komunikasi bisnis sosial bab6i
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8/11/2019 Komunikasi Bisnis Sosial Bab6i
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Senin, 18 Agustus 2014STIKOM BALI 2007
FAQ:gedeiwan@gmail.com 1
PERENCANAAN KARIRDAN PENILAIAN
KINERJAKomunikasi Bisnis dan Sosial
Pengantar: I Gede Iwan Suryadi,SE.,MM.
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The Objectives
Advise someone about the major points incareer planning
Describe how HR department encourage and
assist career Identify the major advantages of career
planning
Explain the relationship between career planningand career development
Explain the uses of performance appraisals
Describe commonly used appraisal methods
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Istilah-istilah dalamperencanaan karir
Career. A career is all the jobs that are held during one’sworking life
Career path. A career path is the sequential pattern of jobsthat forms one’s career
Career goals. Career goals are the future positions onestrives to reach as part of a career. These goals serve asbenchmarks along one’s career path.
Career planning. Career planning is the process by whichone selects career goals and the path to those goals
Career development. Career development consists of thepersonal improvements one undertakes to achieve a personalcareer plan
Source : Wherther & Davis
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Perencanaan karir dankebutuhan karyawan
Career equity. Employees want equity in the promotion systemwith respect to opportunities for career advancement
Supervisory concern. Employees want their supervisors toplay an active role in career development and provide timelyfeedback on performance
Awareness of opportunities. Employees want knowledge ofopportunities for career advancement
Employment interest. Employees need different amounts ofinformation and have different degrees of interest in careeradvancement, depending on a variety factors
Career satisfaction. Employees, depending on their age andoccupation, have different levels of career satisfaction
Source : Wherther & Davis
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Manfaat perencanaan karir
Aligns strategy and internal staffing requirements
Develop promotable employees
Facilitates international placement
Assist with workforce diversity
Lowers turnover
Taps employee potential
Further personal growth
Reduce hoarding
Satisfies employee needs
Assist affirmative action plans
Source : Wherther & Davis
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Pengelolaan karir
Organization focusing on individuals – Organizational entry
– Mentoring
– Early career: The impact of the first job Organization focusing on their own maintenance
and growth – Internal staffing decision:
Promotions Demotions
Transfer and relocations
Layoffs, retirements and resignations
Source : Cascio
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Pengembangan karir
Pengembangan karir oleh individu :
– Job performance
– Exposure
– Networking
– Resignations – Organizational loyalty
– Mentors and sponsors
– Key subordinates
– Growth opportunities
– International experience Pengembangan karir dengan dukungan Dept.SDM :
– Management support
– Feedback
Source : Wherther & Davis
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Pilihan dan preferensi karir
Holland vocational preferences
(Realistic,Investigative,Artistic,Social,Enterprising,Conventional)
The schein anchorsTechnical-functional competence,managerialcompetence,security-stability,creatifity, andautonomy-independence)
Jung and the Myers-Briggs Typologies(Extrovert & introvert, sensing & intuitive)
Source : De Cenzo & Robbins
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Kegunaan dari penilaian kinerja
Performance improvement
Compensation adjustment
Placement decisions
Training and development needs
Career planning and development
Staffing process deficiencies
Informational inaccuracies
Job-design errors
Equal employment opportunity
External challenges
Feedback to human resourcesSource : Wherther & Davis
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Elemen dari penilaian kinerja
Performance standards
Performance standards serve as benchmarks against whichperformance is measured
Performance measures
– Objective measuresObjective performance measures are indications of jobperformance that are verifiable by others and are usuallyquantitative.
– Subjective measures
Subjective performance measures are ratings that arebased on the personal standards or opinions of thosedoing the evaluation and are not verifiable by others.
Source : Wherther & Davis
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Tantangan dalam penilaiankinerja
Legal Constraints
Rater biases – The halo effect
– The error of central tendency
– Leniency and strictness bias
– Cross-cultural biases
– Personal Prejudice – The regency effect
Source : Wherther & Davis
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Metode penilaian : Post-oriented
Rating scales
Checklists
Forced choice method
Critical incident method Accomplishment records
Behaviorally anchored rating scales
Field review method Performance tests and observations
Comparative evaluation approaches
Source : Wherther & Davis
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Metode Penilaian : Future-oriented
Self appraisals
Management by objectives
Psychological appraisal Assessment centers
Source : Wherther & Davis
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Implikasi dari proses penilaiankinerja
A successful performance appraisal system requiresmore than good technique. It depends on a consistentapproach for comparability of results, clear standardsand measures, and bias-free ratings. The implications of
the process are:
Training raters and evaluators
Evaluation Interviews
Evaluation interviews are performance review sessionsthat give employees essential feedback about their pastperformance or future potential.
Source : Wherther & Davis
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Effective PerformanceManagement System
Requirements of effective Appraisalsystems:
Relevance
Sensitivity
Reliability
Acceptability Practicality
Source : Cascio
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