hrm performance appraisal

PERFOR

MANCEP r e s e n t e d b y A a g a m G S h a hAPPRAISAL

HUMAN RESOURCE MANAGEMENT

© HRM 03 Created by Sugiharto,

SH.MM 2012

PERFOR

MANCEP r e s e n t e d b y S u g i h a r t o , S H . M MAPPRAISAL


Contract Psychologist

Job Satisfaction

Employees Turnover

The Performance

Appraisals

Balance Scorecard


SH.MM 2012

PSYCHOLOGYCAL CONTRACTH U M A N R E S O U R C E M A N A G E M E N TPERFORMANCE APPRAISALSP R E S E N T E D B Y A a g a m G S h a h


SH.MM 2012

Individual and Organizational

Relationships

The Psychological Contract

PERFOR

MANCE


APPRAISAL


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Competitive

compensation and

benefits

Flexibility to balance

work and home life

Career development

opportunities

Continuous skill

improvement and

increase productivity

Reasonable time with

the organization

Extra effort when

needed

Components of the Psychological Contract

Employees contributeEmployers provide

PERFOR

MANCE


APPRAISAL


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JOB SATISFACTIONH U M A N R E S O U R C E M A N A G E M E N TPERFORMANCE APPRAISALSP R E S E N T E D B Y A a g a m G S h a h


SH.MM 2012

Factors Affecting Job

Satisfaction and

Organizational CommitmentMotivation

The JOB

Job

Satisfaction /

Dissatisfaction

The Individual

Organizational

Commitment

Absenteeism /

turn over

PERFOR

MANCE


APPRAISAL


SH.MM 2012

T H E J O B S AT I S FA C T I O N

Supervising Relation

A positive emotional state resulting from

evaluating one’s job experience

PERFOR

MANCE


APPRAISAL


SH.MM 2012

T H E J O B S AT I S FA C T I O N

Commitment

To The

Organization

PRODUCTIVITY

QUALITY

SERVICING

Employees Loyalty

The degree to which employees

believe in and accept

organizational goals and desire

to remain with the organization

PERFOR

MANCE


APPRAISAL


SH.MM 2012

PERFOR

MANCE


APPRAISALComponents of

Individual

Performance

Individual Performance

Effort Expended

Individual Ability

Organizational

SupportTalents

Interest

Personal

characteristic

Motivation

Work ethic

attendance

Turnover

Job design

Training & Development

Equipment & Technology

Performance standard

Management system


SH.MM 2012

PERFOR

MANCE


APPRAISALEMPLOYEE MOTIVATIONThe desire within a person causing

that person to act to reach a goal

Management Implications

for Motivating Individual

Performance

Consistency in

organizational rewards

Organizational support

for employee efforts

Accurate measurement of

employee performance

Desirability of rewards by

employees


SH.MM 2012

EMPLOYEES TURN OVERH U M A N R E S O U R C E M A N A G E M E N TPERFORMANCE APPRAISALSP R E S E N T E D B Y A a g a m G S h a h


SH.MM 2012

PERFOR

MANCE


APPRAISAL

Working Unit

Unfinished JobThe TurnoverThe process in which employees

leave an organization and have to

be replaced


SH.MM 2012

Inability to achieve business goals

Loss of “image” to attract other individuals

High costs of replacement

PERFOR

MANCE


APPRAISAL

Lost Job efficiency

Loss Working Time

More Coaching Time

Double Time Selection New Recruit

The Impact Of Turn Over


SH.MM 2012

EMPLOYEES RETENTIONH U M A N R E S O U R C E M A N A G E M E N TPERFORMANCE APPRAISALSP R E S E N T E D B Y A a g a m G S h a h


SH.MM 2012

PERFOR

MANCE


APPRAISALCulture and Values

Attractive Job

Compensation and Lifestyles

Positive, distinctive company that is

well-managed, and offers exciting

challenges

Freedom and autonomy, exciting

challenges, and career advancement

and growth

Differentiated pay package, high total

compensation, geographic location,

and respect for lifestyle EMPLOYEES RETENTION Factors


SH.MM 2012

Employer Characteristic

Culture and Values, management and

job security

Jobs design and work

The match of job and person,

time flexibility, the balance of

work and life

Career Opportunities

Training and Development

and mentoring

Rewards

Competitive pay and

benefits, performance and

compensations

Employee

relationship

Fair, non-

discriminatory

treatment, supervisory

management support,

co worker relations

PERFOR

MANCE


APPRAISAL

RETENTION


SH.MM 2012

Job Characteristic

(management can control)

People Characteristic

(management cannot control)

Task

Time

Authority / responsibility

Policies / procedures

Tools

Variety

Time requirements

Social opportunities

Working considerations

Stress

Motivation

Physical characteristics

Interest

Energy level

Personality variables

Satisfaction predisposition

Honesty

Intelligence

PERFOR

MANCE


A P P R A I S A L

Working

Time

Un intended On Purpose

PERFOR

MANCE


A P P R A I S A L

PERFOR

MANCE


APPRAISAL

Organization Policies

Clear Absenteeism definitions

Socialized by supervisor

and manager


SH.MM 2012

Disciplinary Approach

Positive Approach

The MIX-combination

Verbal admonitions

Written admonitions

Resignations

Rewards

Recognitions

Vacations

EMPLOYEES RETENTIONH U M A N R E S O U R C E M A N A G E M E N TP E R F O R M A N C E A P P R A I S A L S

Absent Controlling method

TURN OVER CONTROLRecruitment Process

Selection Process

Good Planned

Orientation Program

Competitive and Fair

Compensation System

EMPLOYEES RETEN TIONH U M A N R E S O U R C E M A N A G E M E N TP E R F O R M A N C E A P P R A I S A L S

Move to Another Region/Area

Family Reason

Following the Husband/Wife to move

Graduate from Colleges

PERFOR

MANCE


APPRAISAL

UNCONTROLLED TURN-OVER

Pre-emptive

Action Against

Turnover

By Taking Action on

Poor Organization

Supervising or

Controlling

Inappropriate Training

Inconsistent Policy

PERFOR

MANCE


A P P R A I S A L


SH.MM 2012

THE PERFORMANCE APPRAISALH U M A N R E S O U R C E M A N A G E M E N TPERFORMANCE APPRAISALSP R E S E N T E D B Y A a g a m G S h a h


SH.MM 2012

Organization

Human Resource

Development

Human Resource

Information System

Evaluating the

Human Resources

Efficiency and

Effectiveness

The Key of

Succeed in

Managing HR

Activity

PERFOR

MANCE


A P P R A I S A L


SH.MM 2012

Turn Over Level

Absenteeism Level

HR Affectivity Function

PERFOR

MANCE


A P P R A I S A L

Human Resources

Information System

Data Content


SH.MM 2012

HR The EFFICIENCIES

Recruitment Cost

HRD Total Cost

HR Cost per-

Employee

Compensation Cost

per-Employee

PERFOR

MANCE


A P P R A I S A L


SH.MM 2012

PERFOR

MANCE


APPRAISALT H E B E N E F I T S O N

E VA L U AT I N G H R

P E R F O R M A N C E

Determining The

Performance’s Position

Coordinating the Result

Of Performance Appraisal

Determining The Action

Priority to be taken

The Performance's Result

To increase Motivation


SH.MM 2012


SH.MM 2012

PERFOR

MANCE


A P P R A I S A L


SH.MM 2012

PERFORMANCE APPRAISALPerformance is defined in terms …

Efficiency

Effectiveness

Personal Data

measures of accidents

Turn over levels

Absences

Tardiness


SH.MM 2012

The Appraisal Process

Job AnalysisEstablishing Performance standard

Communicating Performance

Expectation to the Employees

Measure Actual Performance

Compare Actual performance

With The Standard

Discuss the Appraisal with the

Employee

Initiative Corrective ActionPERFORMANCE APPRAISAL


SH.MM 2012

Review Performance Objectives

And Performance Standards

THE BEGINNING

Clarify Jobs Description and

Responsibilities

Clarify Employee Development

interests and needs

List of specific Development

Areas for Concentration

List of specific Development

Areas for Concentration

Review Progress toward Objectives

Through ongoing Feedback

PERFORMANCE APPRAISAL

4 Main Sources of Information

Personal Observation

Statistical Reports

Oral / Interview Reports

Written Reports

Reliable Information

Performance

Appraisal

Measurement

PERFORMANCE APPRAISAL

THANK YOU

For LISTENING

HRM Performance Appraisal

Presented by

Aagam G Shah

Re-programmed

Presentation created by

Aagam Shah

Images provided by

Corbis

Personal collections

Fotosearch.com

Closing theme performed by

The Coors

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