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Program Kelas Karyawan Universitas Mercu Buana Jakarta bertujuan untuk memberikan kesempatan kepada masyarakat yang tidak mempunyai waktu luang mengikuti pendidikan hari hari kerja. Program Kelas Karyawan Universitas Mercu Buana Jakarta menyelenggarakan pendidikan untuk Jenjang Pendidikan Sarjana (S1), Pascasarjana (S2) dan Pendidikan Profesi Akuntansi (PPAK).

- Waktu kuliah dapat dipilih Kelas Sore (Senin - Jumat) atau Kelas Sabtu Minggu.
- Biaya studi sangat terjangkau dan dapat diangsur sesuai kemampuan mahasiswa.
- Kampus dapat dipilih yaitu Kampus Meruya atau Kampus Menteng.
- Disediakan Bus Kampus antar jemput untuk daerah Bekasi, Depok dan Tangerang.
- Mahasiswa yang dari luar kota disediakan Penginapan (Mess)

Program Sarjana (S1):
Syarat Mahasiswa: Lulusan SMU, SMK, D3, Akademi atau yang sederajat
Program Studi: Manajemen, Akuntansi, Psikologi, Public Relation, Marketing Communications, Visual Communication, Broadcasting, Design Graphis, Arsitektur, Design Interior, Teknik Sipil, Teknik Mesin, Teknik Elektro, Teknik Industri, Teknik Informatika, Sistem Informasi, komunikasi

Program Profesi Akuntansi (PPAK):
Syarat Mahasiswa: Lulusan S1 Akuntansi

Program Pascasarjana (S2):
Syarat Mahasiswa: Lulusan S1, D4 atau yang sederajat
Program Studi: Magister Manajemen Keuangan, Magister Manajemen SDM, Magister Manajemen Pemasaran, Magister Manajemen Operasi/Produksi. Magister Manajemen Industri, Magister Manajemen Telekomunikasi, Magister Ilmu Komunikasi, Magister Akuntansi

Ingin dikirimkan Brosur Program Kelas Karyawan Universitas Mercu Buana?. Silahkan isi form dibawah:
Nama Lengkap Email

Senin, 07 September 2009

[Head-Hunter] Make Performance Appraisal Design - 16 September 2009


HRD Forum One Day Workshop
Make Performance Appraisal Design
16 September 2009 : Rp. 1.750.000,- Salah Satu Hotel di Jakarta


ideally PA allows mgt to specify what employee must do; combines feedback and goal setting
everyone involved needs to recognize that performance appraisal involves human judgment and information processing; can never be totally objective or infallible
system should aim to be easy to operate, easy to explain, easy to maintain, easy to administer
system should be job related, relevant, sensitive, reliable, acceptable, practical, open, fair, useful
ratee should participate in the development
need to take legal issues into account

Why PA often fails
managers often resist (passively or actively)
may have limited contact with subordinate; may be poor at giving feedback
subordinates poor at receiving feedback
managers often view it as wasted paperwork, especially if nothing comes of their efforts
interfere with their "coaching" function they prefer
managers fear the emotions that can be unleashed; may fear not being able to defend ratings

To be very legally defensible a system would have these components:
employee participation in establishing perf. standards
standards based on critical elements of job; clearly recorded in writing
employee advised of critical requirements before the appraisal
system should not be based on interpersonal comparisons (eg. curve)
PA done in writing at least annually
results tied to personnel decisions
employees allowed to respond to charge orally and in writing
appraisers must be provided training
PA system evaluated and refined as necessary

Questions most asked by system designers and system users
is the system valid are the ratings reliable
are performance measures job related how are numbers going to be used
is there any pattern of dissemination how will numbers be explained to employees
does the system distinguish high from low performers
are scales well anchored what type of job analysis was conducted

Steps in a Performance Review Do Background work for the Performance Review
Clarify job description and responsiblities
Clarify employee development interests and needs
list specific development areas for concentration
Review performance objectives and performance standards
Review progress toward objectives through ongoing feedback and periodic discussions
Decide on Purpose(s) Typically the purposes include
Giving employees answers to:
      - what am I expected to do
      - how well am I doing
      - what are my strengths and weaknesses
      - how can I do a better job how can I contribute more

Other purposes include providing information about work performance judgmental-provide basis for reward allocation, promotions, transfers, layoffs; identify high potential employees developmental-foster work improvement, identify training and development opportunities, develop ways to overcome obstacles, barriers; establish supervisor employee agreement on expectations sometimes these two don't mix well translating organizational goals into individual job objectives communicating expectations regarding emp. performance providing feedback; coach on how to achieve objectives diagnosing strengths and weaknesses of employees determining a development plan for improving job perf. Define the behavioral aspects of performance and analyze performance; Identify specific problem to be solved identify specific levels of performance communicate all data to individuals about performance Gather Performance Data Develop specific, measurable, reasonable goals for each worker-make sure the worker accepts the goal Choose Performance Review Approach (eg. Tell and sell, Tell and listen, Problem-solving) Evaluate (Interpret) Performance Data Prepare for Interview Set Interview Make specific appointment (at least an hour) Private (hold telephone calls, etc.); arrange effective seating arrangement Use Characteristics of Constructive Feedback (see handout on effective feedback) Follow-up Action Plan for Future

Human resource practitioners, general HR management, All Manager and line management who will be applying the methodology to the organization/unit. People in, or preparing for, highly active and accountable leadership roles for which the use of the related tools are value-added instruments.

No Account :
BCA - KCP Ahmad Yani - Bekasi
No. Rek : 739 041 0829  a/n  Bahari Antono
Venue :
salah satu hotel di Jakarta

Rani & Citra
0815- 1049-0007

Pendaftaran Via SMS : 0815 1049 0007 ; 08788-1000-100
(Nama, Perusahaan, Perf App Dsg)

Website :

Form Pendaftaran Make Performance Appraisal Design
Name: ........................
Company: ..................
Address: ....................
Phone/HP: .................
E-mail: .......................
Date of Transfer: ........

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Ikutilah One Day Workshop
"How to be Personnel Professional"
5 September 2009, Salah satu hotel di Jakarta
Investasi Hanya Rp. 1.250.000,-
call 08788-1000-100 atau email

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