komentar karyawan atas harapan dan upaya untuk perbaikan prestasi kerja

UpahSebagai Motivator. Upah adalah salah satu bentuk dari kompensasi dimana pekerja menerima imbalan berupa uang dari pemberi kerja atas pekerjaan atau jasa yang telah dilakukan untuk memenuhi kebutuhan hidupnya, penerimaannya bisa dalam bentuk harian, mingguan, atau bulanan. Upah diberikan kepada pekerja atas prestasi kerja yang dihasilkan. LaporanReporter POS-KUPANG.COM, Amar Ola Keda. POS-KUPANG.COM,LARANTUKA- Koperasi Pegawai Republik Indinesia (KPRI) Usaha Jaya Larantuka keluar sebagai juara 1 koperasi terbaik dan berprestasi tingkat Kabupaten Tahun 2022.. Atas prestasi ini, jajaran KPRI Usaha Jaya menerima penghargaan yang diberikan Kinerjaadalah capaian prestasi kerja individu maupun kelompok dalam suatu pekerjaan dengan tujuan yang telah ditentukan bersama sebelumnya. Kinerja merupakan kondisi yang harus diketahui dan dikonfirmasikan kepada pihak-pihak tertentu untuk mengetahui tingkat pencapaian hasil suatu organisasi serta mengetahui tingkat pencapaian hasil suatu Orangakan selalu cenderung membandingkan antara (1) masukan masukan yang mereka berikan pada pekerjaan dalam bentuk pendidikan, pengalaman, latihan dan usaha dengan (2) hasil hasil atau penghargaan yang mereka terima seperti juga mereka membandingkan balas jasa yang diterima karyawan lain dengan yang diterima dirinya untuk Vanny(23, bukan nama sebenarnya)tampak cemas dan gugup, keluar dari ruang wawancara. Ini adalah wawancara keduanya dengan perusahaan tempat ia melam Harapan akan Perbaikan Esensi Pendidikan Menghadapi Tantangan di Dunia Kerja Halaman 1 - Kompasiana.com Rencontre Femme De L Est En France. Giving feedback to employees can be tough. Especially when it is negative. Managers often go wrong with this, leading to employees walking out of their performance appraisal meetings confused. It is important to communicate clearly and effectively to help your workforce understand their plus points and where they need to improve. Several employees also find performance reviews very off-putting. Why is that so, you ask? Infrequent and vague feedbacks are to be blamed. As per Fast Company’s survey, a whopping 74% of employees have no clue about what their managers think of their performance. How can employees improve when they don’t know where they lack? Or think of it this way- How will your workforce know which skills to polish further? Moreover, sometimes what managers say and what they mean can be totally different. The performance review comments listed below are simple, descriptive and effective to help in putting the right message across in every situation. Recommended Read- 101+ Effective Self-Appraisal Comments with ExamplesCommunication CommentsCommunication is a vital aspect of every relationship. A professional setup has similar rules to follow. Healthy group discussions and even on-on-one conversations greatly help in working with each other, with no room for miscommunications. Positive1. You clearly communicate your thoughts & ideas in team meetings and conferences 2. You have a remarkable capability of discussing difficult issues effectively and to the point 3. You never shy away from any conversation and speak with confidence Scope for improvement 4. You choose not to listen to your peers during discussions and instead put your point across first. Debates are good, but during healthy conversations, this wouldn’t be the most respectable way to talk 5. You opt for messages/emails only even when calls are vital to understand a certain task or perspective 6. We often find you very quiet and reserved during meetings and group discussions. Although there is nothing wrong with it as such, we would love to listen to your ideas too, even if that means sharing them through emails. 7. Due to our collaborative culture, you are expected to engage in constructive conversation with colleagues who own a different opinion from you Attendance CommentsBeing late to the office on a handful of occasions is excusable. However, regular late logins, uninformed leaves, and long breaks can hint at an employee’s lack of responsibility and concern about the company rules. Time to time feedback is important to get workers’ attendance on track. Positive8. You have a remarkable attendance record with no leaves taken in the month of X 9. We have never found you abusing paid leaves 10. You inspire others to improve their attendance. You set an example for everyone else! 11. You are always on time for all meetings, calls and conferences 12. You reply to messages and emails promptly 13. You willingly adjust your schedule to be available when ever needed. That’s a trait we love about you! Scope for improvement 14. You are often late to meetings and important events. All attendees’ time is also wasted in the process as the meetings are hence forced to start late. Please be considerate towards others’ work schedules as many have other calls too lined up during the day. 15. Your attendance record shows that you took 5 consecutive leaves without prior intimation to your manager. Though we do have a relaxed leave policy, we encourage you to inform your superiors before taking a leave, unless it for emergency/medical purposes. 16. We found that you have taken designated medical leaves for extracurricular activities 17. You often take long lunch breaks/several personal calls during working hours. This is delaying your submission of work. If you have any important call that is taking time, we would want you to let your manager know later. Teamwork CommentsMost departments of organizations work in a team, where people collaborate to accomplish a set of goals. However, not every employee is well-versed with working in a team. These performance appraisal comments are also helpful for freshers or introverts who have to be taught the basics of teamwork. Positive 18. Your teammates consider you to be reliable, loyal and a huge support. 19. You are a great addition to the team! 20. You are one of the most dependable people on the Your ability to build good relations with the team members has made your team You promote cooperation and work with your teammates well to ensure deadlines are for improvement 23. The knowledge you possess might be different from your teammates. Sharing it will only make you wiser. We suggest you do it, especially with juniors & new joinees, instead of refusing to be of help 24. Being strong-headed isn’t bad, but trying to dominate in a team is. 25. You submit shared tasks late, resulting in your colleague’s bad name too and the overall task getting You tend to pick fights with your team members CommentsWhen things go south, some employees start the blame-game, while others face the situation to cross the hurdle. Taking ownership of work is a quality not many possess. However, with regular feedback, you can help workers understand the concept and be vary of their actions. Positive 27. It takes strength to admit one’s mistakes and you have that strength. You are cognizant of your mistakes & errors and also inform others when you are unable to keep a commitment 28. You accept responsibilities and complete them on time 29. Your trait of taking complete ownership of your work is commendable Scope for improvement30. You tend to dump your mistakes on others. This only brings you a bad name 31. Mistakes only make you human. You do not need to lie and blame the situation every time something goes wrong from your side 32. You detach/distance yourself from a team event that isn’t going as planned and quickly switch sides to become a spectator Performance CommentsIf there is one thing that truly reflects the value of an employee in a company, it is through his/her performance. Well-performing workers are assets for any organization that help in realizing its vision and mission. Tracking their performance and giving frequent feedbacks is key to improve the company’s overall health. Positive 33. You achieved most of your goals this quarter. Bravo! 34. You deliver quality work before the deadline every time. You rock! 35. You continuously strive to increase profits, improve productivity and reach the organization’s performance targets 36. You positively contribute to the overall performance of the company. We are glad to have you with us! 37. Your work is always well-researched and evidence-backed, making it very valuable and factual. 38. We love how you consistently seek opportunities to be better at what you do Scope for improvement 39. You tend to miss your deadlines often. We would like to talk if there’s something affecting your work 40. Your work doesn’t meet the company standards. We expect more from you 41. Your work lacks detail. It is quite superficial and generic 42. We suggest you attend more training and development programs to improve your skills 43. We have noticed that you cherry-pick the easy tasks and keep postponing the difficult/urgent ones till the last moment when you can no longer deliver on time 44. You haven’t achieved most of your goals this quarter 45. Your efforts don’t seem to be aligned with the assigned tasks or even the company goals. Is there something wrong?Creativity CommentsCreative minds bring the most impact. Innovation and creativity can fuel the desired results. However, an unhealthy and restricted work environment can negatively affect employees. While feedback can help the employees who shy away from using creative thinking, employers have a role to play too in ensuring the company gives enough freedom to them. Positive46. You bring a heap of creativity and innovation to the table. This positively impacts our growth chart 47. You actively participate in developing new ways of thinking to improve projects/ company performance 48. Your out-of-the-box thinking has helped crack some pretty tough nuts 49. You come up with some of the most creative ideas we have ever come across. Great imagination! 50. You bring a uniqueness to the team that no one else owns Scope for improvement51. You tend to follow tried and tested methods only instead of going out of the way to find innovative solutions 52. We notice you remain silent during meetings/discussions that put your creative mind at work 53. You back off from projects that require creative thinking 54. We find you too afraid to take risky projects/routes. They might seem scary momentarily and you might fail too. But we encourage you to take the leap if you have faith in it Problem-solving skills CommentsReviving lost opportunities and relationships is a highly sought-after skill. It translates a person’s ability to solve problems through innovative strategies and mindful thinking. You want to encourage employees to at least face their problems instead of running away from them. Positive 55. Your unique yet practical solutions have helped the company multiple times 56. You make solving difficult problems seem so easy! 57. You always get your facts together, do a thorough research and find the solution to problems that most couldn’t solve 58. You are never afraid to face a challenge 59. You think of problems as opportunities to prove yourself. Love your perspective! Scope for improvement 60. Everyone faces challenges. However, putting it on the back burner and refusing to attend to it won’t magically solve the situation 61. We see you doing great things. But running away from problems isn’t one 62. Sometimes teamwork works best in solving problems. We suggest you do so rather than refusing to collaborate 63. You try to hurriedly find solutions without understanding the problem completely. Attitude/Behaviour CommentsAny person is defined by his/her attitude towards people and things in general. A rule-abiding, respectful and optimistic employee can help create a positive work environment. People like working with such colleagues as they also motivate others to do better. Positive 64. You talk to everyone cheerfully and with respect 65. You follow all company rules and set a good example for everyone 66. You look for the positive in every situation 67. You always wear a smile and are great at lightening everyone’s mood during stressful times 68. You create an atmosphere of trust and oneness with colleagues 69. Your positive attitude helps others stay motivated Scope for improvement 70. We have seen you loitering around the office building during work hours 71. We don’t have the Sir/Madam tags at our company but expect a certain amount of respect for superiors 72. You don’t think about others involved in a situation before making decisions about it 73. You can have friends at work, but cannot be partial towards them 74. We have received complaints against you over your ill behaviour with people 75. We have witnessed incidents where you used a language/tone that isn’t tolerated at our company 76. We found that you have broken company protocols/rules. We don’t take this lightly 77. You regularly interrupt people in meetings Customer service CommentsIf leadership is the foundation of an organization, then customers are its building blocks. Keeping clients happy is paramount to any business. Enhancing customer experience can boost profits, increase sales and improve brand value. Positive 78. Your work consistently exceeds our expectations with your clear focus on customer needs 79. You effectively communicate with customers, understand their concerns and attend to them as your own 80. You juggle multiple conversations between customers very well 81. You easily deal with all types of customers 82. You never let a customer’s negative attitude get you down. That’s the way to go! 83. You remain calm and rational even while talking to an angry customer Scope for improvement 84. Your report shows that your customer satisfaction rate is low. Joining training programs to understand solutions to customer problems is vital for you. 85. You find it hard to deal with a difficult client 86. You don’t listen to customers properly. It always seems like you do not care about their problems/queries and that they have done a mistake by talking to you. You must realize the company’s image that your attitude reflects. 87. You were hardly able to solve any customer problems in the last quarter, as per the client surveys Management & leadership CommentsLeaders need compliments too! But a wake-up call as well when they are going off the rail. As they become a company’s backbone, guiding them to achieve their own goals too is crucial. Positive 88. You treat everyone equally 89. You lead by example 90. You always make your team members feel comfortable in voicing their opinions and ideas without the fear of being judged or ignored 91. You foster a culture of learning, understanding and sharing knowledge 92. You actively listen, understand and work on solving your co-workers’/team’s problems 93. You go above and beyond to help your team members 94. You are always a call/message away when anyone needs you 95. You are an asset to our company with your leadership skills 96. You excel in motivating employees to do their best and work hard to achieve their goals 97. You ensure the mental health of employees is not affected even during heavy workload days 98. You always appreciate your co-workers whenever they accomplish something at work 99. You are great at giving feedback and praises 100. You keep your team happy and engaged. They love you Scope for improvement 101. You are biased towards some of your team members. We have also received complaints regarding this. Appreciating one employee’s work and giving a blind eye to the other’s achievements will only make you a bad leader 102. You dominate everyone in the team. You need to understand that leadership isn’t about dominating or demanding or giving orders around 103. You try to rub your position in people’s faces when you find yourself losing in an argument/conversation 104. You do not think long-term or plan for the future 105. You do not understand the strength and weaknesses of your team members and hence do not assign tasks correctly 106. You rarely appreciate anyone’s work 107. Your team finds you intimidating due to your tone and way of talking 108. One of the most important tasks of a leader is to secure confidential information. However, we have found that you fail to do that. You should know how much it can affect our company Interpersonal Skills CommentsInterpersonal skills form an integral part of an employee’s professional toolbox. These combine the skills individuals possess while carrying out their everyday interactive, conversational and collaborative tasks effectively. Some people are born with them but they can be learned too. Positive 109. You actively engage in conversations with colleagues and talk about their work & life in general 110. You are very easy to talk to 111. You make people feel important and appreciated 112. You encourage others to do better 113. You know how to put your point across in the right way without sounding rude or disrespectful 114. You can easily adapt to various situations Scope for improvement 115. You rarely sign up for any new training that might benefit you and your knowledge of your position 116. You don’t take any feedback in a positive way 117. You don’t consider others’ opinions during any event or discussion 118. We have found that you choose not to spend time in building meaningful relationships with your teammatesThere is a right way of doing everything. Performance review comments are no different. When delivered in the correct manner, they can bring the desired impact. Timely performance reviews add to this as they have the potential to transform employees’ productivity. However, regularly monitoring and keeping track of it is difficult. Keka’s performance review feature empowers managers to conduct performance reviews accurately and efficiently, ensuring miscommunication doesn’t hamper an employee’s growth chart. Banyak personel yang kurang mengesir proses penilaian dan evaluasi pengejawantahan. Hal ini disebabkan karena prosesnya membuat mereka terdesak. Namun, penilaian sida-sida yakni situasi yang penting dilakukan semoga tenaga kerja dapat mengetahui tingkat kinerja mereka. Ini karena penilaian kinerja punya kesan yang negatif di mata karyawan. Untuk memencilkan situasi itu dan penilaian boleh mengirimkan perubahan, ada baiknya berikan contoh komentar penilaian prestasi karyawan yang sifatnya konkret dan konstruktif. Agar kualitas penilaiannya baik dan pegawai semakin termotivasi. Ada berbagai kaidah untuk memasrahkan komentar penilaian penampilan karyawan dengan baik. Artikel LinovHR bisa jadi ini akan memberikan beberapa contoh komentar penilaian tenaga kerja yang dapat Anda terapkan. Simak informasinya di bawah ini! Seberapa Terdepan Komentar Penilaian Kinerja Karyawan Komentar penilaian kinerja tenaga kerja mencengap penilaian dan evaluasi penampakan sejauh personel bekerja di suatu perusahaan. Penilaian dilakukan maka dari itu manajer agar karyawan mendapat umpan kencong yang membangun, memberikan pujian cak bagi tenaga kerja yang kinerjanya meningkat, serta menyerahkan gambaran peran mereka kerjakan perusahaan di masa depan. Selain penilaian pengejawantahan oleh manajer, penilaian kinerja oleh diri koteng kembali penting dilakukan agar perusahaan memahami seberapa puas karyawan dengan kinerja mereka. Penilaian oleh diri sendiri lagi boleh meningkatkan akuntabilitas , memperkuat hubungan kerja dan komunikasi, serta mendorong pertumbuhan tiang penghidupan. Adapun berbagai aspek dalam komentar penilaian kinerja tenaga kerja dapat mencakup aspek-aspek seperti Produktivitas. Kerja sama dan kerja setara tim. Tingkat kesanggupan dan ketepatan waktu. Komunikasi. Kepemimpinan dan pengelolaan. Perkembangan dan pembelajaran. Cara Menyerahkan Komentar Penilaian Manifestasi Pegawai Selain hipotetis aspek nan boleh Anda bahas dalam komentar penilaian manifestasi, Ia juga bisa menerapkan pendirian-cara di bawah ini untuk menulis komentar penilaian kinerja di berbagai rataan. 1. Pahami Alasan Komentar Penilaian Performa Dibuat Untuk membuat penilaian nan konstruktif, Sira perlu mencerna malar-malar dahulu alasan komentar penilaian kinerja karyawan dibuat. Tentukan maksud dan manfaatnya kiranya makin mudah dalam menulis komentar penilaian. 2. Gunakan Kalimat Kasatmata dan Konstruktif Gunakan pendekatan ataupun kalimat kasatmata maupun konstruktif ketika Anda membuat penilaian bagi bani adam lain maupun diri koteng. 3. Tetap Sepadan dan Objektif Dalam batik penilaian, Anda bukan perlu ragu bakal menyebutkan kejadian negatif. Belaka, jangan sesak reseptif dan hanya fokus mengomentari keadaan negatif. 4. Menerimakan Solusi Dalam komentar penilaian pengejawantahan, Engkau juga teristiadat mencantumkan solusi-solusi yang bisa orang lain maupun Anda terapkan. 5. Olok-olokan Pertanyaan Jangan ragu untuk mengajukan pertanyaan nan bisa mendorong karyawan bikin berkembang maupun yang dapat memberikan tantangan pada mereka. Setelah mengetahui kaidah menulisnya, berikut ialah sejumlah teladan komentar penilaian kinerja karyawan yang dibagi menjadi dua. Merupakan apabila Sira bagaikan manajer nan memberikan penilaian pada karyawan dan Ia membuat penilaian pada diri sendiri. Contoh Komentar Penilaian Penampilan Fungsionaris di Berbagai Bidang Komentar penilaian karyawan adv amat utama mudah-mudahan firma boleh mengaras goals yang sudah lalu ditetapkan. Tentu penilaian ini enggak bisa dibuat dengan asal karena akan menampilkan bias. Mudah-mudahan proses pemberian komentar pengejawantahan kepada karyawan bisa berjalan efektif dan objektif, berikut ini beberapa contoh penilaian kinerja karyawan yang bisa diterapkan di bermacam ragam parasan. 1. Kemampuan Mengatur Tiang penghidupan Bagaimana pegawai bisa mengelola pekerjaan menjadi suatu indikator utama privat evaluasi kinerja. Dengan pengukuran ini, Anda dapat menganalisis apakah karyawan dapat bekerja dengan rapi, enggak jelas, atau berantakan. 2. Kemampuan Menyesuaikan Diri dengan Tim Membangun tim solid harus diisi oleh manusia-orang yang bisa berkontribusi dan terkoneksi dengan baik suatu dengan lainnya. Seandainya terwalak satu orang yang bukan dapat menyesuaikan diri maka ini boleh menjadi hambatan bagi anggota skuat lainnya. Oleh karena itu, cobalah cak bagi mematamatai hal ini saat melakukan penilaian kinerja sida-sida. 3. Pengetahuan Teknis Tercalit Pegangan Skill teknis karyawan lewat dipengaruhi oleh seberapa karyawan tersebut dapat menyelesaikan pekerjaanya. Detik Engkau cak hendak mengukur penampilan teknis ini Anda mesti ingat bahwa hasil kerja sida-sida yunior tentu akan berbeda dengan mereka yang sudah senior. Kaprikornus, agar tetap independen untuk penilaian personel baru harus lebih kepada seberapa cepat ia mampu belajar di latar nan kamu kerjakan. Sedangkan untuk nan senior atau expert penilaian difokuskan kepada kualitas dan kuantitas pekerjaan. 4. Kecepatan Mengendalikan Pekerjaan Penilaian ini dipengaruhi maka itu beberapa hal, mulai dari kedisiplinan, manajemen waktu, skill yang dimiliki, sampai dengan tingkat kesulitan pencahanan yang dikerjakan. Bintang sartan pastikan Anda mengintai onderdil tersebut momen mengamalkan penilaian. 5. Kualitas Pekerjaan Kemampuan karyawan bikin boleh tanggulang tugas dengan cepat bukan berarti ia akan mendapatkan penilaian yang janjang. Firma pun terbiasa memerhatikan sama dengan apa kualitas pekerjaan mereka. Apakah sudah lalu menunaikan janji standar yang ditetapkan atau justru banyak kesalahan. Tentu jika hanya cepat namun mengabaikan kualitas akan merugikan firma. 6. Kepemimpinan Lain dapat dipungkiri mengusung itu sukar dan dibutuhkan jam terbang. Mengusung lagi bukan sahaja menjadi ketua atau pimpinan di organisasi, tapi pun bagaimana karyawan memandu diri mereka sendiri. Dalam penilaian kepemimpinan, perusahaan perlu mengintai bagaimana pemimpin mendelegasikan tugas kepada anggotanya, seperti apa ia internal mengatasi konflik, bagaimana cara memotivasi, dan lainnya. 7. Kemampuan Mengembangkan Diri Setiap perusahaan punya program lakukan mengembangkan skill para karyawannya. Selain bikin meningkatkan kompetensi pegawai, program ini pula dapat dijadikan n sogokan ukur bagaimana karyawan boleh mengembangkan dirinya di perusahaan. Arketipe Komentar Penilaian Kinerja Karyawan oleh Manajer Bak seorang manajer, Dia terlazim memperhatikan ponten-nilai berikut sebelum memberikan komentar penilaian manifestasi personel. Seorang manajer mesti Menjalankan seluruh indeks penilaian kinerja karyawan. Perhatikan dan cermati pencapaian pegawai. Tulis tingkat kontribusi karyawan untuk perusahaan. Tentang contoh komentar penilaian manifestasi karyawan yang dapat Sira tulis adalah “Engkau n kepunyaan bakat untuk berkolaborasi dengan sosok lain dalam memecahkan kesulitan. Jika Anda mempertahankannya, saya optimistis Dia akan menjadi ketua tim nan hebat“. “Anda perlu mengingat-ingat bahwa anggota lain mana tahu n kepunyaan sudut pandang yang berbeda dari Beliau. Pendapat mereka sama pentingnya untuk didengar. Atasan yang nirmala akan memastikan bahwa anggota tim tak memiliki kesempatan cak bagi itu. Ke depannya, saya ingin meluluk Anda menjadi bertambah menerima sudut pandang orang bukan“. Baca Juga Pentingkah Feedback dari Karyawan bakal Perusahaan? Contoh Komentar Penilaian Manifestasi buat Diri Sendiri Sekiranya Sira akan menulis feedback penilaian kinerja cak bagi diri sendiri, Anda teristiadat mengkritik ponten-poin berikut ini. Buatlah daftar tujuan dan pencapaian Kamu. Tunjukkan salinan nan mendukung pencapaian Engkau. Rencanakan hal yang cak hendak Anda buat bikin meningkatkan aspek yang masih kurang mahir. Adapun eksemplar komentar penilaian penampakan karyawan bagi diri koteng adalah “Dengan bahagia, saya melaporkan bahwa saya mutakadim melangkahi target kinerja saya bakal kuartal ini“. “Tanggal dari upaya terbaik saya, saya merasa bahwa saya kurang mahir intern komunikasi verbal. Saya bermaksud bikin menyusun strategi untuk meningkatkan kemampuan komunikasi saya”. Penilaian Prestasi Karyawan Makin Optimal Bersama Software HR LinovHR Salah satu cara terbaik kerjakan mengaram pengejawantahan karyawan adalah dengan menuliskan komentar terkait dengan kinerja mereka. Penilaian ini kontributif perusahaan kerjakan lebih mencerna peristiwa-hal yang perlu ditingkatkan dari karyawan demi memajukan perusahaan. Namun, saat menulis komentar penilaian kinerja pastikan hal itu dilakukan dengan bebas dengan berpedoman pada penilaian yang terukur. Dengan cara ini, penilaian lebih terukur dan menghindari distorsi yang akan memunculkan kecemburuan sosial. Maka itu karena itu, sebelum proses review pastikan firma sudah menetapkan KPI dan memantau KPI tersebut. Cara efektif dan mudah kerjakan melakukannya yakni dengan bantuan teknologi sebagai halnya software HRIS. Tapi, enggak semua software HRIS dilengkapi dengan modul penilaian kinerja. Jika Beliau ingin software HRIS yang paradigma dilengkapi dengan modul penilaian kinerja, Aplikasi Penilaian Penampakan LinovHR adalah jawabannya. Dengan modul Performance Management LinovHR, Anda dapat menata peninjauan dan penilaian prestasi sesuai dengan periode nan diinginkan. Software HRIS LinovHR Selain itu, Anda juga dapat menjatah penilaian berdasarkan beberapa diversifikasi, mulai dari self review, manager review, peer to peer, team, internal, hingga custom sendiri penilaian yang kepingin Anda jalankan. Apalagi, dengan Modul Performance Management, Anda dapat anak bedil Mengetahui kemajuan firma dengan fitur Goals & KPI. Meninjau hasil penilaian dalam fitur Result. Memasrahkan umpan balik pada rekan, manajer, ataupun diri seorang dalam fitur Feedback. Dan masih banyak lagi fitur yang dapat Anda manfaatkan! Menulis komentar penilaian kinerja tenaga kerja lebih mudah, cepat dan akurat dengan LinovHR.

komentar karyawan atas harapan dan upaya untuk perbaikan prestasi kerja