Concept of Employee Performance Management

CONCEPT OF EMPLOYEE PERFORMANCE MANAGEMENT IN RESOURCE MANAGEMENT A. Human Resources Management In an institution or organization, human resources play an important role in achieving the vision, mission and goals of the institution or organization. Even though these institutions or organizations have sophisticated tools that can support the work they do, the role of humans cannot be replaced. Sophisticated tools can indeed save time in completing work, but when operating these tools, humans are still needed. Apart from that, sophisticated tools also cannot do things outside of what has been entered into the system, such as discussing and expressing opinions. The role of humans cannot be replaced. Human resources are the integrated abilities of an individual's thinking power and physical power. Their behavior and characteristics are determined by their heredity and environment, while their work performance is motivated by the desire to fulfill their satisfaction (in Priyono, 2008, p. 15). Judging from this quote, humans are creatures who have mental and physical abilities which are considered to be able to help institutions and organizations achieve their goals. So that the mental and physical abilities possessed by humans can be utilized optimally in achieving the vision, mission and goals of an organization or institution, management is needed from planning to monitoring and evaluation. This management is called human resource management. Samsudin (2006:22) suggests that human resource management is activities carried out so that human resources in an organization can be utilized effectively and efficiently to achieve various goals (in Adamy, 2016, p. 3). Meanwhile, Schuler, Dowling, Smart and Huber (1992:16) define HRM in a formulation like the following: ‘Human Resource Management (HRM) is the recognition of the importance of an organization's workforce as vital human resources contributing to the goals of the organization, and the utilisation of several functions and activities to ensure that they are used effectively and fairly for the benefit of the individual, the organization, and society'. This quote means that human resource management/HRM is a recognition of the importance of the organization's workforce as human resources which are very important in contributing to organizational goals, and the use of several functions and activities to ensure that human resources are used effectively and fairly for interests of individuals, organizations and society. From these two quotes, it can be said that human resource management is management activities carried out in order to maximize existing human resources for the benefit of individuals, organizations or society so that organizational or institutional goals can be achieved effectively and efficiently. Human resource management comes from two words, namely management and human resources, which means carrying out management activities or functions on available human resources. This is in line with Ouzali Saydam's opinion regarding human resource management. According to Ouzali Saydam (2000, p. 4) (in Adamy, 2016, p. 10) human resource management consists of two words, namely: management and human resources. Management comes from the word to manage which means to manage, organize, take care of, manage or control. Thus, management can basically be translated into management, structuring, management, arrangement or control. Meanwhile, human resources was originally a translation of human resources. However, there are also experts who equate HR with manpower or workforce, some people even equate the meaning of HR with personnel (personnel, staffing and so on). In its activities, human resource management carries out management functions, namely implementing, organizing, implementing and supervising. In the book entitled 'Human Resource Management' compiled by Priyono and Marnis, there are five functions of human resource management, including: 1) Planning for HR needs The HR needs planning function includes at least two main activities, namely: 1. Planning and forecasting the organization's workforce demand in both the short and long term; 2. Analysis of positions in the organization to determine the tasks, goals, skills, knowledge and abilities required. These two functions are very essential in carrying out HRM activities effectively. 2) Staffing according to organizational needs After HR needs have been determined, the next step is to fill in the available formations. In this staff filling stage, there are two activities required, namely: 1. Withdrawal (recruitment) of job candidates or applicants; 2. Selection (selection) of candidates or applicants who are considered to be the most qualified. Generally, recruitment and selection are carried out by focusing on the availability of prospective workers both from outside the organization (external) and from within the organization (internal). 3) Performance assessment This activity is carried out after the candidate or applicant is employed in the organization's activities. The organization determines how best to work and then rewards the performance achieved. On the other hand, organizations must also analyze if negative performance occurs where workers cannot achieve the specified performance standards. In this performance assessment, two main activities are carried out, namely: 1. Assessing and evaluating employee behavior; 2. Analysis and motivation of employee behavior. This performance appraisal activity is considered very difficult for both the appraiser and the assessee. This activity is prone to the emergence of conflict. 4) Improving the quality of workers and work environment Currently the focus of HRM attention is on three strategic activities, namely: 1. Determining, designing and implementing HR training and development programs to improve employee capabilities and performance; 2. Improving the quality of the work environment, particularly through quality of work life and productivity improvement programs; 3. Improve physical working conditions to maximize worker health and safety. One of the outcomes that can be obtained from these three strategic activities is increasing or improving the physical and non-physical quality of the work environment. 5) Achieve effective working relationships After the required workforce is filled, the organization then employs them, pays them a salary and provides conditions that will make them feel interested and comfortable working. For this reason, organizations must also create standards for how effective working relationships can be realized. In this case there are three main activities, namely: 1. Recognizing and respecting workers' rights; 2. Bargaining and establishing procedures for how employee complaints are conveyed. 3. Conducting research on HRM activities. The problems that must be overcome in these three main activities are very critical in nature. If the organization is not careful in handling every worker's rights issue then what will emerge will be protests like what has happened in many companies in Indonesia.