Komunikasi Bisnis Sosial Bab6i

8/11/2019 Komunikasi Bisnis Sosial Bab6i

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Senin, 18 Agustus 2014STIKOM BALI 2007

FAQ:[email protected] 1

PERENCANAAN KARIRDAN PENILAIAN

KINERJAKomunikasi Bisnis dan Sosial

Pengantar: I Gede Iwan Suryadi,SE.,MM.





The Objectives

Advise someone about the major points incareer planning

Describe how HR department encourage and

assist career Identify the major advantages of career

planning

Explain the relationship between career planningand career development

Explain the uses of performance appraisals

Describe commonly used appraisal methods





Istilah-istilah dalamperencanaan karir

Career. A career is all the jobs that are held during one’sworking life

Career path. A career path is the sequential pattern of jobsthat forms one’s career

Career goals. Career goals are the future positions onestrives to reach as part of a career. These goals serve asbenchmarks along one’s career path.

Career planning. Career planning is the process by whichone selects career goals and the path to those goals

Career development. Career development consists of thepersonal improvements one undertakes to achieve a personalcareer plan

Source : Wherther & Davis





Perencanaan karir dankebutuhan karyawan

Career equity. Employees want equity in the promotion systemwith respect to opportunities for career advancement

Supervisory concern. Employees want their supervisors toplay an active role in career development and provide timelyfeedback on performance

Awareness of opportunities. Employees want knowledge ofopportunities for career advancement

Employment interest. Employees need different amounts ofinformation and have different degrees of interest in careeradvancement, depending on a variety factors

Career satisfaction. Employees, depending on their age andoccupation, have different levels of career satisfaction






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






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

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






Pilihan dan preferensi karir

Holland vocational preferences

(Realistic,Investigative,Artistic,Social,Enterprising,Conventional)

The schein anchorsTechnical-functional competence,managerialcompetence,security-stability,creatifity, andautonomy-independence)

Jung and the Myers-Briggs Typologies(Extrovert & introvert, sensing & intuitive)

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 resourcesSource : Wherther & Davis





Elemen dari penilaian kinerja

Performance standards

Performance standards serve as benchmarks against whichperformance is measured

Performance measures

– Objective measuresObjective performance measures are indications of jobperformance that are verifiable by others and are usuallyquantitative.

– Subjective measures

Subjective performance measures are ratings that arebased on the personal standards or opinions of thosedoing the evaluation and are not verifiable by others.




Senin, 18 Agustus 2014 STIKOM BALI 2007FAQ:[email protected] 11

Tantangan dalam penilaiankinerja

Legal Constraints

Rater biases – The halo effect

– The error of central tendency

– Leniency and strictness bias

– Cross-cultural biases

– Personal Prejudice – The regency effect





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





Metode Penilaian : Future-oriented

Self appraisals

Management by objectives

Psychological appraisal Assessment centers





Implikasi dari proses penilaiankinerja

A successful performance appraisal system requiresmore than good technique. It depends on a consistentapproach for comparability of results, clear standardsand measures, and bias-free ratings. The implications of

the process are:

Training raters and evaluators

Evaluation Interviews

Evaluation interviews are performance review sessionsthat give employees essential feedback about their pastperformance or future potential.





Effective PerformanceManagement System

Requirements of effective Appraisalsystems:

Relevance

Sensitivity

Reliability

Acceptability Practicality

Source : Cascio




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Komunikasi Bisnis Sosial Bab6i