Measurement in organization is important to make people more achive at work

1. www.humanikaconsulting.com Performance Appraisal

2. Performance Appraisal 1. Introduction 2. Performance Appraisal 3. Designing Effective Performance Appraisal 3. Key Success Factors & Critical Element

3. Introduction HR Management The Mission of HRM Attracting, managing and developing people in line with the competency and culture required by the organization in order to function synergistically with other organization’s resources as well as creating an atmosphere of productivity, satisfaction and loyalty To support the achievement of organizational goals and to improve the constructive and productive contribution of people to the organization in an ethical and socially responsible way

5. Proactive

6. Facilitator

7. Executive/Management Member

9. Reactive  Responsive

10. Controller

11. Management Tool

13. Internal Focus

14. Reactive

15. Rule Maker

16. Policy Driven

17. Traditional approach

18. Distrust Orientation

19. Centralized decision making

21. Customer focus

22. Proactive

23. Consultant

24. Value Driven

25. Thinking “outside the box”

26. Partnering

27. Collocate decision making

28. Tailored programsHRM Concept

30. Guidance/handbook/SOP

31. HRIS

33. Competency HRM

35. A cluster of related Knowledge , Skills and Attitude

37. Knowledge useful information

38. Social role behavioral pattern in group/organization

39. Self image self concept ( existence, personality, values etc )

40. Trait basic characteristic showed in daily behaviour

42. Provide ongoing development cycle ( planning, coaching & counseling, and feedback )

43. Develop on going communication

44. Identify potential, development need, and near future advancement

46. Future oriented

47. Continuing process

48. Measurable and observables

49. Simple and easy implement

50. Open and constructive system

51. Empowering

52. Motivating

53. Development purpose

55. Appraisal system

56. Feedback

57. Competency measurement

58. Observation2. Identifying competencies used to meet accomplishment 3. Analyzing strength and weaknesses in competencies for career path and development program 4. Deciding required competencies for future work assignment 5. To define or redefine future objectives

60. Sensitivity : gradingnyajelas

61. Reliability : terukur

62. Practicality : aplikatif , dapatdipakai

63. Acceptability : diterima

65. Competency based

66. Accomplish based

67. Next leader involvement

68. Developmental Direct Superior Appraise Employee

70. Not enough staff at the same level to provide quality feedback

72. Valid

75. Rater may inflate grades

77. effort

78. dependability

79. leadership

80. analytical

81. judgment

82. creativity

83. attitude

84. maturity

85. critical thinking

86. enthusiasm

87. versatile

88. self control

90. handling people

91. Meeting deadlines

94. Open to subordinates idea

95. Well liked by team members

96. Show patience in training new employees

100. accomplishment

101. skill and competency level

102. Motivation to self improvement

104. Goal & Objectives

105. Achievement

106. Enablers

107. Development Plan

108. Direct superior’s comment

109. Member’s comment

111. Identify main tasks

115. Negotiation

116. Empathy

118. Decision Making

119. Counseling

120. Strategic orientation1 2 3 4 5 5 = Excellent 1 = Poor

121. Linkage Business Objectives with Individual Performance Plan Corporate Objectives Mission,Core Values,Strategic Plan Performance Management System Functional Objectives Corporate objectives,Specific Mission, Target & purpose of department Participative Goal Setting Team Objectives Purpose of team Individual Objectives Job related, referring to the main activities areas or key task which constitute with individual job

122. Key Success Factors & Critical Element Cultural Aspects Players Key Success Factors Communication System