Class Project Presentation: Performance Appraisal

By. Juan Skavani Mahaganti Pasca Sarjana Universitas Klabat. DEFINITION According to Grote (2002), Performance Appraisal (PA) is a formal management system that provides for the evaluation of the quality of an individual s performance in an organization. Mostly are done by immediate supervisor (see also Nakervis and Leece, 1997). The procedure typically requires the supervisor to fill out a standardized assessment from that evaluates the individual on several different dimensions and the discusses the result of the evaluation with the employee (Grote, 2002). In narrow perspective, PA is a documentation, filling form, checking boxes, once-a-year drill, annual fiasco, meeting held between lower and higher worker, and they will meet again next year (Grote, 2002; DelPo, 2007; Tourish, 2004). It s a common misconception that performance appraisal entails simply filling out an evaluation form answering prefabricated questions and checking boxes. If this were the case, you wouldn t need an entire book to help you do it right, and your evaluation wouldn t be worth the paper you wrote it on. When done correctly, performance appraisal is a process, not a document it is a way of structuring your relationship with your employees. A good appraisal system includes observation, documentation, and communication. It envisions a workplace in which supervisors know what is happening in their departments (who is doing what and how well) and document employee performance as it occurs. Supervisors and their employees should have open lines of communication. Employees should know how they are doing so they can make adjustments when they veer off track. Supervisors should know what obstacles get in the way of their employees performance so they can remove those obstacles as they arise (DelPo, 2007).

PURPOSE Study shows that PA is commonly used by companies now, from every level or industrial background (Nakervis and Leece, 1997; Bach, 2003). Of course the phenomenon is not without

Cited: Table 1: Disadvantage of PA, as identified from literature Source : Kourkit and Waal (2008) Other study conducted by Kourkit and Waal (2008), strengthen the previous findings Figure 2 : Relation Model developed by Kourkit and Wall (2008). Source : Kourkit and Wall (2008) TQM (Total Quality Management) by some also seen as the opposite of PA UNTUK MEMENUHI TUGAS MATA KULIAH HUMAN RESOURCES MANAGEMENT MR. RONNY WALEAN PhD. FEBRUARY, 2010