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English to Indonesian: Performance Management System - Sistem Manajemen Kinerja
Source text - English Source:
2. Performance management
2.1. A Definition of Performance Management
Performance management is the continues process of performance planning, coaching, (mid term) review, and performance appraisal through a directed and continuous dialogue between manager and employee. It is focused on increasing the results of the organization and enhancing the capabilities of the employees through the performance of the employees. It is also a vision on a way of management that fosters successful organization, team and individual performance in the short as well as the long term. As such performance management is also directly connected with other HR systems like development and reward, because these systems encourage expected successful performance provided that the direct linkage is made visible. Performance Management has the following objectives:
To ensure that employees understand their role in achieving the organization’s goals and see how their efforts contribute to them
To ensure that the employees know what their personal annual goals and are enabled to reach their goals
To ensure that employees are doing the right things in the right way to the best of their ability
To enable direct superior in providing feedback, support and motivating subordinates to be committed in achieving the performance goals/targets
To measure employees performance with clear and measurable standards to minimize subjectivity
To review how well the employees are achieving the goals/targets
To identify related actions in the HR system like employees development plan to improve capability or rewarding employees for their performance
2.2. The Importance of a Performance Management System
Effective Performance Management distinguishes successful and most admired companies. More successful and more admired in terms of for instance revenue and profit growth, appreciation at the stock exchange, (labor) market brand. Each year Hay Group partners up with Fortune Magazine to identify the most admired companies. Compared to their less admired peers the “Fortune’s Most Admired Companies” are more effective at:
strategy implementation and focused execution,
ongoing leadership development and
systematic performance management.
(source: Hay Group research in partnership with Fortune Magazine)
These “Fortune’s Most Admired Companies” outcomes are also endorsed by a study by D. Kravitz. It was shown that highly successful companies compared to their less successful peers:
provide employees with clear goals
focus more on coaching and development
reward employees based on performance.
Translation - Indonesian Translation:
2. Manajemen Kinerja
2.1. Definisi Manajemen Kinerja
Manajemen kinerja adalah proses berkelanjutan dari perencanaan kinerja, pelatihan, tinjauan (tengah periode), dan penilaian kinerja melalui dialog langsung dan berkelanjutan antara manajer dan karyawan. Manajemen ini fokus pada peningkatan hasil organisasi dan mempertinggi kemampuan karyawan melalui kinerja karyawan. Ini juga visi tentang cara manajemen yang membantu perkembangan organisasi, tim dan kinerja individu yang berhasil dalam waktu singkat dan juga panjang. Dengan demikian, manajemen kinerja juga berhubungan langsung dengan sistem SDM seperti pengembangan dan penghargaan, karena sistem-sistem ini mendorong kinerja yang diharapkan berhasil dengan ketentuan bahwa hubungan langsung tersebut dibuat terlihat. Manajemen Kinerja bertujuan untuk:
Memastikan bahwa karyawan memahami peran mereka dalam mencapai tujuan lembaga dan melihat bagaimana usaha mereka untuk turut serta bagi keberhasilan tersebut
Memastikan bahwa para karyawan mengetahui tujuan tahunan pribadi mereka dan dapat mencapai tujuan-tujuan mereka
Memastikan bahwa para karyawan melakukan hal yang benar dengan cara terbaik yang dapat mereka lakukan
Memungkinkan atasan langsung untuk memberikan masukan, dukungan dan motivasi bawahannya agar berkomitmen dalam mencapai tujuan/target kinerja
Mengukur kinerja karyawan dengan standar yang jelas dan terukur guna meminimalisir subjektifitas
Meninjau seberapa baik karyawan mencapai tujuan/target
Untuk mengenali tindakan-tindakan terkait dalam sistem SDM seperti rencan apengembangan karyawan guna meningkatkan kemampuan atau penghargaan pada karyawan atas kinerja mereka.
2.2. Pentingnya Sistem Manajemen Kinerja
Manajemen Kinerja Efektif membedakan perusahaan yang berhasil dan paling dikagumi. Lebih berhasil dan lebih dikagumi dalam hal pertumbuhan pendapatan dan laba, apresiasiasi di bursa efek, merk pasar (tenaga kerja). Setiap tahun Hay Group bermitra dengan Fortune Magazine untuk menentukan perusahaan-perusahaan yang paling dikagumi. Dibandingkan dengan perusahaan-perusahaan lain yang kurang dikagumi, “Fortune’s Most Admired Companies” adalah lebih efektif dalam hal:
pelaksanaan strategi dan pelaksanaan yang terpusat,
pengembangan kepemimpinan yang berkesinambungan dan
manajemen kinerja sistematik
(sumber: Penelitian Hay Group bermitra dengan Fortune Magazine)
Hasil “Fortune’s Most Admired Companies” juga didukung oleh penelitian D. Kravitz. Ditunjukkan bahwa perusahaan yang sangat berhasil ketika dibandingkan dengan perusahaan lain yang kurang berhasil:
memberikan tujuan yang jelas kepada karyawan
lebih fokus pada pelatihan dan pengembangan
menghargai karyawan berdasarkan kinerja.
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