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Feedback And Coaching In Performance Management

Feedback And Coaching In Performance Management Template for Indonesia

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Key Requirements PROMPT example:

Feedback And Coaching In Performance Management

"I need a Feedback and Coaching in Performance Management document for our technology startup in Jakarta, focusing on remote work arrangements and quarterly performance reviews, with implementation planned for January 2025."

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Document background
This Feedback and Coaching in Performance Management document serves as a crucial governance tool for organizations operating in Indonesia, providing a structured approach to employee development and performance enhancement. It is designed to align with Indonesian labor laws, particularly Law No. 13 of 2003 on Manpower and subsequent regulations, while incorporating international best practices in performance management. The document should be implemented when organizations need to establish or formalize their performance management processes, ensuring consistent and fair treatment of employees across all levels. It includes comprehensive guidelines on conducting feedback sessions, implementing coaching strategies, documenting performance discussions, and linking performance outcomes to development opportunities. The document is particularly important in the Indonesian context, where formal documentation of employment practices is essential for legal compliance and good corporate governance.
Suggested Sections

1. Parties: Identifies the company (employer) and the scope of employees to whom this policy applies

2. Background: Explains the purpose and objectives of the feedback and coaching system, including its role in performance management

3. Definitions: Defines key terms used throughout the document including 'performance management', 'feedback', 'coaching', 'performance improvement plan', and other relevant terminology

4. General Principles: Outlines the fundamental principles of feedback and coaching, including fairness, transparency, and constructive dialogue

5. Roles and Responsibilities: Defines the roles and responsibilities of managers, employees, HR department, and other stakeholders in the feedback and coaching process

6. Performance Assessment Cycle: Details the frequency and timing of formal performance reviews and ongoing feedback sessions

7. Feedback Methods and Procedures: Describes the various methods of feedback delivery, including formal reviews, informal feedback, and documentation requirements

8. Coaching Framework: Outlines the structured approach to coaching, including methods, frequency, and documentation requirements

9. Documentation Requirements: Specifies how feedback and coaching sessions should be documented and stored

10. Confidentiality: Addresses the confidential nature of feedback and coaching sessions and related documentation

11. Dispute Resolution: Outlines procedures for handling disagreements or concerns about the feedback and coaching process

Optional Sections

1. Remote Feedback and Coaching Provisions: Additional section for organizations with remote or hybrid work arrangements, detailing specific procedures for virtual feedback and coaching

2. Performance Improvement Plans: Detailed section on the creation and implementation of PIPs, needed when organization requires formal improvement processes

3. Multi-rater Feedback System: Section describing 360-degree feedback processes, included when organization uses comprehensive feedback systems

4. Cross-Cultural Considerations: Required for multinational organizations or those with diverse workforce, addressing cultural sensitivities in feedback delivery

5. Training and Development Links: Section connecting feedback and coaching outcomes to training and development opportunities, useful for organizations with comprehensive L&D programs

Suggested Schedules

1. Schedule A - Feedback Session Templates: Standard templates for documenting various types of feedback sessions

2. Schedule B - Coaching Session Guidelines: Detailed guidelines and best practices for conducting effective coaching sessions

3. Schedule C - Performance Metrics Framework: Framework for measuring and evaluating different aspects of employee performance

4. Schedule D - Documentation Forms: Standard forms for recording feedback and coaching sessions, including sign-off requirements

5. Schedule E - Competency Framework: Detailed description of competencies and behaviors that are evaluated during feedback sessions

6. Appendix 1 - Legal Compliance Checklist: Checklist ensuring feedback and coaching processes comply with Indonesian labor laws

7. Appendix 2 - Escalation Procedures: Detailed procedures for escalating performance-related concerns

Authors

Alex Denne

Head of Growth (Open Source Law) @ Genie AI | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

Linkedin in social icon imageX social icon image
alex.den.21@genieai.co
Relevant legal definitions
Performance Management
Feedback
Coaching
Performance Review
Performance Cycle
Performance Metrics
Key Performance Indicators (KPIs)
Performance Improvement Plan (PIP)
Coaching Session
Feedback Session
Development Plan
Performance Standards
Competencies
Performance Rating
Formal Review
Informal Feedback
Constructive Feedback
Career Development
Performance Goals
Coaching Agreement
Performance Documentation
Review Period
Assessment Criteria
Performance Gap
Skill Development
Competency Framework
Development Needs
Performance Evaluation
Coaching Relationship
Performance Discussion
Goal Setting
Performance Objectives
Coaching Plan
Review Cycle
Performance Metrics
Feedback Methods
Continuous Improvement
Professional Development
Performance Assessment
Employee Development Plan
Coaching Methodology
Performance Standards
Review Process
Capability Development
Behavioral Indicators
Performance Requirements
Coaching Records
Performance History
Development Activities
Performance Period
Coaching Outcomes
Clauses
Purpose and Scope
Definitions
General Principles
Rights and Obligations
Confidentiality
Performance Review Process
Feedback Procedures
Coaching Framework
Documentation Requirements
Performance Metrics
Goal Setting
Review Cycles
Development Planning
Performance Improvement
Dispute Resolution
Record Keeping
Training and Support
Communication Standards
Data Protection
Implementation Process
Monitoring and Evaluation
Roles and Responsibilities
Compliance Requirements
Review and Amendment
Grievance Procedures
Non-Discrimination
Professional Standards
Quality Assurance
Accountability
Assessment Criteria
Relevant Industries

Manufacturing

Technology

Financial Services

Retail

Healthcare

Education

Professional Services

Telecommunications

Construction

Hospitality

Mining

Energy

Transportation

Consumer Goods

Agriculture

Relevant Teams

Human Resources

Learning and Development

Talent Management

Employee Relations

Legal and Compliance

Operations

Performance Management

Training

Corporate Communications

Management

Relevant Roles

Chief Executive Officer

Human Resources Director

Performance Management Specialist

Training and Development Manager

Department Head

Line Manager

Team Leader

HR Business Partner

Talent Development Manager

Employee Relations Manager

Operations Manager

Performance Coach

HR Coordinator

Compliance Officer

Learning and Development Specialist

Industries
Law No. 13 of 2003 on Manpower (Undang-Undang Ketenagakerjaan): The fundamental labor law in Indonesia that provides the basic framework for employment relationships, including provisions for employee development and training
Government Regulation No. 31 of 2006 on National Work Training System: Regulates the implementation of work training systems, including provisions for skills development and competency improvement programs
Law No. 2 of 2004 on Industrial Relations Dispute Settlement: Provides framework for handling disputes that may arise from performance management processes and ensures fair treatment in employee assessment
Minister of Manpower Regulation No. 39 of 2016: Guidelines on placement and development of human resources, including provisions for performance assessment and employee development programs
Government Regulation No. 35 of 2021: Recent regulation implementing certain provisions of Job Creation Law (Omnibus Law) regarding work agreements, outsourcing, working and rest hours, and termination of employment
Minister of Manpower Regulation No. 8 of 2021: Guidelines on implementation of performance management and competency development in companies, including standards for feedback and coaching processes
Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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