PERFORM

ANCE
MANAGE
MENT
SUMMARY
Fajar Gilang Pratama
2403202004
CONTENT
 Definition
 Performance Management Component
 Performance Management Process
 Model of Performance Management and its Key
 Techniques of Appraising Performance
 Appraisals Distortion Factors
 Conclusion
 DEFINITION
Kinerja karyawana adlah suatu output yang dihasilkan oleh karyawan yang berupa kualitas mapun
kuantitas yang berdasar ukuran waktu dan tanggungjawab yang diberikan dan dipengaruhi oleh
internal dan eksternal karyawan.

Sementara Armstrong dan Baron mendefinisikan Performance Managementsebagai berikut:

A strategic and integrated approach to delivering sustained success to organisations
by improving the performance of people who work in them and by developing the
capabilities of teams and individual contributors.

PURPOSES OF PERFORMANCE APPRAISALS

The four purposes of performance management systems are feedback,

motivation, development, and documentation. They are designed to support
employees, appraisers, and organizations.
 DEFINITION
Why Appraise Performance? Who Should Do the Appraising?

 First, most employers base pay, promotion, and retention decisions on the  Peer Appraisals
employee’s appraisal. Rating Commitees
 Appraisals play a central role in the employer’s performance management  Self Ratings
process.
 Appraisal by Subordinat
 The appraisal lets the manager and subordinate develop a plan for
correcting any deficiencies, and to reinforce the subordinate’s strengths.  360 degree subordinate

 Appraisals provide an opportunity to review the employee’s career plans in

light of his or her exhibited strengths and weaknesses

 Appraisals enable the supervisor to identify if there is a training need, and

the remedial steps required
PERFORMANCE MANAGEMENT
COMPONENTS
APPRAISAL PROCESS

The appraisal process is a way to focus

communication on how effectively an
employee ’ s
effort helps to accomplish organizational
objectives.

It starts with a well‐designed job and

clearly communicated performance
standards as illustrated and results in
recognition of effort or assisting the
employee to redirect effort in more efficient
ways to achieve the objectives.
PERFORMANCE MANAGEMENT
SYSTEMS MODEL
TECHNIQUES FOR APPRAISING
PERFORMANCE
1. Graphic Rating Scale Method
2. Alternation Ranking Method
3. Paired Comparison Method
4. Forced Distribution Method
5. Critical Incident Method
6. Narrative Forms
7. Behavioral Anchored Rating Scales
8. Mix Standard Scales
APPRAISALS DISTORTION
FACTORS

• Leniency Error
• Halo Error
• Similarity Error
• Low Appraiser Motivation
• Central Tendency
• Inflationary Pressures
• Inappropriate Substitutes for Performance
• Attribution Theory
CREATING MORE EFFECTIVE
PERFORMANCE MANAGEMENT
SYSTEM

1. Use Behavior‐Based Measures

2. Combine Absolute and Relative Standards
3. Provide Ongoing Feedback
4. Use Multiple Raters
5. Rate Selectively
6. Train Appraisers
REFERENCE
1. Mike Millmore, Philip Lewis, Mark Saunders, Adrian Thornhill, and Trevor Morrow. 2007.
Strategic Human Resource Management. Prentice Hall
2. Gary Dessler. 2013. Human Resource Management. Pearson
3. David Decenzo, Stephen Robbins, Susan Verhulst. Fundamental of Performance
Management Systems. 2015. Willey