Matakuliah
Tahun
Versi
:A0274/Pengelolaan Fungsi Audit
Sistem Informasi
: 2005
: 1/1
Pertemuan 12
Personnel, Administration and
Recruiting
1
Learning Outcomes
Pada akhir pertemuan ini, diharapkan mahasiswa
akan mampu :
• Mahasiswa dapat menjelaskan Personal
development, personnel files, periodic
performance evaluation review, annual
staff meeting & new staff orientation.
2
Outline Materi
• Periodic Performance Evaluation Review
– Performance Evaluation Review Guidelines
for Preparation of Report
• Preparation
• Performance Appraisal Meeting
• Annual Staff Meeting/Conference
– Group Discussions
• New Staff Orientation
3
Periodic Performance Evaluation Review
• Periodic performance evaluation is an
essential part of our personnel
development program.
4
Performance Evaluation Review
Guidelines for Preparation of Report
• Continuous and timely review and
evaluation of performance is essential to
effective personnel development.
5
• The completed report, signed both by the
preparer and the person evaluated, will
document the following:
– Accurate, complete record of the auditor’s
performance
– Notification of observed strengths and weaknesses
– Basis for assessing training and development needs
– Basis for appraisal toward promotion or for transfer,
salary review and warning or other administrative
action.
6
Preparation
• Assignment Responsibilities and
Circumstances.
• Manager/Director Approval.
• Comments Section.
• Appraisal Section.
7
Performance Appraisal Meeting
• Performance appraisal meetings provide a
very important opportunity to discuss and
improve employee performance. Such
meetings are a major element in a
personnel development program.
• It is important that adequate time be
allowed to plan for and conduct a
performance appraisal meeting.
8
• One of the objectives of the review process is to
allow the employee to face up to any problems
that might exist. In some cases, the best
approach to mentioning a problem is to use the
self-appraisal approach. Under the selfappraisal approach, the supervisor or manager
will ask the employee to discuss his or her
performance from their perspective. It is very
important to always discuss the performance –
and not the individual’s personality. Any criticism
should be made in a positive manner. For
instance, talk about how the person can make
needed improvements.
9
• There should be few surprises in the
appraisal meeting. Problems should be
discussed with the staff when they are
recognized. This method will allow the
supervisor to correct the problem earlier
and also demonstrate by example the
existence of the problem. When this
method is not used, specific examples
should be raised during the appraisal
review meeting
10
Annual Staff Meeting/Conference
• One of the key programs in any audit
department in the Annual Staff
Meeting/Conference.
11
• The meeting has many objectives,
including:
– Setting aside some time for department-wide
administrative updates
– Discussions of company developments
– Audit training
– Reports on results of quality assurance
reviews and related changes
– Opportunity for feedback from the staff and for
suggestions for improvements of department
operations
12
• The location of the meeting is very important to
the overall success of the meeting.
• The program can include a State of the
Department Address by the Chief Auditor.
Presentations by department managers are also
very important. Each functional leader should
also provide an update on their administrative
activities, including the quality assurance
program and the personnel development
program.
13
Group Discussions
• In order to provide a form for feedback
from the staff, consideration should be
given to holding group discussions.
• Group discussions require feedback from
Audit Management.
14
New Staff Orientation
• Orientation is designed to formally
introduce you to our company and
significant department policies and
procedures.
15
The End
16