Work Performance Assessment Definition of Performance Appraisal Employee performance appraisal is a series of processes carried out to evaluate the level of goodness of an employee in doing his job when compared to a set of existing standards. Then, the results will be communicated to related employees. Activities carried out by assessing and measuring the implementation of this work aim to determine the level of success of an employee in performing the duties and responsibilities of each job. Snell and Bohlander say that the parties who can assess employee performance are managers or supervisors, the employees themselves, their subordinates, their colleagues, their teams, and their customers. Definition of Performance Appraisal According to Experts 1. According to Soeprihanto The definition of work appraisal according to Soeprihanto is a system used to assess and find out whether an employee has carried out their respective work as a whole. 2. According to Dessler The definition of job appraisal according to Dessler is an evaluation of employee performance relatively at the present time or what has been done i accordance with achievement standards. 3. According to Handoko The definition of job appraisal according to Handoko is a way to measure all contributions to each employee in the organization. The most important value in performance appraisal is related to determining the level of employee contribution to the performance carried out in completing the tasks for which the employee is responsible. 4. According to Dan Noe The definition of job appraisal according to Mondy and Noe is a formal review and evaluation process of employee performance and team performance. 5. According to Hasibuan The definition of job appraisal according to Hasibuan is an activity for managers to evaluate the level of achievement of employees followed by determining future policies, matters related to performance appraisal such as assessing loyalty, honesty, leadership, teamwork, dedication and participation. Purpose of Performance Appraisal According to other sources, the purpose of employee performance appraisal is divided into two types, namely the purpose of performance appraisal in general and the purpose of performance appraisal specifically with the following explanation: 1. General Performance Appraisal Performance appraisals are generally carried out to improve the way employees work by providing the assistance needed so that employees are able to utilize each of their potentials more optimally. It also aims for the company to be able to divide the workload properly for its employees. Thus, the company will have a neatly recorded inventory of human resources. 2. Specific Performance Appraisal Performance appraisals are specifically conducted to reward employees, provide assessments that will be taken into consideration for promotions, enforce discipline, and for the common good, and stop erroneous work practices. The information obtained from such special performance appraisals can be used as criteria in tests with a high degree of validity. In addition, the information can be used as feedback for employees to improve their performance efficiency. On the other hand, the information can also be used by companies or managers to identify the appropriate division of workloads. Criteria for Performance Appraisal Effectiveness 1. Sensitivity The first criterion is sensitivity. In this criterion, the appraisal system should be able to make a difference between effective and ineffective employees. 2. Reliable Next, there is reliability, which means that the assessment results obtained must show high consistency. In addition, the system used for the process must be reliable and trusted to have used accurate, objective, stable, and consistent benchmarks. 3. Relevant The next criterion for performance appraisal effectiveness is relevance. When in the performance appraisal process, there must be a very clear link between the work display standards and the main objectives of the company. 4. Practicality Next there is practicality, which can be easily understood and used. The process should be understandable, both by managers and employees, and the language used is clear and uncomplicated. 5. Acceptability Acceptability is that every work behavior that has been assessed can be accepted by the company and employees. Benefits of Performance Appraisal Quoting from the book Human Capital (Human Resource Management) (2019) by Sri Langgeng Ratnasari, employee performance appraisal has 10 benefits, namely: 1. To Improve Performance or Work Achievement The existence of an achievement assessment makes related parties, such as employees and managers, can make various efforts to improve employee performance. 2. Compensation or Wage Adjustment Performance appraisal is also a consideration for companies to make compensation adjustments. For example, because the work performance is good, employees are given salary increases and bonuses. 3. Determination of Employee Position in the Company In addition to wage adjustments, performance appraisals will also affect employee placement positions. This means that employees who excel can get promoted. Meanwhile, employees whose performance does not improve can experience demotion or demotion. 4. Procurement of Training and Development Work performance assessment determines the company's follow-up steps. If the employee's performance is good, the next step is to organize development activities. However, if the performance is still not good, the follow-up step is training activities. 5. Employee Career Planning and Development The existence of employee performance appraisals can lead to career decisions. For example, about career paths that must be researched further.