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 personnel subject that considered in development of human resources. 2. In accordance with the meaning mentioned above, the subject matter that will be gained on the training are the understanding of the system and a capability to 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. Please see the highlights on below. A. The meaning of the design of Performance Appraisal System on the training. 1. The purpose of performance training has two objectives, namely :

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 entitle Performance Training Info (1) in English on Mei 23, 2012. Presented highlights (brief review) related training materials on the performance appraisal system, a critical 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 implementation of HRM policies; D. HRM Manager role; E. The ultimate goals to be gained from training performance.

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 the development of human resource. Second, that is an applicable of capability for institutions 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 these systems 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 field, finally what would be expected from the trainees, namely they are to have a new perspective (viewing patterns) in the field of human resource development, to be "more pro-active " in an effort of the improving human resources. So the benefit gained by management of the institution, that the benefit gained by trainees on the training will be a valuable input for "decisions maker" in the setting of institution 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 description & job evaluation and "job requirement" for each type of work from all job titles. (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

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.

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 human resource development, the pattern of view "is more accurate appreciation in the 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, lack of "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.

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 performance assessment 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, the 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 the performance appraisal system. 3. Even if the institution 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

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 every individual 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 institution 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 attitude, if God wanted him, then sooner or later this slogan will become a reality. Support Appeal.

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

Note: If you are interested in this Training Program, please contact us for any advice via email: widiakertapranata@yahoo.co.id