Description

Ability to manage the execution of Performance management system and Compenticies Assessment, coach Managers and defining gap analysis between individual performance and expectation

Kemampuan untuk mengelola pelaksanaan sistem manajemen kinerja dan Penilaian Kompensasi, membimbing Manajer dan mendefinisikan analisis kesenjangan antara kinerja dan harapan individu

Level		Behaviour Indicator
4	Expert
		1	Able to decide strategy for Performance management following the trend of HR management best practices in the world Mampu memutuskan strategi untuk Performance management mengikuti tren hasil pelatihan dari HR management di dunia
		2	Able to improve Performance & Competency Management concept as long term strategy of company based on strategic analysis of company Mampu meningkatkan konsep Performance & Competency Management sebagai strategi jangka panjang dari perusahaan berdasarkan analisis strategi dari perusahaan
		3	Able to provide executive oversight of the effectiveness and efficiency of the organization’s performance management system. Mampu memberikan pengawasan ketat terhadap efektivitas dan efisiensi sistem manajemen kinerja organisasi.
		4	Able to promote the importance and value of setting effective employee goals and expectations with managers. Mampu mempromosikan pentingnya dan nilai penetapan tujuan dan harapan karyawan yang efektif dengan manajer.
		5	Able to champion the ongoing completion of performance management and competencies evaluation across organization Mampu dalam penyelesaian manajemen kinerja dan evaluasi kompetensi yang pada di seluruh organisasi
		6	Able to identify patterns in performance gaps across employees in the organization. Mampu mengidentifikasi pola kesenjangan kinerja di seluruh karyawan di organisasi.
3	Very Skilled
		1	Comprehend understanding in Performance Management System (PMS) concept and Competency based Human Resource Management (CBHRM) Memiliki pemahaman dalam konsep PMS dan CBHRM
		2	Able to develop system and tools of PMS as the needs of organization based on certain methodology, such as balance scorecard Mampu mengembangkan sistem dan alat dari PMS sebagai kebutuhan organisasi berdasarkan beberapa metodologi, seperti balance scorecard
		3	Able to identify competency needed by company and establishing competency model Mampu mengidentifikasikan kebutuhan kompetensi dari perusahaan dan membuat model kompetensi
		4	Able to identify problems related with PMS and CA and determine solutions Mampu mengidentifikasikan masalah berdasarkan PMS dan CA dan menetapkan solusi
		5	Able to create metrics to assess achievement of the performance management system’s goals Mampu membuat metrik untuk menilai pencapaian tujuan sistem manajemen kinerja
		6	Able to report to senior leadership on the effectiveness of the performance management system Mampu melaporkan kepada pimpinan tentang efektivitas sistem manajemen kinerja
		7	Able to meet Managers to address questions on how to effectively set goals and assess employees Mampu bertemu Manajer untuk menjawab pertanyaan tentang cara menetapkan tujuan dan menilai karyawan secara efektif
		8	Able to quantify employee performance gaps and analyze the root cause of gaps in employee performance. Mampu mengukur kesenjangan kinerja karyawan dan menganalisis akar penyebab kesenjangan kinerja karyawan.
2	Skilled
		1	Understand PMS and CA concept Memahami konsep PMS dan CA
		2	Able to plan, coordinate and monitor the program and activities related to PMS and CA across the organization Mampu untuk merancang, mengkoordini, dan memonitor program dan aktivitas terkait dengan PMS dan CA litas organisasi
		3	Able to evaluate PMS and CA activities and identify problems appears in the process of implementation of PMS and CA Mampu mengevaluasi aktivitas PMS dan CA dan mengidentifikasi masalah yang muncul dalam proses pelaksanaan PMS dan CA
		4	Able to make counter measure related to implementation of PMS and CA procedure and propose enhancement ideas Mampu menjawab perhitungan yang berhubungan dengan pelaksanaan prosedur PMS dan CA dan mengusulkan ide ide perbaikan.
		5	Able to track that all managers have had access to coaching in how to set goals and expectations. Mampu melacak semua manajer memiliki akses ke pelatihan dalam cara menetapkan tujuan dan harapan.
		6	Able to create metrics for the evaluation of gaps between actual employee performance and expectations. Mampu membuat metrik untuk evaluasi kesenjangan antara kinerja aktual karyawan dan harapan.
1	Semiskilled
		1	Understand the system and procedure of PMS and CA in company Memahami sistem dan prosedur PMS dan CA dalam perusahaan
		2	Able to coordinate the administration of PMS and CA execution such as schedule arrangement of PMS and CA, preparation of all need data, documents and information, etc. Mampu mengkoordinasi administrasi dari eksekusi PMS dan CA seperti pengaturan jadwal PMS dan CA, persiapan semua data yang dibutuhkan, dokumen dan informasi, dll
		3	Able to evaluate administration execution of PMS and CA Mampu mengevaluasi eksekusi administrasi dari PMS dan CA
		4	Able to identify and solve the administration problems related to PMS and CA Mampu mengidentifikasi dan menyelesaikan masalah administrasi berhubungan dengan PMS dan CA
		5	Collect and up date data related to PMS and CA procedures such as : historical performance and competency record, etc Mengumpulkan dan memperbaharui data terkait dengan prosedur PMS dan CA seperti: pelaksanaan historikal dan catatan kompetensi, dll