The Feedback Form For Managers is a crucial human resource management tool designed to align with Indonesian labor laws and organizational development practices. This document is typically used during regular performance review cycles (annually or bi-annually) to evaluate managers' effectiveness, identify areas for improvement, and document performance in compliance with Indonesian regulatory requirements. The form encompasses various aspects of managerial performance, including leadership capabilities, operational effectiveness, and team management skills. It serves as an official record for personnel decisions, professional development planning, and succession management, while ensuring compliance with Law No. 13 of 2003 on Manpower and related regulations. The document is structured to facilitate objective evaluation while protecting both the organization's and employee's interests under Indonesian employment law.
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1. Basic Information: Essential details including employee name, position, department, review period, and date of evaluation
2. Performance Metrics: Core performance indicators including leadership capabilities, team management, and achievement of objectives
3. Leadership Competencies: Assessment of key management skills such as decision-making, team development, and strategic thinking
4. Goal Achievement: Evaluation of success in meeting predetermined targets and objectives
5. Communication Skills: Assessment of internal and external communication effectiveness
6. Project Management: Evaluation of ability to plan, execute, and deliver projects effectively
7. Overall Rating: Summary evaluation score based on all assessment criteria
8. Comments and Recommendations: Space for detailed feedback and specific improvement suggestions
9. Acknowledgment: Signatures of evaluator and manager being evaluated, with date
1. 360-Degree Feedback Summary: Include when feedback from multiple stakeholders (peers, subordinates, other departments) is part of the evaluation process
2. Professional Development Plan: Optional section for documenting specific training needs and career development goals
3. Previous Period Comparison: Include when comparing performance against previous evaluation periods
4. Cultural Competency: Add for managers handling diverse or international teams
5. Crisis Management Assessment: Include for senior managers or those in critical roles
6. Innovation and Change Management: Add for managers in departments requiring significant innovation or change leadership
1. Performance Rating Scale Guide: Detailed explanation of the rating system and scoring criteria
2. Competency Framework: Detailed breakdown of expected competencies and their indicators
3. KPI Definitions: Specific definitions and measurements for each key performance indicator
4. Development Resources: List of available training and development resources
5. Improvement Plan Template: Standard template for documenting performance improvement actions
Relevant legal definitions
Clauses
Relevant Industries
Banking and Financial Services
Manufacturing
Technology and Communications
Retail and Consumer Goods
Healthcare
Education
Professional Services
Construction and Real Estate
Energy and Resources
Hospitality and Tourism
Transportation and Logistics
Agriculture and Food Production
Relevant Teams
Human Resources
Senior Leadership
Operations
Finance
Sales
Marketing
Production
Quality Assurance
Research and Development
Customer Service
Information Technology
Supply Chain
Legal
Administration
Relevant Roles
Chief Executive Officer
Managing Director
Department Manager
Regional Manager
Branch Manager
Project Manager
Operations Manager
Sales Manager
Marketing Manager
HR Manager
Finance Manager
Production Manager
Quality Assurance Manager
Research and Development Manager
Customer Service Manager
Supply Chain Manager
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