SUMMARY OF PERFORMANCE MANAGEMENT PROCESS

Lecturerer: Prof. Drs. Mursid Saleh, MA., P,hD

Universitas Negeri Semarang
By Eka Nurhidayat

1. What is the different between performance planning and performance renewal and
recontructing?
Performance planning refers to a company's formal process of identifying
and planning either an individual’s or organization’s goals or the best way to reach them.
The main difference is that performance renewal and recontracting stage uses the insight
and information gained from the other phases.

2. To what extent accountabilities can be accessed?

A consideration of results needs to include the key accountabilities, or broad areas of job
for which the employee is responsible for producing result.

3. In performance planning there are 3 components result, behavior, and development

plan. How they are related each other?
Result, behavior, and development plan are the discussion of performance planning.
Result refers to what need to be done or the outcome an employee must produce.
Behavior is to measure the result or how job is done. And the development plan is areas
that need improvement.

4. Please explain about behavior and how to measure it?

Behavior is to measure the result or how job is done. Competence is way how to measure
behavior in performance management. It is measurable cluster of KSAs that are critical in
determining how result will be achieved.

5. Why do you only state the outcomes not income in the specific objectives?
We don’t need to state directly because income is part of an outcome.

6. Performance management is an ongoing process. Once established in an organization, it

becomes part of organizational culture. The performance management process include six
components: (1) prerequisite, (2) performance planning, (3) performance execution, (4)
performance assessment, (5) performance review, and (6) performance renewal and
reconstructing.

7. Understand that the poor implementation of any performance management process

component has a negative impact of the system as whole.
 In the implementation of a PMS, one of the imperatives is that managers ensure that their
employees’ outputs are compatible with that of their organizations’ goals. The PMS
provides vital information on whether the work-integrated learning skills of employees
are compatible with the objectives of their organizations. A poorly implemented PMS
will fail to motivate an organization’s employees, and inevitably their lack of job
satisfaction will impact negatively on their self-esteem, productivity levels and outputs.

8. Conduct a job analysis to determine the job duties, knowledge, skills, and abilities
(KSAs), and working condition of a particular job.
Job analysis can be conducted using interview, observation, or off-the-shelf
questionnaires. Once a list of task has been compiled, all incumbents should have an
opportunity to review the information and rate each task in terms of its frequency and
critically.