INTEGRATION OF COMPANY PERFORMANCE MANAGEMENT AND EMPLOYEE PERFORMANCE MANAGEMENT

Transkripsi

1 INTEGRATION OF COMPANY PERFORMANCE MANAGEMENT AND EMPLOYEE PERFORMANCE MANAGEMENT

2 EMPLOYEE PERFORMANCE MANAGEMENT CYCLE Performance Planning Employee target setting Employee development planning Performance Improvement Performance review Development need analysis Performance Accomplishment Performing job Training/coaching Performance Appraisal KPIs achievement Critical incidents Competence Development

3 INTEGRATION OF COMPANY PERFORMANCE MANAGEMENT AND EMPLOYEE PERFORMANCE MANAGEMENT Since people do the business processes, people determine company performance Employee performance management must integrate to company performance management

4 COMPANY PERFORMANCE MANAGEMENT SYSTEM CORPORATE KPI BUSINESS UNIT KPI BUSINESS PROCESS KPI EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM

5 BUILDING BLOCK OF INTEGRATED PERFORMANCE MANAGEMENT SYSTEM COMPANY PERFORMANCE MANAGEMENT BALANCED SCORECARD EMPLOYEE PERFORMANCE MANAGEMENT BALANCED APPRAISAL SYSTEM

6 BALANCED EMPLOYEE PERFORMANCE APPRAISAL COMPANY PERFORMANCE MANAGEMENT BALANCED SCORECARD EMPLOYEE PERFORMANCE MANAGEMENT BALANCED APPRAISAL SYSTEM PAST FUTURE ACHIEVEMENT COMPETENCE = EMPLOYEE PERFORMANCE CRITICAL INCIDENT DEVELOPMENT

7 SECTION HEAD SECTION PERFORMANCE Balanced Scorecard COMPANY PERFORMANCE AGREGATE KPI_A AGREGATE KPI_B EMPLOYEE PERFORMANCE A1 A2 A3 B1 B2 PAST FUTURE ACHIEVEMENT COMPETENCE = EMPLOYEE PERFORMANCE CRITICAL INCIDENT DEVELOPMENT

8 CORE, SUPPORT AND FUNCTIONAL COMPETENCE

9 Competence causal flow model Motive Trait Self Concept Knowledge Skill Outcome HIDDEN COMPETENCE VISIBLE COMPETEMCE PERFORMANCE

10 Behaviour Indicator of Competence There are five levels of competence : 0 --Not Competence 2 --Beginner 4 -- Implement 6 --Experienced 8 --Expert : Employee behaves against competence requirement or does not show any competence behavior : Employee is still in the phase of learning and orientating to his/her jobs. : Employee has already gained experiences, capable of doing his/her job well, and gives contribution to his/her team. : Employee is highly experienced, can influences the unit, transfer his/her expertise and experiences to other employee. : Employee is an expert of the competency, capable of using his/her competence to improve organization performance as a whole. Not Competence Beginner Implement Experienced Expert Ruler model of competence

11 Fokus Kompetensi Beberapa Perilaku Utama MODEL KONTRIBUSI KOMPETENSI Kemampuan menjalankan tugas Kontribusi Kemandirian Level 2 "Pemula" Kemampuan mempelajari pelaksanaan tugasnya Aktivitas belajar untuk menjalankan tugas pokok dengan baik Sudah berusaha tetapi belum memberikan kontribusi pada tim Masih tergantung kepada instruksi, bimbingan dan arahan orang lain Level 4 "Madya" Kemampuan melaksanakan tugasnya Menunjukkan kemampuan untuk dapat menyelesaikan tugasnya dengan baik Dapat memberikan kontribusi pada tim Mampu menjalankan tugas, mengambil keputusan dan mengatasi masalah secara mandiri Level 6 "Pengalaman" Kemampuan menularkan kemampuannya pada orang lain Mengajarkan keahliannya untuk kebaikan organisasi Dapat melatih atau membimbing orang lain Mampu mewakili perusahaan untuk berhubungan dengan pihak luar. Level 8 "Pakar" Kemampuan mengembangkan konsep / model untuk diterapkan di perusahaan Menunjukkan kemampuan memimpin pada level perusahaan, membangun sistem untuk diterapkan di perusahaan Dapat menjadi mentor / penggerak di perusahaan Mampu merumuskan / memberikan arah perkembangan perusahaan di masa depan Fokus utama - Operasional - Spesialisasi - Bersifat teknis Taktis Taktis / strategis Strategis Arah pengaruh Dipengaruhi orang lain / atasan Dipengaruhi organisasi Mempengaruhi orang lain / unit lain Mempengaruhi organisasi Isu Psikologis Belajar bagaimana bekerja Menerapkan dan mengembangkan lebih lanjut keterampilannya Memberdayakan orang lain Memberdayakan organisasi

12 TRAINING NEED ANALYSIS Competence Assessment System Employees Performance Appraisal System Competence Assessment Process Performance Appraisal Process Employee Performance (Competence) Reports Directory of Competence-based Training Training Need Analysis List of Training Need

13 PERSONAL SCORECARD Truck drivers are contributing to : lower cost reliable on time on spec good neighbor By driving the prescribed routes, not getting lost, safely and avoiding accidents

14 PERFORMANCE RELATED PAY (PRP) SCHEME REWARD POOR PERFORMANCE AVERAGE BEST IN INDUSTRY Base Pay B * B B Company Performance 0 ( 3 6 ) % 10 % Unit Performance 0 ( 5 8 ) % 20 % Total Pay Rp. X Rp. { 1 + ( 8 14 ) %} X Rp. { 1 + ( 30 % ) X * For example B is set at 90 % of the top rank salary of the industry