√ Definition of Performance, Assessment Objectives, Benefits, Factors, Characteristics and Indicators
Definition of Performance, Assessment Objectives, Benefits, Factors, Characteristics and Indicators – In this discussion we will explain about performance. Which includes the notion of performance appraisal, the purpose of performance appraisal, the benefits of performance appraisal, factors performance appraisal, performance characteristics and performance indicators with a complete and light discussion understood.
Definition of Performance, Assessment Objectives, Benefits, Factors, Characteristics and Indicators
For a detailed explanation, please see the review below.
Definition of Performance
Performance in English Job Performance or actual performance is work performance or real achievement achieved by a person. The definition of performance (work achievement) is the work results in quality and quantity achieved by an employee in carrying out their duties in accordance with the responsibilities that have been given to her. In organizations, performance is the answer to the success or failure of a predetermined organizational goal.
Performance Assessment Purpose
Syafarudin Alwi (2001: 187) states that according to his theory the purpose of performance appraisal can be categorized as an evaluation and development trait. The nature of the evaluation must be completed.
- The results of the assessment are used as a basis for providing compensation
- The results of the assessment are used as a staffing decision
- The results of the assessment are used as the basis for evaluating the selection system
The nature of the development of the appraiser must be completed
- Real achievements achieved by individuals
- Individual weaknesses that hinder performance
- Developed achievements
Benefits of Performance Appraisal
The contribution of the assessment results is something that is very useful for planning organizational policies as for a detailed performance appraisal for the organization, namely:
- Compensation adjustments
- Improve performance
- The need for training and development
- Make decisions in terms of placing promotions, transfers, dismissals, terminations and planning workforce
- For the purposes of employee research
- Assist in the diagnosis of employee design errors
Factors Affecting Performance
The factors that influence performance are:
Effectiveness and Efficiency
According to Prawirosentono (1999:27) If a certain goal can eventually be achieved, then it can be said that the activity is effective. But if the consequences are not sought, the activity assesses the importance of the results achieved so that it results in satisfaction even though it is effective, so it is called inefficient. Compared to if the result sought is not important or underestimated, the activity is efficient.
Authority (Power)
Authority according to Prawirosentono (1999:27) is the nature of a communication or order in a formal organization that owned by a member of the organization against other members to carry out a work activity in accordance with its contribution. The order states what can be done and cannot be done in the organization.
Discipline
Discipline according to Prawirosentono (1999:27) is obeying the applicable rules and laws, so that discipline employees, namely employee activities related to honoring work agreements with the organization where he is Work.
initiative
Initiative is related to thinking power and creativity in forming ideas for planning something related to organizational goals.
Employee Performance Characteristics
According to Mangkunegara (2002:68), the characteristics of people who have high performance are as follows:
- Have a high personal responsibility
- Dare to take and take responsibility for the risks faced
- Have real goals
- Have an overall work plan and strive to realize its goals
- Utilize real feedback in all work activities it carries out.
- Look for opportunities to realize the plans that have been programmed
Employee Performance Indicators
According to Robbins (2006: 260) To measure employee performance personally, there are six indicators, namely:
Quality
Quality of work can be measured from employees' perceptions of the quality of work performed and also the perfection of tasks on the skills and abilities of employees
Quantity
Is the amount obtained expressed in terms such as the number of units, the number of activity cycles completed.
Punctuality
Is the level of activity completed at the beginning of the specified time. Seen from the point of coordination with output results and also maximizing the time allotted for other activities.
Effectiveness
Is the maximum level of use of organizational resources of manpower, money, technology, raw materials with the intention of increasing the results in each unit in the use of resources.
independence
Is the level of an employee who looks forward to being able to carry out his work function. Work commitment is a level where employees have work commitments with agencies and employee responsibilities towards the office.
Thus has been explained about Definition of Performance, Assessment Objectives, Benefits, Factors, Characteristics and Indicators, hopefully can add to your insight and knowledge. Thank you for visiting and don't forget to read other articles.
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