Muh. Haris Novianto, S.Psi, M.Psi, Psikolog
Transcript of Muh. Haris Novianto, S.Psi, M.Psi, Psikolog
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Muh. Haris Novianto, S.Psi, M.Psi, PsikologEducation
Work Experience
Competencies
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S MA RT G oals – S e lf De v e lop me n t
Pengembangan Diri melalui Organisasi
S M A RT G oa l s Pr a c ti c e
Aplikasi penerapan SMART Goals
dalam berbagai bidang
S M A RT G oa l s Con c e p ts
Konsep Dasar Goals &
Pendekatan SMART dalam Goals
S MA RT G oals in Or gan iz ation
Perumusan SMART Goals pada
Organisasi dan Penerapannya
Objective Learning Today
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Skills in High Demand Over The Next 5 to 10 Years
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G O A L S E T T I N G
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How to Make Your Goal Setting
to Action Plan & Implementation Program
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Goal Setting Pradigm in Organization Performance
PrerequisitesPerformance
PlanningPerformance
Execution
Performance Assessment
Performance Review
Performance Renewal &
Recontracting
Performance management system merupakan proses yang sistematis untuk meningkatkan
kinerja organisasi dengan cara mengembangkan kinerja tim dan individu, sehingga dapat menjadi
sarana untuk mendapatkan hasil yang lebih baik dengan cara mengelola kinerja dalam framework
yang telah disepakati mengenai tujuan, standar, dan berbagai persyaratannya (Armstrong, 2009).
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Organization Concepts
A Formal organization is a system of coordianted activities of a
group of people working cooperatively toward a common goal
authority and leadership.
A system of coordinated
activities
A Group of people
Cooperation toward a goal
Authority and leadership
Soft Competency Development
• Teamwork
• Leadership
• Managerial Skills
• Communication Skills
• Creativity & Innovation
• Time Management
• Etc
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Goal Setting Theory of Motivation
In 1960’s, Edwin Locke put forward the Goal-setting theory
of motivation. This theory states that goal setting is
essentially linked to task performance (POAC-PDCA). It
states that specific and challenging goals along with
appropriate feedback contribute to higher and better task
performance.
in simple words, goals indicate and give direction to an
employee about what needs to be done and how much
efforts are required to be put in
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• Specific and clear goals lead to greater output and better
performance.
• Goals should be realistic and challenging.
• Better and appropriate feedback of results directs the
employee behaviour and contributes to higher
performance than absence of feedback.
• Employees’ participation in goal is not always desirable.
Features of Goal Setting Theory
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✓ Complete work quickly &
effectively
✓ Leads to better
performance
✓ Increasing Motivation &
Effort
✓ Increasing & improving
feedback quickly
- Somtimes conflict wit the
managerial goals
- Stimulate risker behavior
- Fail & lead to underminig
of performance (lack skills
& competencies)
- No evidance (less study)
improve job satisfaction
“Goals can give you and your work a sense of purpose and a reason for
doing what you're doing” (Brandman University)
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S . M . A . R . T G o a l s
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Specific —Suatu
Target yang
ditentukan dengan
Special akan
memiliki
kesempatan
pencapaian yang
lebih tinggi
dibandingkan
dengan Target
yang ditentukan
secara umum dan
luas.
Measurable —
Target yang
ditentukan harus
dapat diukur
dengan
menggunakan
indikator yang
tepat sehingga
dapat melakukan
peninjauan ulang,
mengevaluasi
pencapaiannya
serta dapat
melakukan
tindakan perbaikan
yang seperlunya.
Achievable —
Target yang
ditentukan harus
dapat dicapai
melalui usaha-
usaha yang
menantang dan
harus
berdasarkan
kemampuan yang
dimiliki.
Realistic — Target
Proyek yang
ditentukan harus
bersifat Realistis,
jangan
menentukan
Target yang terlalu
tinggi dalam waktu
yang sangat
singkat.
Timely — Target
harus menetapkan
Batas waktu dalam
mencapai Target
Proyek. Tanpa
adanya batas
waktu,cenderung
bekerja lambat
dan tidak ada
perasaan urgensi
(mendesak)
sehingga sangat
sulit untuk
mencapai Target
yang diinginkan.
Management Review,1981
George T. Doran
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Menyelesaikan tugas matakuliah “A” pada
topik “Goal Setting” sebagai syarat
pemenuhan tugas dan keikutsertaan dalam
ujian akhir mata kuliah.
Mengikuti ketentuan penilaian dosen
terhadap tugas topik “Goal Setting” Min 90
dengan rincian :
a. Tugas Bagian 1 = Nilai 40 & seterusnya.
Pada tugas “Goal Setting” yaitu :
1. Tugas Bagian 1 = Menuliskan Goal
Setting pribadi sesuai tamplate
2. Tugas Bagian 2 = dan seterusnya
Dengan sumber daya materi dari dosen,
waktu alokasi pengerjaan tugas yang
memadai, sesi bebas konsultasi dan diskusi
dengan rekan tim.
Penyelesaian tugas dimulai dari pemberian
tugas Hari, Senin, 28-12-2020 Pukul 09.00
WIB s/d Rabu, 6-01-2021 Pukul 23.59 WIB.
1. Penyelesaian Tugas 1 = Mulai...s/d... dst
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Goals
What do you want to
achieve ?
Reality
What is happening now ?
Options (or Obstacles)
What option do you have
?
Will (or Way Forwad)
What will you do ?
Clarity
What do you really want?
Awekening
Why is it important to
you?
Resolution
How might you get it ?
Empowerment
How will you commit to it
?
Outcome
What do you want to
achieve ?
Situation
What is happening now ?
Choice
What choice do you
have?
Actions
What will you do ?
Review
How is the progress ?
GROW MODEL
Sir John WhitmoreCARE MODEL
Vanaya Consulting
OSCAR MODEL
Worth Consulting
S.M.A.R.T Goals
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Improvement Targets for Develop (S.M.A.R.T Technique)
Current Conditions
Alternative Program Development
Steps To Do Your Program Development
Support Factors
Steps of Utilization
Obstacle Factors
Steps of Anticipation
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S . M . A . R . T G o a l s i n O r g a n i z a t i o n
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•Sederhana & fokus adalah hal yang
penting
•Menjelaskan secara detail (S.M.A.R.T)
•Menuliskan sebagai bukti
•Mengoreksi secara periodik
•Mensosialisasikan kepada setiap orang
yang dapat mendukung perencanaan
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•Detail pada setiap pekerjaan
•Memahami setiap sumber daya yang ada
(termasuk SDM)
•Mendistribusikan tugas sesuai beban
kerja dan kompetensi
•Mengembangkan sistematika kerja yang
sesuai standar.
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•Memverifikasi setiap tindakan dan
menindaklanjuti (follow up)
•Meminimalisir asumsi dari setiap bawahan
•Memberikan umpan balik yang positif
terhadap pelaksanaan & progress kerja
•Saling memeriksa dengan perencanaan
yang sudah ada.
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NoKegiatan
(Detail)
Hasil
Kegiatan
(Terukur)
Sumber Daya
Yang Dibutuhkan
Penanggung JawabTenggat
Waktu
Pe
laksa
na
Pe
nila
ian
Ke
ma
mp
ua
n
(1-5
)
Pe
nila
ian
Ke
mau
an
(1-5
) Alasan
Memilih
Pelaksana
Mulai
s/d
Selesai
1
2
3
Tujuan : (Objective Organization) Sasaran : (S.M.A.R.T Goals)
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IDENTIFIKASI MASALAH ANTISIPASI
NoRencana
Kegiatan
Kemungkinan
& DampakSebab Pencegahan Penanggulangan
Sumber
Informasi
1
2
3
4
5
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No
Tahapan
Pelaksanaan
Kegiatan
Sasaran Hasil
Kegiatan Dalam
Perencanaan
Realisasi Hasil
Kegiatan Analisa
Penyebab
Kesenjangan
Evaluasi
Perbaikan
Hasil
Perbaikan
Rencana
TargetWaktu Realisasi Waktu
1
2
3
4
5
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