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Performance Intervention 1 Pertemuan 12

This document outlines effective performance interventions to improve employee outcomes in industrial and organizational psychology. It addresses various performance levels, including high ability and motivation, solid performers, deadwood, and underutilizers. Strategies such as coaching, mentoring, counseling, and training are discussed to close performance gaps. Emphasis is placed on frequent feedback, goal setting, restructuring job assignments, and providing environmental support. The individual performance interventions model ensures tailored approaches based on distinct employee needs and organizational constraints.

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Performance Intervention 1 Pertemuan 12

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  1. Matakuliah : L0074/Psikologi Industri dan Organisasi 2 Tahun : 2008 Performance Intervention 1Pertemuan 12

  2. PERFORMANCE RESULT High Ability Low • MISDIRECT EFFORT • Coaching • Frequent performance feedback • Goal setting • Training or contemporary assignment for skill development • Restructured job assignment • SOLID PERFORMERS • Reward good performance • Identify development opportunities • Provide honest, direct feedback High Motivation • DEADWOOD • Withholding pay increases • Demotion • Outplacement • Firing • Specific, direct feedback on performance problems • UNDERUTILIZERS • Give honest, direct feeback • Provide counseling • Use team building and conflict resolution • Link rewards to performance outcomes • Offer training for needed knowledge or skills • Manage stress- levels Low

  3. PERFORMANCE External to Performer Internal to Performer Enviromental (Intangibles) Resources (Tangibles) Organizational system Incentives Cognitive Support Tools / Machine Physical Environment Skills / Knowledge Inherent / Ability • Clear goal • Job design • Clear policies • Authority • Appropriate workload • Access to right people • Compensation • Feedback • Positive reinforcement • Interesting meaningful work • Job aids • Documentations • Computers • Software • VCRs • Calculators • Automobiles • Noise • Light • Temperature • Physical Layout • Training • On-the-job training • Self-study • Intelligence • Emotional ability • Physical attributes • Education • Artistic gifts • Internal motivation Wile’s Synthesized HPT Model Sumber : www.ispi.org – September 2002

  4. INDIVIDUAL PERFORMANCE INTERVENTIONS • Analyze the problem or the gap RESULT OF PERFORMANCE APPRAISAL PERFORMANCE TARGETS GAP

  5. IF PERFORMANCE GAP IS ABOUT … • The person, you can choose to do : - COACHING - MENTORING - COUNSELING - TRAINING BINA NUSANTARA

  6. Coaching is for the newcomers, good performers / mediocre. • Counseling for poor / low performers • Mentoring for high achievers BINA NUSANTARA

  7. COACHING • Performance coaching is a process which enables people to find and act on the solutions which are the most congruent and appropriate for them personally. • Goals  coachees can see new perspectives and achieve greater clarity about their own thoughts, emotions, actions, and about the people and situations around them.

  8. COACH TERMINOLOGY • Coach  for athlete • Coach recruit the best, train newcomers to close whatever skills gaps, help more experienced workers to update their skills and increase their employability. • Superior are the Coach BINA NUSANTARA

  9. COUNSELING • Counseling is an ongoing process for development, and they describe coaching as a means of addressing specific performance problems. BINA NUSANTARA

  10. Performance problems that demand counseling include : • continuing poor work quality or quantity • frequently missed deadlines • disorganization • chronic tardiness or absenteeism • Frequent and lengthy disappearances from the workstation. • Lack of initiative or even a total lack of interest • Employee seemingly wishing to be somewhere other than at work • Lack of cooperation • Insubordination. BINA NUSANTARA

  11. COUNSELING ALSO FOR … • PERSONAL PROBLEM IN EMPLOYEE LIFE, from financial problem, family problem, to emotional problem, and drug abuse. • RELATIONSHIPS PROBLEM like conflict with boss, peer, or customers. BINA NUSANTARA

  12. The four step Performance Counseling Process • Verbal Counseling • A Written Warning • Demotion or Transfer • Termination BINA NUSANTARA

  13. MENTORING • Mentoring is an activity directed to coaching your best performers not only in their job but also in their career development • So it means the superior / successful individual has pointed one or more individuals who had a major influence on their professional lives, if not both their professional and personal lives. BINA NUSANTARA

  14. TRAINING • Training is an intervention to increase / solve the knowledge and skills (hard skills and soft skills) problems. • Methods for training  PIO 1 BINA NUSANTARA

  15. CHOICE OF ACTIVITIES • Using case study to apply knowledge • Using simulation Exercises to Practice New Skills • Practicing Interpersonal Skills through Role Playing • Increasing Interpersonal Skills through Behavior Modeling  Mentoring BINA NUSANTARA

  16. Providing Individual Training Through Distance Learning (e-Learning) • Programmed Instruction Using Books, Videos, or Interactive Video • Computer-Based or Web-Based Programmed Instruction BINA NUSANTARA

  17. THE END BINA NUSANTARA

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