Islamic Human

Resources
Management

Chapter 7

Penilaian Kinerja
Performance Appraisal

 System of review and

evaluation of job
performance
 Assesses
accomplishments and
evolves plans for
development

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 Elemen-elemen Kunci Penilaian Kinerja

Kinerja Penilaian Umpan Balik

Karyawan Kinerja Karyawan

Ukuran-
ukuran
Kinerja

Standar-
standar yang
terkait dengan
Kinerja

Keputusan- Arsip-arsip
keputusan SDM Karyawan
Performance Criteria

1. Pemahaman pada
tugas
2. Pelaksanaan tugas
3. Penampilan diri
4. Kepemimpinan
5. Kedisiplinan

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 Tujuan Dari Penilaian Kinerja
1. Mengukur produktifitas setiap
Individu dalam organisasi
2. Mengevaluasi pencapaian individu
dan kelompok
3. Memberikan umpan balik terhadap
kinerja individual
4. Memberikan bantuan untuk
pengembangan
5. Memberi imbal balik /feedback
berdasarkan pencapaian
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 Manfaat dari Penilaian Kinerja

1. Perbaikan Kinerja
2. Pemberian penghargaan
3. Kompensasi
4. Promosi
5. Demosi
6. Pemberhentian
7. Pelatihan dan pengembangan
 Responsibility for Appraisal

 Immediate supervisor
 Subordinates
 Peers
 Evaluations conducted by team members
 Self-appraisal
 Customer appraisal

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 360-Degree Valuation

 Multi-rater evaluation
 Input from multiple levels with firm and
external sources
 Focuses on skills needed across organizational
boundaries
 More objective measure of performance
 Process more legally defensible

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The Appraisal Period

 Prepared at specific intervals

 Usually annually or
semiannually
 Period may begin with
employee’s date of hire
 All employees may be
evaluated at same time

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Problems in Performance
Appraisal
 Lack of objectivity
 Halo error
 Leniency/strictness
 Central tendency
 Recent behavior bias
 Personal bias
 Manipulating the evaluation

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Characteristics of an Effective Appraisal
System

 Job-relatedcriteria
 Performance expectations
 Standardization
 Trained appraisers
 Continuous open communication
 Performance reviews

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The End, Thank you