Manajemen Bakat Dan Penilaian Kinerja Pegawai

Abstract

Human resources are important factors in an organization. Because the role of human resources in an organization are very
important. This is very necessary to develop the potential that exists in each individual employee. When talent management has been implemented well, this is not separated from an employee performance appraisal. Because talent here can be analogous to the performance carried out by employees while carrying out their assigned tasks. Talent management and performance appraisal have a reciprocal relationship, when the employee performance appraisal has been obtained, the next step is stabilizing talent management. Competencies in each employee will be managed, developed, and ultimated performance appraisal at the final stage of the period. In evaluating the party entitled to conduct an assessment is direct supervisor, self-assessment, assessment by colleagues or team members upward assessment or reverse assessment, customer valuation, computer monitoring. The thing that is assessed is the behavior of the employees at work and the personalities of each
employee. More broadly the assessed is the type of position assessed, the purpose of the assessment, the object of assessment that includes the work performance and personal character of the employee. When the assessment was conducted there were two systems and methods namely the anniversary model and the focal point system