{"id":2429,"date":"2015-05-11T08:49:51","date_gmt":"2015-05-11T08:49:51","guid":{"rendered":"http:\/\/eko.tj.nscpolteksby.ac.id\/?p=2429"},"modified":"2015-05-15T11:21:41","modified_gmt":"2015-05-15T11:21:41","slug":"measuring-performanceand-providing-feedback-pertemuan-ke-8-msdm","status":"publish","type":"post","link":"https:\/\/nscpolteksby.ac.id\/dosen\/eko-tjiptojuwono\/2015\/05\/11\/measuring-performanceand-providing-feedback-pertemuan-ke-8-msdm\/","title":{"rendered":"Measuring Performance and Providing Feedback (Pertemuan ke-8 MSDM)"},"content":{"rendered":"

\"Screenshot<\/a><\/p>\n

Learning Objective<\/p>\n

    \n
  1. Describe how merit-based and parity-based performance management systems relate to overall HR and competitive strategy.<\/li>\n
  2. Describe the three dimensions of job performance.<\/li>\n
  3. Explain differences among and common problems with various types of performance measures.<\/li>\n
  4. Explain the value of using multiple sources to obtain performance appraisal ratings.<\/li>\n
  5. Describe effective methods for providing feedback to employees.<\/li>\n<\/ol>\n

    Performance Management<\/p>\n

      \n
    • Merupakan proses pengukuran dan memberikan umpan balik tentang kontribusi karyawan untuk organisasi.<\/li>\n
    • Performance management dapat dikatakan efektif jika selaras dengan strategi kompetitif organisasi<\/li>\n<\/ul>\n

      EMPHASIZING EITHER MERIT OR PARITY<\/p>\n

        \n
      • Merit-based System<\/li>\n<\/ul>\n

        Sebuah sistem manajemen kinerja yang secara khusus bertujuan untuk mengidentifikasi dan mengakui kontribusi karyawan yang tinggi.<\/p>\n

          \n
        • Parity-Based System<\/li>\n<\/ul>\n

          Sebuah sistem manajemen kinerja yang bertujuan untuk mengakui kontribusi dari semua karyawan tanpa memandang seseorang lebih dari yang lain.<\/p>\n

           <\/p>\n