Goals should be set in no more than three areas-attempting to achieve too many diferent goals at once will impede success.Ĭontoh Target Setting Target Individual Bukan Target Individual. Goals should be difcult, but achievable, to motivate performance. To the extent possible, goals should have a direct and obvious link to organizational success factors or goals. Goals must clearly defne the end results to be accomplished. Performance Planning Guidelines for Establishing Efective Performance Goals 
Successfully mentor employee “X” to develop skill “Y.”. – The results or goals to be achieved by employees should be tied to the organization’s strategy and goals. – Efective performance management systems provide behavioral standards that describe what is expected of employees in key competency areas. 
Review with employees their performance expectations, including both the behaviors employees are expected to exhibit and the results they are expected to achieve during the upcoming rating cycle.Nce Planning Ongoing Performa Feedbac nce k Review Performa nce Employe Evaluatio e Input n However, according to a study by The Boston Consulting Group (BCG), business complexity has increased between 50 percent and 350 percent over the last 15 years.
Providing a basis for making operational human capital decisions (e.g., pay).īetween employees and managers. Driving behavior to align with the organization’s core values, goals and strategy. Developing employee capabilities to their fullest extent through efective feedback and coaching. Enhancing individual and group productivity. Clarifying job responsibilities and expectations. Possible Outcomes from Efective Performance Management Performance Management is the process through which managers ensure that empoyees’ activities and output contribute to the organization’s goals (Noe et al., 2011). Manajemen kinerja adalah proses berorientasi tujuan yang diarahkan untuk memastikan bahwa proses- proses keorganisasian ada pada tempatnya untuk memaksimalkan produktivitas para karyawan, tim dan akhirnya organisasi (Mondy, 2008). Sumber: Triyonggo, 2014 Performance Management
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