Performance management aims to get

Performance management aims to get better results for the organisation and evaluation of individual
performance.
 Appraisal is part of the system of performance management, including goal setting, performance
monitoring, feedback and improvement planning.
 Appraisal can be used to reward but also to identify potential. It is part of performance management
and can be used to establish areas for improvement and training and development needs.
 Formal appraisal systems support objective, positive, relevant, consistent feedback by managers.
 Three basic requirements of a formal appraisal system are: defining what is to be appraised, recording
assessments, and getting the appraiser and appraisee together for feedback and planning.
 A variety of appraisal techniques can be used to measure different criteria in a different ways.
 The appraisal interview is an important stage in the process, as it can be used to encourage
collaborative problem solving and improvement planning. A ‘problem-solving’ style is preferable to a ‘tell
and sell’ or ‘tell and listen’ style (Maier).
 Problems with appraisal are its implementation in practice and a range of misperceptions about it
(Lockett). New techniques of appraisal aim to monitor effectiveness from a number of perspectives.
 New techniques of appraisal aim to monitor the appraisee's effectiveness from a number of perspectives.
These techniques include upward, customer and 360 degree feedback.
 Like any organisational programme, the effectiveness and cost-effectiveness of appraisal should be
systematically evaluated.

Hasil (Bahasa Indonesia) 1:

Performance management aims to get better results for the organisation and evaluation of individual performance.  Appraisal is part of the system of performance management, including goal setting, performance monitoring, feedback and improvement planning.  Appraisal can be used to reward but also to identify potential. It is part of performance management and can be used to establish areas for improvement and training and development needs.  Formal appraisal systems support objective, positive, relevant, consistent feedback by managers.  Three basic requirements of a formal appraisal system are: defining what is to be appraised, recording assessments, and getting the appraiser and appraisee together for feedback and planning.  A variety of appraisal techniques can be used to measure different criteria in a different ways.  The appraisal interview is an important stage in the process, as it can be used to encourage collaborative problem solving and improvement planning. A ‘problem-solving’ style is preferable to a ‘tell and sell’ or ‘tell and listen’ style (Maier).  Problems with appraisal are its implementation in practice and a range of misperceptions about it (Lockett). New techniques of appraisal aim to monitor effectiveness from a number of perspectives.  New techniques of appraisal aim to monitor the appraisee's effectiveness from a number of perspectives. Teknik ini mencakup ke atas, umpan balik pelanggan dan 360 derajat.  Seperti program organisasi, efektivitas dan efektivitas biaya penilaian harus secara sistematis dievaluasi.

Hasil (Bahasa Indonesia) 2:

Manajemen kinerja bertujuan untuk mendapatkan hasil yang lebih baik bagi organisasi dan evaluasi individu
kinerja.
 Penilaian merupakan bagian dari sistem manajemen kinerja, termasuk penetapan tujuan, kinerja
pemantauan, umpan balik dan perencanaan perbaikan.
 Appraisal dapat digunakan untuk hadiah tetapi juga untuk mengidentifikasi potensi. Ini adalah bagian dari manajemen kinerja
dan dapat digunakan untuk membangun daerah untuk perbaikan dan pelatihan dan kebutuhan pembangunan.
 Formal dukungan sistem penilaian yang obyektif, positif, relevan, umpan balik yang konsisten dengan manajer.
 Tiga persyaratan dasar dari sistem penilaian formal: mendefinisikan apa adalah akan dinilai, merekam
penilaian, dan mendapatkan penilai dan appraisee bersama-sama untuk umpan balik dan perencanaan.
 Berbagai teknik penilaian dapat digunakan untuk mengukur kriteria yang berbeda dalam cara yang berbeda.
 Wawancara penilaian adalah tahap penting dalam proses, karena dapat digunakan untuk mendorong
pemecahan masalah kolaboratif dan perencanaan perbaikan. A 'pemecahan masalah' gaya adalah lebih baik untuk 'memberitahu
dan menjual' atau 'memberitahu dan mendengarkan' gaya (Maier).
 Masalah dengan penilaian yang pelaksanaannya dalam praktek dan berbagai kesalahan persepsi tentang hal itu
(Lockett). Teknik-teknik baru dari tujuan penilaian untuk memantau efektivitas dari sejumlah perspektif.
 teknik-teknik baru dari penilaian bertujuan untuk memantau efektivitas appraisee ini dari sejumlah perspektif.
Teknik-teknik ini termasuk ke atas, pelanggan dan umpan balik 360 derajat.
 Seperti program organisasi, efektivitas dan efektivitas biaya appraisal harus
sistematis dievaluasi.