THE USE OF A RANGE OF PERFORMANCE MANAGEMENT PROCESSES RECOMMENDED FOR THREE GROUP OF STAFF AT DIFFERENT ORGANIZATION

Inti dari manajemen kinerja adalah memberikan panduan agar kinerja individu dan kelompok dapat diarahkan, dimonitor, dimotivasl, dan diberi kompensasi. Setiap perusahaan atau organisasi mempunyai kebutuhan, lingkungan, dan pendekatan yang unik dafam strategi manajemen sumber daya manusia, termasuk proses manajemen kinerja. Ofeh karena itu, masalah utama implementasi manajemen kinerja adalah menentukan proses, metode, dan teknis pelaksanaan yang terbaik untuk meningkatkan kinerja di sebuah perusahaan atau organisasi. Perancangan manajemen kinerja yang berbeda·beda dapat dicontohkan pada studi kasus dari 3 macam stat di organlsasi yang berbeda yaitu staf penjua/an di perusahaan mesin pembersih lantai, peneliti di laboratorium perusahaan farmasi, serla dosen-dosen di universltas. Contoh-contoh tersebut menggambarkan bahwa kondisi tiap organisasi mempengaruhi metode terbaik yang dipilih dafam perancangan manajemen kinerja. Selanjutnya, organisasi-organisasi yang mengimplementasikan manajemen kinerja juga perlu menffikberatkan pada pengembangan budaya pembelajar. Di samping itu, agar pendekatan yang dipifih menjadi bermakna maka prinsp-pr/nsip etis perlu diterapkan dalam proses manajemen kinerja. Kata Kunci: Proses manajemen kinerja

Firstly, the first section critically reviews the     Riggio, 2003).
Moreover, the university may use the result of appraisal system as data for balanced score

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Formal assessment and reward: • annual assessment   (Bratton and Gold, 1999); and for an approach to be meaningful and worthwhile, ethical principles need to be built into the process (Winstanley and Stuart Smith, 1996).
Power and control as parts of political reality are common events; instead, they are considered as normal and usual aspects in and to identify training needs, to improve customer service, or to change the culture.In addition.Personnel Today in partnership with PeopleSoft survey found the PSIKOLOGIKA Nomor 23 Tahun XU Januari 2007 vast majority of respondents (86 per cent)

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to be academics even though the work in the industry, and many would like to return to the university environment, though the high salaries in industry and are enough {just) to make them stay.Many continue to write articles for top academic journals (using work time and facilities), and like to go to academic conferences, even though this has no direst return for the company.Moreover, the manager is concerned about the amount of time spent on this, also by the fact that the scientists come and go as they please, and the fact that they seem to spend a substantial part of their time playing chess and computer games, although the scientists normally work as individuals, they do share ideas and test each others product designs.When a new product is proposed for development, the scientist(s) who originally thought of it have their name recorded on the product proposals, but ii widely recognised that almost everyone in the laboratories will have had some type of input, often one that is critical to the final design.Some scientists have not had a product proposal with their name on it for more than three years.is allocated on a per capita basis.The quality of teaching and learning is assessed formally every year by the national auditors and published widely.The second objective is to design, provide, and administer a wide range of courses at affordable cost to meet the university's historical commitment to the local community, which affects the university's ability to build relationships with local organisations and to attract commercial and public sponsorship.The third objective is for the university to be a successful centre grading has a direct impact on the amount of funding received from central government.Indeed, this funding is much 72 greater and more variable than that received for teaching.Research strategies are also published, and this affects the equality of students who attend the university and of staff who are attracted to work there.High•quality students contribute to research and attract betterresearch•focused lecturers.Lecturers work in loosely structured non-hlerarchlcal departments, nominally managed by a head of department, but in reality this is just the senior academic, who leads by advice and example, rather than a manager in the formal sense.Each lecturer is expected to take on teaching roles, roles in course design and administration, and to undertake research.However, the reality is that they balance these requirements pretty much as they see fit.Lecturers are attracted to work in the University for Several Reasons, even though many could earn more money in the commercial world, some by desire to teach, and some by the desire to research, and all by the flexible nature if their jobs and the freedom to 'do their own thing' company has set its objectives related to the quality and price of products and level of the service that are the the planning process will help them understand the goals of the organisation.It also makes them know what needs to be done, why it needs to be done, and how well It should be done.To set the objectives and competence in unitary Annstrong and Baron, 2005).Performance elements and standards, moreover, should PSIKOLOGIKA Nomor 23 Tahun Xl1 Januan 2007

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Figure 1.The Model of Performance Management Process

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employee is fully aware of his or her role in the organisation, the type of output expected, the development plans, and how the output will be measured and rewarded.Jn general, all organisations follow similar pattern based on the modified Torrington et alNomor 23 Tahon XU Januari 2007