BAB 1

PENGANTAR PERFORMANCE
MANAGEMENT SYSTEM

Jakarta, 5-6 April 2021

Ir. Arif Wahyu Adi, MSc., MBA., CHRP.
Expert Business PT PLN (Persero)
PERFORMANCE MANAGEMENT SYSTEM

Pokok Bahasan:
1. Pengantar Performance Management
System
2. Big Picture Human Capital Performance
Management System
3. Translate Strategi Organisasi to KPI

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1 Pengantar PMS
PERFORMANCE MANAGEMENT,
WHAT IS IT??
1. Performance management is the
sole
responsibility of management
 2.
It’s important to lock in goals at the
beginning of the year and hold people
accountable for them
3. Performance Management works best when
it focus solely on the individual
 4.
Performance management happens
when setting goals at the beginning
of the year and when reviewing
performance at the end
of the year
5. Performance management is
primarily an administrative task
 6.
High performers are best left alone
to achieve their goals without
interference
 7.
The best thing to do with low
performers is to show them
the door
8. Performance Management is easy
 9.
Many of organizations are happy
with their performance
management system
10. Not many of HR Executives think that their
performance management process accurately
reflects employee contributions
Question Marks
1. ….% of HR Leader do not think that annual performance reviews are an accurate
appraisal for employee’s work.
2. Only … % of HR executives think that their performance management process
accurately reflects employee contributions.
3. Only …% of companies report that their performance management process drives high
levels of value, while …% said that it isn’t an effective use of time.
4. A pool with 2,677 respondents revealed that … % find annual performance reviews
unnecessary. Among the respondents were 645 HR Managers, 232 CEO’s, and 1,800
others employees.
5. Only … % of organizations are happy with their performance management system.
6. …. of performance management systems misidentify high performers.
7. …. % of organizations rated their performance management systems as “C” Grade or
below.
8. …. % of performance reviews end up in decreased employee performance.
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Answers
1. 45% of HR Leader do not think that annual performance reviews are an accurate appraisal
for employee’s work.
2. Only 23% of HR executives think that their performance management process accurately
reflects employee contributions.
3. Only 8% of companies report that their performance management process drives high
levels of value, while 58% said that it isn’t an effective use of time.
4. A pool with 2,677 respondents revealed that 98% find annual performance reviews
unnecessary. Among the respondents were 645 HR Managers, 232 CEO’s, and 1,800 others
employees.
5. Only 14% of organizations are happy with their performance management system.
6. Two-thirds of performance management systems misidentify high performers.
7. 58% of organizations rated their performance management systems as “C” Grade or
below.
8. 38% of performance reviews end up in decreased employee performance.
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Performance Management
Performance Management is both a strategic and an integrated
approach to delivering successful results in organizations by
improving the performance and developing the capabilities of
teams and individuals.

(Armstrong & Baron, 1998)

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Performance Management System
Sistem Manajemen Kinerja
- Suatu proses yang digunakan untuk melakukan identifikasi, pengukuran,
evaluasi, perancangan, perbaikan, sekaligus pemberian penghargaan
bagi karyawan yang memiliki performa baik.
- Tools Performance Management System yang umum digunakan oleh
perusahaan-perusahaan adalah KPI (Key Performance Indicator) dan
Performance Appraisal.
- KPI bertujuan untuk mengukur dan membandingkan kinerja dalam
memenuhi tujuan strategis dan operasional perusahaan dengan berdasar
pada sumber data yang jelas.
- Performance Appraisal bertujuan untuk mengevaluasi atau menilai
prestasi kerja karyawan dengan berdasar pada aspek kompetensi dan
kinerja yang telah ditetapkan.

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Big Picture PMS
Filosofi Performance Management
2 System
 Big Picture Performance Management Framework
Performance Management System adalah sarana bagi organisasi untuk ‘Create Value’, selaras
dengan Strategi Perusahaan/ Arah Bisnis *)

Performance Management System

Strategi Perusahaan Value Creation

Vision & Mision Culture

Performance

Corp Strategic Objective Perusahaan

CMC

Engagement
Corporate Strategy
Productivity
Compensation
Learning Karyawan
Succession & Recruitment

*) Work USA, Tower Wison, 2010

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Strong Business Linkage

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Line of Sight

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“Fair stretch” goals

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Insufficient performance differentiation!

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Meaningful Rewards

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Maksud dan Tujuan
Sistem Manajemen Kinerja Pegawai

1. Maksud ditetapkannya Sistem Manajemen Kinerja Pegawai adalah untuk menciptakan

budaya kinerja Pegawai melalui penyelarasan dan pemahaman bersama antara
Perseroan dan Pegawai mengenai tujuan yang harus dicapai, cara serta optimalisasi
sumber daya untuk mencapai tujuan tersebut.

2. Tujuan ditetapkannya Sistem Manajemen Kinerja Pegawai adalah :

a. terwujudnya pengukuran kinerja yang BERKEADILAN guna membina budaya
pembelajar dan berprestasi serta memotivasi Pegawai untuk meningkatkan
kompetensi dan kontribusi bagi Perseroan;
b. sebagai pedoman untuk mengevaluasi Kinerja Pegawai secara lebih transparan,
terukur, dan obyektif sehingga Perseroan dapat memberikan kompensasi dan atau
penghargaan yang berkeadilan dan sepadan dengan Unjuk Kerja Pegawai selama
bekerja dalam kurun waktu tertentu, misalnya 1 (satu) semester.

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 To deliver Business Results

 To develop the organization in quantity/or quality

 To improve individual and Team Performance

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So, PA or evaluation process is a process that not
popular for people or employees.
Employees dislike this process, but until now there
are not more better methods.

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Siklus Manajemen Kinerja

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TRANSLATE STRATEGI ORGANISASI
Berbasis Balanced Scorecard

Cascading KPI Unit/Departement &

3 Individu
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39
How does the PMS Plan Align With Business Strategy ?

Inisiatif Strategis
Visi Perusahaan

Kinerja
Strategi Proses Bisnis Perusahaan

Selaras

KPI Individu Target Pencapaian

Kinerja Individu (SIMKP)

“One cannot manage what cannot be measured!“

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 MANAJEMEN UNJUK KERJA / KINERJA PEGAWAI

Penyelarasan Kinerja Pegawai dengan Kinerja Korporat

“Pendekatan dalam penetapan KPI selaras dgn

tujuan Strategis Organisasi/Korporat”
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