality), and performance measurement (comparison of actual performance to set standards, using subjective or objective methods).

How can performance be measured in a company?

Performance can be measured using systems such as rating scales, checklists, critical incident methods, essay methods, ranking, and 360-degree feedback, each offering different ways to assess employee performance.

What is the ranking method of performance appraisal?

The ranking method involves comparing employees against each other and assigning ranks from highest to lowest based on their performance.

What is the 360-degree feedback method in performance appraisal?

The 360-degree feedback method is a popular appraisal technique that gathers evaluations from multiple levels within the organization, as well as from external sources, to provide a comprehensive review of employee performance.

What are the different methods used for performance appraisal?

The video outlines six methods of performance appraisal: rating scales, checklists, critical incidents, essay methods, ranking, and 360-degree feedback. Each method varies in terms of data collection and evaluation process.