MANAJEMEN KINERJA PADA PERUSAHAAN JASA DARI MANAJEMEN KINERJA TRADISIONAL KE MANAJEMEN KINERJA BARU

Abstract

Traditional performance management often focuses on measuring results and achieving quantitative targets, while new performance management places more emphasis on employee development, team collaboration and long-term value creation. Traditional performance management has weaknesses and is no longer suitable for implementation by business organizations in entering very tight competition in the global market. Performance management improvements are carried out continuously to deliver employee, team and organizational performance to the best. In order to achieve performance management effectiveness, business organizations need to develop supervision in carrying out performance management improvements. The performance management model which consists of four stages (planning, implementation, reflection and compensation) can be used to improve performance management.  This research uses qualitative methods with interviews, observation and documentation at several service companies that have implemented new performance management. The research results show that this shift not only improves individual and team performance, but also contributes to customer satisfaction and company sustainability. These findings provide insight for managers and organizational leaders in designing performance management systems that are more adaptive and responsive to changes in the business environment.