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Performance Appraisal and Employee

Development, Study Case


PT Bank Negara Indonesia

B Y : C E C I L I A D J I WA N G
121407128

PURPOSE
BANK
NEGARA
INDONESIA
~ 1946 ~

BANK NEGARA
INDONESIA
1946
~1968~

~2004~

Bank BNI
~1988~

PT Bank
Negara
Indonesia
~1996~

BNI's ability to adapt with environmental change and progress, sociocultural 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 Division
To 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.

TIME HORIZON
In every month
quarterly
every 6 months
annually

But the period of employee performance


appraisal that publish to the company or head
office only take place once every 6 months.

PERFORMANCE
MEASUREMENT

Using BALANCED SCORE CARD Method

Performance measurement based on financial and non-financial aspects.


Non-financial aspects of a very serious attention because it basically
improved
aspects,
processes,

financial
namely

the

increase

performance
increase

in

organizational

comes

from

non-financial

cost-effectiveness
commitment

of

and

business
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.

SYSTEM OR METHOD OF
APPRAISAL
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.

Send
to
Performance Appraisal Form will be
returned to the sender division, so
it can be used for measure the
performance of employees.

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:

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.

ANALYSIS
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.

CONCLUSION

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