Performance management is a systematic and continuous process starting from planning, performing, monitoring and developing, reviewing/measuring, and rewarding. The purpose of Performance Management is to align organizational strategic objectives with individual performance. Therefore, all components to achieve organizational goals had been developed as The PERFORMA+ UGM application to support the implementation of Employee Performance Management within UGM, said The Rector of UGM, Prof. Ir. Panut Mulyono, M.Eng., D.Eng., IPU, ASEAN Eng. at the Launch and Socialization of Employee Performance Management and UGM PERFORMA+ Applications offline at the Auditorium of the UGM Faculty of Economics and Business,8th Floor Learning Center Building and online through the Zoom Meeting application and the UGM HR Directorate’s YouTube application on Wednesday, October 27, 2021.
Vice-Rector for Human Resources and Assets, Prof. Dr. Ir. Bambang Agus Kironoto delivered his remarks and opened the Launching and Socialization of UGM Employee Performance Management and PERFORMA+. Through his speech, Prof. Dr. Ir. Bambang Agus Kironoto said the PERFORMA+ UGM facilitates and encourages UGM employees to be effective and efficient in achieving the institution’s vision, mission, and strategy, and it can be the basis for a better employee performance reward system. Prof. Dr. Ir. Bambang Agus Kironoto also expressed his appreciation to the Directorate of Human Resources, who has worked hard to develop a new scheme for Employee Performance Management at UGM.
The Assistant Deputy for Performance Management and Human Resources Welfare of Civil Servants in the Ministry of Civil Servants Empowerment and Bureaucratic Reform (PAN-RB), Devi Anantha, SE, is a keynote speaker at this event. Devi Anantha, SE explained that considering the Government Regulation (PP) Number 30 of 2019 concerning the Performance Assessment of Civil Servants implemented in 2021, Employee Performance Management is beneficial. It includes consideration in talent placement and can be an instrument for designing better and more objective performance reward systems.
Dr. Ratminto, M.Pol, Admin., Director of Human Resources at Gadjah Mada University, explained the context, momentum, and substance of the changes regarding the implementation of employee performance management. The employee performance management system is directly more related to the organization’s vision, mission, and values which are then lowered down to tiered Key Performance Indicators (KPIs), starting from organizational KPIs, teamwork KPIs, and Individual KPIs. “So that individual performance will be directly related to the performance of teamwork, and the performance of teamwork can support organizational performance,” explained Dr. Ratminto, M. Pol, Admin. (UGM/Rista)
