Performance Assessment Pertemuan 8 Matakuliah: L0074/Psikologi Industri dan Organisasi 2 Tahun: 2008
Performance Assessment Definition Assessment application of systematic processes to understand the performance of individuals or groups, either currently or in a predictive sense.
ASSESSMENT METHODS: Psychometric / psychological testing Structured interview Assessment Centre BINA NUSANTARA3
EFFECTIVE PERFORMANCE NEEDS : 1. Performance Plan Identified organization system, subsystems, processes, and performer qualification 2. Selection select the performer 3. Performance Management Performance Appraisal 4. Performance analysis 5. Performance intervention
MODEL OF Effective Performance Performance Plan Performance Interventions Selection Performance Assessment Performance Analysis
PERFORMANCE PLAN Performance plan is making by defining the competency that needs to do the job Competency knowledge, skills, abilities, attitudes. Competency a capacity that exists in a person that leads to behaviour that meets the job demands within the parameters of the organizational environment and that, in turn, brings about desired results.
COMPETENCY Indicators Personal Competence Control of initiative Positive indicator : can identify when a decision to proceed was take, takes charge of a range of activities – calling meetings, briefings, planning. Negative indicator : vague about decision points, event-driven. Making definition Direct influencing Definition : the ability to convince others to buy something or to support a recommended course of action. BINA NUSANTARA7
CONTENT OF PERFORMANCE PLAN 1. Review organizational goals to associate preferred organizational results in terms of units of performance, that is, quantity, quality, cost or timeliness. 2. Specify desired results for the domain – as guidance, focus on results needed by other domains (e.g. to internal or external customers) 3. Ensure the domain’s desired results directly contribute to the organization’s results. 4. Weight, or prioritize, the domain’s desired results. BINA NUSANTARA8
5. Identify first-level measures to evaluate if and how well the domain’s desired results were achieved. 6. Identify more specific measures for each first-level measure if necessary. 7. Identify standards for evaluating how well the domain’s desired results were achieved. 8. Document a performance plan – including desired results, measures and standards. Developing the plan is often the responsibility of the head of the domain (employee’s supervisor). However, the plan should be develop as much as possible with participants in the domain. BINA NUSANTARA9
TOOLS FOR MAKING PERFORMANCE PLAN Strategic Maps Learning & Growth perspective : - Human Capital - Information Capital - Organizational Capital Rummler performance diagnosis theories
SELECTION Selection combination of processes that lead to the “choice of one or more candidates over others for one or more jobs or roles. Prediction of job performance involves the application of psychological theory from basic domain of psychology (e.g. intelligence, personality, motivation, and emotion). BINA NUSANTARA11
GENERAL COGNITIVE ABILITY General cognitive ability G factor General cognitive ability related to performance at : - through the extent to which the job calls for general mental activities such as planning, memory, and reasoning. - through the extent to which an individual masters the requisite job knowledge. BINA NUSANTARA12
REQUISITE JOB KNOWLEDGE HAS TWO DIMENSIONS : 1. Knowledge of technical information about object and concept to do the job. 2. Knowledge of processed and judgmental criterion for efficient action on the job. For inconsistent tasks ability play substantial role For consistent tasks job knowledge play a larger role to predict performance. BINA NUSANTARA13
MEASUREMENT FOR PREDICTION JOB PERFORMANCE Non ability interviews & biodata psycho test using Mc’ Clellend achivement motivation test. Five Factor Model Big 5 Personality I/O psychologist not used projective test clinical setting BINA NUSANTARA14
BINA NUSANTARA15 THE END