Beruflich Dokumente
Kultur Dokumente
Introduction
1.1 Background
In an effort to win the competition in the free market every company is
required to produce the goods / services are highly competitive, which is the
goods / services have certain advantages. On the production of goods / services
with high competitiveness is determined by a high level of efficiency. High
efficient level determined by the quality of Human Resources (HR), which is
human resources professionals who can create new added value and is able to
respond to new challenges. To be able to have a human resources professionals,
organizations can conduct education and training as well as guidance for its
human resources. It's just to produce a high performance of an employee not only
need to have the skills, but it also has the desire and passion for excellence.
In order to improve employee performance, this paper will discuss a
concept of the field of human resource management of performance appraisal
which is believed to be able to encourage workers to improve his performance,
which is called the management appraisal and maximize performance.
1.2 Objectives
1. Know the concept of performance appraisal
2. Know the performance appraisal process and maximize performance
3. Know the benefits of the performance improvement of performance
appraisal
4. Know the effort to improve the performance of the performance
appraisal process.
CHAPTER II
Discusion
g)
h)
i)
j)
employee
Expectations and long-term view can be developed
In order to more clearly identify training and development needs
Capability to identify any problems
As a means of delivering a message that the employee was rewarded by
the company
2.4 Improving Performance Strategies
Basically, data is said to be good if the employee's performance is a
applied in the world of his job, while In Class training is usually filled by a
lot of material to open new discourse or current industry trends so that
employees will be pumped his motivation when looking forward to the
competition is getting tougher. Both are good, depending on our needs at
this time in accordance with the conditions of the employees and the
company's current and future.
b) Emotional Closeness
Between superiors and subordinates can also make an emotional bond to
maintain the performance of the employee, the employee as well as the
principle of man, who wants to be noticed and appreciated. Slightest
attention will be able to improve and maintain the performance of the
employee.
c) Give Reward
This can also be done to improve employee performance, but be careful
how you do it because it could be when the reward can not guard will
quickly demotivate employees, because the employees are familiar with
the rewards will be able to change the motif in the work.
d) Task Delegation
It aims to provide opportunities for subordinates to independently make
decisions functionally. With delegates tasks employees get enough
opportunities to show maximum performance.
e) Infrastructure Renewal
Each infrastructure can be an important factor for the progress of the
company. Employees who work with the support of qualified information
technology and have a higher level of productivity. That is the renewal and
technology procurement specification of an employee can perform tasks
quickly and accurately. So functionally it encourages corporate success.
CHAPTER III
Closing
3.1 Conclusion
Performance is a function of motivation and ability. To complete the task
or job, someone must have a degree of willingness and a certain level of ability.
Willingness and skills of a person is not effective enough to do something without
a clear understanding of what to do and how to do it.
George and Jones (2002) suggests the benefits of performance appraisal is
for the adjustment of compensation, placement and career development decisions
and provide equal employment opportunities, so that employees can improve their
performance. This will have an impact on improving the planning and
development of the organization to meet the challenges of the future.
Benefit assessment is becoming more effective communication regarding
the company's goals and values of corporate culture, Increased ability and
willingness of managers to use their skills and expertise led to motivate
employees and develop the willingness and skills of employees, etc.
Strategies to improve performance are: Conducting Training, emotional
closeness between superiors and subordinates can also maintain the performance
of the employee, give reward to employees, and establish close relationship
between the families of employees.
CHAPTER IV
References
Rivai, Veithzal. 2005. Performance Appraisal. Jakarta : PT. Raja Grafindo
Dessler, Gary. 2005. Manajemen Sumber Daya Manusia. Alih Bahasa : Eli Tanya.
Penyunting Bahasa : Budi Supriyanto. Jakarta : Indeks
7
Foster, Bill, dan Karen R. Seeker. 2001. Pembinaan Untuk Meningkatkan Kinerja
Karyawan. Penerjemah : Ramlan. Jakarta: PPM
Basri, A. F. M.,& Rivai, V. (2005). Perfomance Appraisal. Jakarta:PT Raja Grafindo
Persada.
George, J., & Jones, G. (2002). Organizational Behavior (3rd ed.). USA: Prentice-.
Hall