Development of appropriate performance appraisal model applies to all organizations
in both the profit and not for profit organization, which includes the non-government
organization (NGO) or commonly known as non-governmental organizations (NGOs)
or civil society organizations (CSOs) that also has a cultural character and spirit. It
also demanded that the organizations are required to have accountability and
transparencies are managed in a professional HR management.
This is considered in terms of the performance appraisal model achievement of
commitments to Funders and the concurrent development of the performance
management system. Next an analysis of major themes that emerged from the
research, in terms of important items for consideration in the development and
implementation of a performance management system in an NGO, and areas for
possible future improvements to the system is presented after analyzing the relevant
information, it became apparent that the performance management system has no
direct bearing on the ability of the performance appraisal model in NGO to achieve its
stated commitment to Funders. However, these short-term focused expectations of the
performance management system are outweighed by the positive contributions that
have been made by its introduction, specifically in the area of training and
development. This important aspect of capacity building and staff empowerment
speaks to the long term sustainability of the organization as an investment.
In learning at the organizational level, it is intended that the documentation process of
learning not just the result but the performance assessment process that determines HR
strategy forward. Appropriate performance appraisal model will describe the process
of human resource management organization that has been executed well. To that end,
the assessment must be supported models and tools that can assess the quality of the
contributions are relevant to the context and the characters described in the NGO.