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PERENCANAAN KARIR DAN PENILAIAN KINERJA (PowerPoint)

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					 7.PERENCANAAN
    KARIR DAN
PENILAIAN KINERJA
         Fakultas Ekonomi
       Universitas Padjadjaran
              Bandung
                2004




                                 1
The Objectives

   Advise someone about the major
    points in career planning
   Describe how HR department
    encourage and assist career
   Identify the major advantages of
    career planning
   Explain the relationship between
    career planning and career
    development
   Explain the uses of performance
                                       2
    appraisals
                   Istilah-istilah dalam
                   perencanaan karir
                      Career. A career is all the jobs that are held
                       during one’s working life
                      Career path. A career path is the sequential
                       pattern of jobs that forms one’s career
                      Career goals. Career goals are the future
                       positions one strives to reach as part of a
                       career. These goals serve as benchmarks
                       along one’s career path.
                      Career planning. Career planning is the
                       process by which one selects career goals and
                       the path to those goals
                      Career development. Career development
                       consists of the personal improvements one
                       undertakes to achieve a personal career plan

                                                                        3
Source : Wherther & Davis
                   Perencanaan karir dan
                   kebutuhan karyawan
                      Career equity. Employees want equity in the
                       promotion system with respect to opportunities for
                       career advancement
                      Supervisory concern. Employees want their
                       supervisors to play an active role in career
                       development and provide timely feedback on
                       performance
                      Awareness of opportunities. Employees want
                       knowledge of opportunities for career advancement
                      Employment interest. Employees need different
                       amounts of information and have different degrees of
                       interest in career advancement, depending on a
                       variety factors
                      Career satisfaction. Employees, depending on their
                       age and occupation, have different levels of career
                       satisfaction


                                                                              4
Source : Wherther & Davis
                   Manfaat perencanaan karir
                      Aligns strategy and internal staffing
                       requirements
                      Develop promotable employees
                      Facilitates international placement
                      Assist with workforce diversity
                      Lowers turnover
                      Taps employee potential
                      Further personal growth
                      Reduce hoarding
                      Satisfies employee needs
                      Assist affirmative action plans
                                                               5

Source : Wherther & Davis
                  Pengelolaan karir

                     Organization focusing on individuals
                         Organizational entry
                         Mentoring
                         Early career: The impact of the first job
                     Organization focusing on their own
                      maintenance and growth
                         Internal staffing decision:
                              Promotions
                              Demotions
                              Transfer and relocations
                              Layoffs, retirements and resignations

                                                                       6
Source : Cascio
                   Pengembangan karir
                       Pengembangan karir oleh individu :
                          Job performance
                          Exposure
                          Networking
                          Resignations
                          Organizational loyalty
                          Mentors and sponsors
                          Key subordinates
                          Growth opportunities
                          International experience
                       Pengembangan karir dengan dukungan
                        Dept.SDM :
                          Management support
                          Feedback
                                                             7
Source : Wherther & Davis
                   Pilihan dan preferensi karir
                      Holland vocational preferences
                       (Realistic,Investigative,Artistic,Social,Enter
                       prising,Conventional)
                      The schein anchors
                       Technical-functional
                       competence,managerial
                       competence,security-stability,creatifity, and
                       autonomy-independence)
                      Jung and the Myers-Briggs Typologies
                       (Extrovert & introvert, sensing & intuitive)


                                                                    8
Source : De Cenzo & Robbins
                   Kegunaan dari penilaian
                   kinerja
                      Performance improvement
                      Compensation adjustment
                      Placement decisions
                      Training and development needs
                      Career planning and development
                      Staffing process deficiencies
                      Informational inaccuracies
                      Job-design errors
                      Equal employment opportunity
                      External challenges
                      Feedback to human resources
                                                         9
Source : Wherther & Davis
                   Elemen dari penilaian kinerja
                      Performance standards
                       Performance standards serve as benchmarks
                       against which performance is measured
                      Performance measures
                         Objective measures
                          Objective performance measures are
                          indications of job performance that are
                          verifiable by others and are usually
                          quantitative.
                         Subjective measures
                          Subjective performance measures are
                          ratings that are based on the personal
                          standards or opinions of those doing the
                          evaluation and are not verifiable by others.

                                                                         10
Source : Wherther & Davis
                   Tantangan dalam penilaian
                   kinerja
                      Legal Constraints
                      Rater biases
                        The halo effect
                        The error of central tendency

                        Leniency and strictness bias

                        Cross-cultural biases

                        Personal Prejudice

                        The regency effect

                                                         11
Source : Wherther & Davis
                   Metode penilaian : Post-
                   oriented
                      Rating scales
                      Checklists
                      Forced choice method
                      Critical incident method
                      Accomplishment records
                      Behaviorally anchored rating scales
                      Field review method
                      Performance tests and observations
                      Comparative evaluation approaches

                                                             12
Source : Wherther & Davis
                   Metode Penilaian : Future-
                   oriented
                      Self appraisals
                      Management by objectives
                      Psychological appraisal
                      Assessment centers




                                                  13
Source : Wherther & Davis
                   Implikasi dari proses penilaian
                   kinerja
                       A successful performance appraisal
                       system requires more than good technique.
                       It depends on a consistent approach for
                       comparability of results, clear standards
                       and measures, and bias-free ratings. The
                       implications of the process are:
                      Training raters and evaluators
                      Evaluation Interviews
                       Evaluation interviews are performance
                       review sessions that give employees
                       essential feedback about their past
                       performance or future potential.

                                                               14
Source : Wherther & Davis
                  Effective Performance
                  Management System
                  Requirements of effective
                    Appraisal systems:
                   Relevance

                   Sensitivity

                   Reliability

                   Acceptability

                   Practicality


                                              15
Source : Cascio

				
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