performance training info _part 2

7/31/2019 Performance Training Info _part 2

1/4

1

PERFORMANCE TRAINING INFO (Part 2)

(upload 10/06/2012).

HIGHLIGHT OF MATERIALS CONTAINED

IN THE STUDY GUIDE BOOK ON THE TRAINING OF

PERFORMANCE APPRAISAL SYSTEM

Refer to :

"General Proposal for The Training Program of

Performance, the main theme: Building the nation from

underdevelop ment in the work culture, posted in Web site

www.widiakertapranata.com entitlePerformance TrainingInfo (1) in English on Mei 23, 2012.

Presented highlights (brief review) related training materials

on the performance appraisal system, a crit ical topics as

follows: A. Understanding of the design of performance

appraisal system; B. The purpose and benefits of training;

C. Two management tools in the implementat ion of HRM

policies; D. HRM Manager role; E. The ultimate goals to be

gained from training performance.

Please see the highlights on below.

A. The meaning of the design of Performance Appraisal

System on the training.

2

1. System" is a device or tool that built from an amount of

parts that are related to each other, where the inter relation

of those parts produces performance. So the meaning of the

design of performance appraisal system is the design for

making a device or tool which can be used to assess, measure,

and determine performance qualification of the personnelsubject that considered in development of human resources.

2. In accordance with the meaning mentioned above, the

subject matt er that will be gained on the training are the

understanding of the system and a capability t o creat a

performance assessment tool that has a power to improve

quality of human resources which it is easy to applied,

effective and efficient in achieving the target in term of time,

effort and cost.

3. According to the system of Thomson CSF Cooperation, the

system of performance appraisal is one of the important tool

in the implementation of HRM policy. It is said the second

management tool , and the other is said the first

management tool that is as a function of handling job

description, job evaluation, and requirement of job holder.

Therefor studying the system of performance appraisal is

including studying implementation of HRM policy in general.

B. Purpose and benefit of training.

1. The purpose of performance training has two

objectives, namely :


2/4

3

First, to gain a knowledge, understanding or an insight

about performance appraisal system that is delivered

on the training, where the training materials based upon the

results of a comparative study with the system

of Thomson CSF Cooperation, France, which it has

own uniqueness in t he development of human resource.

Second, that is an applicable of capabilit y for institut ions that

do not have a standardized scoring system. The system which

gained on the training can be used as an example of the

assessment model, also can be applied simultaneously with

the implementation of HRM system in the institution's policy.

2. The benefits gained from this training.

The benefits gained from this training are twofold :

First, the benefits from the insightful in the form of

knowledge or understanding of performance assessment can

be used as valuable input in the field of human resource

development, particularly in performance appraisal system,

that can encourage the workforce to achieve better

performance. For it is because the system has been designed

to have an effect on the system of remuneration, career

counseling, development of the potencial, and reward

systems are fair. In addition, institutions that implement thesesystems on a wide scale in the long term has an impact to

improving the work ethic.

4

Second, as a consequences from the benefit that had be

gained the trainees that are an insight or understanding and a

capability to applied the system on the drafting and the

appliacation in the f ield, finally what would be expected from

the trainees, namely they are to have a new perspective

(viewing patterns) in the field of human resourcedevelopment, to be "more pro-active " in an effort of the

improving human resources. So the benefit gained by

management of the institut ion, that the benefit gained by

trainees on the training will be a valuable input for "decisions

maker" in the sett ing of institut ion policy in human resource

development issues.

C. Management tools in the implementation of HRM

policy.

1. In the Thomson system there are two management

tools" which are they very importance in the implementation

policies of HRM. The first management tool, that is the

handling process of job descript ion & job evaluation and

"job requirement" for each type of work from all job t it les.

(note : job requirement is the requirement for the ability to

assume or to run the jobs), where the job requirements will

be used as a basis in determining the "weight work" ("the

weight of the job"), and the weight of work will be used to

establishing policy on the payroll system.

2. Management of the second tool, that is a "performance

assessment" in term of fostering the human resources

function, as a tool to encourage the employment have a


3/4

5

better achievement, because all the rules concerning the

rights and obligations of labor based on "a fair reward

system", both associated with the payroll system or the

system of career ounseling.

D . The role of HRM Manager/ Personnel Manager.

That is not imposible if their role should be viewed as the

internal consultants on management board.

1. HRM system as shown in the handbook very interesting

and challenging for HRM Managers or Personnel Manager.

With this system, managers HRM or Personnel Manager

should be pro-active in improving the existing procedures in

the field of HR construction or the things that need to

repaired, among others, related to the performanceassessment system.

2. That's not imposible if their role should be seen as an

internal consultant at the management level. HRM system as

shown in the handbook is very interesting and challenging for

HRM Manager or Personnel Manager. With this system, t he

HR manager or the Personnel Manager should be pro-active in

improving the existing procedures in the field of HR

construction or things that need to be improved, among

others, related to t he performance appraisal system.

3. Even if the instit ution concerned has its own system, then

the system is gained through this training will be valuable

input to improve vision, or used as a means of comparison in

6

the field of HRM. The most important for the participants,

that how the planning system has been understood.

4. The principle of a new vision of human resources in

development, the vision should be able to generate

perspectives (visual pattern) in the field of new humanresource development, the pattern of view "is more accurate

appreciation in t he value-oriented performance" in the

development of HRM. Therefore, in every progress in building

maintenance should be more oriented to performance

problems.

5. Can not be denied under the current condition, that our

nation can not hide behind the work culture in comparison

with other countries that have been developed. The main

obstacle is inseparable from the issue of cultural factors, lackof "concern" at human resource development efforts are

"more oriented to issues of performance and appreciation of

the value of achievement". This is a great challenge for our

nation, which is precisely on the shoulders of the Managers

HRM responsibility for the birth of the idea of coaching

changes in the field of HR.

E. The ultimate goal to be gained from performance

training.

1. The ideal goals contained in the performance appraisal

system is the integration patterns in the field of view of

human resources, which on the one hand, in this case the

labor party, crave a fair reward system of management.


4/4

7

Conversely on the other hand, management expects real

performance of the labor party to the agency / company.

2. To realize the ideal goal of the above, action has to be

done in everyday life, is to inculcate and foster understanding

the meaning of performance in the work life. So everyindividual either in the capacity of labor or management

positions, on a particular period they will be able to inculcate

the work culture in their self.

3. In line with the policy of "decision makers" in the internal

organization within the agency, it is proper if the HRM

Manager and Personnel Manager wherever they are, to take

part in the process of renewal / change, which ideally their

role in the institut ion as an internal consultant in improving

human resource development.

4. May be very wise if we stand together with the slogan in

the Handbook that we have prepared, which states:

"Achieving success through performance improvement efforts

and build the nation through improved work ethic." With an

optimistic att itude, if God wanted him, then sooner or later

this slogan will become a realit y.

Support Appeal.

Note: If you are interested in this Training

Program, please contact us for any advice

via email: [email protected]

8

Thank you for the attentions of the training info has been

reading and thank in advance to those who deign to

respond.

Author / Instructor

Widjaja Kartadiredja

Retired of the Air Force

performance training info _part 2

Documents