IMPROVING THE QUALITY OF PERFORMANCE APPRAISALS OF EMPLOYEES AT SYIAH KUALA UNIVERSITY - Mahdi, Sahed (Jurnal Mentari, 2010)
Keberadaan sumber daya manusia yang unggul di sebuah universitas di percaya dapat menciptkan keunggulan kompetitif bagi sebuah universitas. Keunggulan tersebut sangat sulit di tiru oleh pesaing pesaing dalam jangka pendek.Oleh karena itu, artikel ini membahas beberapa aspek penting dalam penilain kinerja karyawan yang umumnya di implementasikan dalam dunia perusahaan,kemudian disesuaikan untuk di terapkan di dalam dunia perguruan tinggi. Artikel ini juga menyarankan Unsyiah memodel penilain kinerja  SDM nya seperti yang telah sukses di implementasikan banyak perguruan tinggi berpengaruh di Amerika. Institusi perguruan tinggi di harapkan secara regular memperbaiki sistem penilaian kinerja SDM nya untuk meningkatkan keobyektifan dalam pengevaluasi human capitalnya secara regular. Sistem evaluasi tersebut diharapkan tidak hanya  berfokus pada kebutuhan administrative, melainkan juga untuk pengembangan staff pengajarnya. Keywords: Performance Appraisal, Productivity and University REFERENCES Arreola, A .R. (2000).  Developing a comprehensive faculty evaluation system. Bolton: Anker Publishing Company. Professional development at Austin community College. (http://www.austincc.edu/hr/profdev/.) Baird, J.S. Jr, (1987). Perceived learning in relation to student evaluation to university instruction.  Journal of educational Psychology. 79(1), 90-91. Balderson, F.E.  (1995). managing today’s university:  Strategies for viability, change, and excellence. San Francisco, CA. Jossey-Bass Publishers Blunt, A. (1991). The effects of anonymity and manipulated grades on student’s ratings of instructors. Community College Review, 18(4), 48-54 Crawford, B. “Performance Appraisals: The Importance of Documentation,” Fire Engineering, July 2003. McHale, J. “Performance Appraisal: Getting it Right (Book),” People Management, 9, 13, 2003. Hart, F.R. 1987. "Teachers Observing Teachers." In Teaching at an Urban University, edited by J.H. Broderick. Boston: University of Massachusetts at Boston. ED 290 704. 77 pp. MF-01; PC-01. Gigliotti, R.J., & Butchtel, F.S.(1990). Attribution bias and course evaluations. Journal of Educational Psychology, 82(2), 341-351. Gutherie, E.R. (1954). the evaluation of teaching: A progress report. Seattle, WA: university of Washington. L’Hommedieu, R., & Associates. (1990). Methodological explanations for modest effects of feedback from student ratings. Journal of Educational Psychology, 82(2), 232-234. Malthis, L. R., Jackson, H.J. Human resource Management 9th ed. Cincinnati (Ohio). South Western- College Publishing. MeiJia, G. Balkin, D.B, Cardy, Robert L. (2001). Managing Human Resource Management 3rd ed. Prentice Hall: New Jersey. Menges, R.J. 1985. "Career-Span Faculty Development." College Teaching 33: 181-84. Mohrman, A. M., Resnick-West, S. M., & Lawler III, E. E. (1989). Designing performance appraisal systems: Aligning appraisals and organizational realities. San Francisco: Jossey-Bass. Michail Armstrong (1994), Performance Management: Key strategic practical guidelines page 251.Great Britain and United State, Kogan Page Limited. Perlberg, A. E. (1983). When professors confront themselves: Towards a theoretical conceptualization of video self-confrontation in higher education. Higher Education, 12, 633–663. Faculty evaluation at University of North Carolina Greesboro,http://www.uncg.edu/psy/administrativedocuments/annualfacultyeval.pdf Overberg, L.O. March 1986. "A Credible Model: Evaluating Classroom Teaching in Higher Education." Instructional Evaluation 8: 13-27.