PowerPoint Presentation
Performance Appraisal and Employee Development, Study Case PT
Bank Negara IndonesiaBy : Cecilia Djiwang121407128
PURPOSEBANK NEGARA INDONESIA~ 1946 ~BANK NEGARA INDONESIA
1946~1968~Bank BNI~1988~PT Bank Negara Indonesia~1996~~2004~
BNI's ability to adapt with environmental change and progress,
socio-cultural and technological are reflected through the
continuous improvement of its corporate identity from time to time.
This confirms the dedication and commitment to improving the
quality BNI performance continuously.
Who Make Appraisal ?Change Management Office (CMO)Is a unit in
human resource dept. that focus in the management and development
of human resources, for present and succeeding BNI Performance
Excellence Program, in addition to achieving the vision and mission
of BNI.
In CMO they have a Performance Management System (PMS) module is
to measure the performance of the unit based on the financial and
operational benchmarks on a monthly basis, which is located in the
Global System Bank BNI, SLA and PMS.One of the inputs that use in
PMS is the Key Performance Indicator (KPI) approach, which is
derived from the application of Service Level Agreement (SLA) in
the form of a reference standard.
Manager DivisionTo prepare and propose the key performance
criteria.
Performance appraisal conducted in phases by the employer two
levels above the employee.
i.e. Marketing Manager will be assessed by the Assistant Vice
President of Marketing, then the results will be considered and
signed by the Vice President of Marketing.
In every monthquarterlyevery 6 monthsannually
But the period of employee performance appraisal that publish to
the company or head office only take place once every 6 months.
Time Horizon
Using BALANCED SCORE CARD MethodPerformance measurement based on
financial and non-financial aspects. Non-financial aspects of a
very serious attention because it basically improved financial
performance comes from non-financial aspects, namely the increase
in cost-effectiveness of business processes, increase
organizational commitment and increased customers' confidence in
the products. So that if the company will perform multiplication
performance then focus of the company should be aimed at improving
performance in the field of non-financial because that is where
financial performance is derived.Performance Measurement
Based on these performance scores can be determined from the
total value of each employee performance.The total value can be
seen in the following table:Appraisal Form which contains the KPI
will be prepared and proposed by the leaders of each division.Send
to CMO to set the default score.Performance Appraisal Form will be
returned to the sender division, so it can be used for measure the
performance of employees.Send to
SYSTEM OR METHOD OF APPRAISAL
Taking into account the total value of the employee's
performance is assessed.Thus, the company will set the value of a
salary increase or bonus compensation periodically for employees
concerned or compensation could also be a promotion.Rating previous
year will be a reference in the provision of compensation in the
current year.SYSTEM OR METHOD OF APPRAISAL
Advantage : Method is simple, the company can quickly know the
employee's performance every month that impact on the reward
received by the employees in accordance with the results of
performance.
Disadvantage :The people who the make the appraisal just the
upper level, there is no appraisal from lower levels or maybe from
client served.ANALYSIS
The method that can be used by companies in assessing employee
performance. It must be directing the company for have the ability
to define methods most suited to the conditions of their respective
companies. The main objective is to get closer to the appraisal
with the reality that occurs.If the company is wrong in sets
performance appraisal method it will bring rejection of the
employees on the methods and results of the employee performance
appraisal (Kavanagh et al., 2007).
CONCLUSION
