INTEGRATION OF COMPANY PERFORMANCE MANAGEMENT AND EMPLOYEE PERFORMANCE MANAGEMENT
EMPLOYEE PERFORMANCE MANAGEMENT CYCLE Performance Planning • Employee target setting • Employee development planning Performance Improvement • Performance review • Development need analysis Performance Appraisal • KPIs achievement • Critical incidents • Competence • Development
Performance Accomplishment • Performing job • Training/coaching
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
COMPANY PERFORMANCE MANAGEMENT SYSTEM
CORPORATE KPI
BUSINESS UNIT KPI
BUSINESS PROCESS KPI
EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM
BUILDING BLOCK OF INTEGRATED PERFORMANCE MANAGEMENT SYSTEM
COMPANY PERFORMANCE MANAGEMENT
BALANCED SCORECARD
EMPLOYEE PERFORMANCE MANAGEMENT
BALANCED APPRAISAL SYSTEM
BALANCED EMPLOYEE PERFORMANCE APPRAISAL COMPANY PERFORMANCE MANAGEMENT
BALANCED SCORECARD
EMPLOYEE PERFORMANCE MANAGEMENT
BALANCED APPRAISAL SYSTEM
PAST ACHIEVEMENT
FUTURE COMPETENCE
= CRITICAL INCIDENT
DEVELOPMENT
EMPLOYEE PERFORMANCE
SECTION HEAD SECTION PERFORMANCE
AGREGATE KPI_A
Balanced Scorecard
COMPANY PERFORMANCE
AGREGATE KPI_B
EMPLOYEE PERFORMANCE
A1
PAST ACHIEVEMENT
A2
A3
B1
B2
FUTURE COMPETENCE
= CRITICAL INCIDENT
DEVELOPMENT
EMPLOYEE PERFORMANCE
CORE, SUPPORT AND FUNCTIONAL COMPETENCE
Competence causal flow model Motive Trait Self Concept
Knowledge Skill
HIDDEN COMPETENCE
VISIBLE COMPETEMCE
Outcome
PERFORMANCE
Behaviour Indicator of Competence There are five levels of competence : • 0 --Not Competence
: 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.
• 2 --Beginner
• 4 -- Implement • 6 --Experienced • 8 --Expert
Not Competence
0
Beginner
Implement
2
Experienced
4
Ruler model of competence
Expert
6
8
MODEL KONTRIBUSI KOMPETENSI Level 2 "Pemula"
Fokus Kompetensi
Beberapa Perilaku Utama
Kemampuan mempelajari pelaksanaan tugasnya
Level 4 "Madya"
Level 6 "Pengalaman"
Level 8 "Pakar" Kemampuan Kemampuan Kemampuan mengembangkan menularkan melaksanakan konsep / model untuk kemampuannya pada tugasnya diterapkan di orang lain perusahaan Menunjukkan kemampuan Menunjukkan Mengajarkan memimpin pada level kemampuan untuk keahliannya untuk perusahaan, dapat menyelesaikan kebaikan organisasi membangun sistem tugasnya dengan baik untuk diterapkan di perusahaan
Kemampuan menjalankan tugas
Aktivitas belajar untuk menjalankan tugas pokok dengan baik
Kontribusi
Sudah berusaha tetapi belum memberikan kontribusi pada tim
Dapat memberikan kontribusi pada tim
Dapat melatih atau membimbing orang lain
Dapat menjadi mentor / penggerak di perusahaan
Kemandirian
Masih tergantung kepada instruksi, bimbingan dan arahan orang lain
Mampu menjalankan tugas, mengambil keputusan dan mengatasi masalah secara mandiri
Mampu mewakili perusahaan untuk berhubungan dengan pihak luar.
Mampu merumuskan / memberikan arah perkembangan perusahaan di masa depan
- Operasional - Spesialisasi - Bersifat teknis
Taktis
Taktis / strategis
Strategis
Fokus utama
Arah pengaruh
Dipengaruhi orang Mempengaruhi orang Dipengaruhi organisasi lain / atasan lain / unit lain
Isu Psikologis
Menerapkan dan Belajar bagaimana mengembangkan lebih bekerja lanjut keterampilannya
Memberdayakan orang lain
Mempengaruhi organisasi
Memberdayakan organisasi
TRAINING NEED ANALYSIS
Competence Assessment System
Employees
Competence Assessment Process
Performance Appraisal System
Performance Appraisal Process Employee Performance (Competence) Reports
Directory of Competence-based Training
Training Need Analysis
List of Training Need
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
PERFORMANCE RELATED PAY (PRP) SCHEME
REWARD
PERFORMANCE POOR
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
* For example B is set at 90 % of the top rank salary of the industry
Rp. { 1 + ( 30 % ) X
