Flashcards
WORKBOOK 7 PERFORMANCE MANAGEMENT & APPRAISAL
Cards in this deck (20)
- 1PERFORMANCE APPRAISALPROCESS OF EVALUATING HOW WELL EMPLOYEES PERFORM THEIR JOBS, COMPARED TO SET OF STANDARDS & COMMUNICATING IT TO EMPLOYEE
- 2PERFORMANCE MANAGEMENTPROCESS WHICH AFFECTS ORG'S SUCCESS BY HAVING MANGERS & EMPLOYEES WORK TOGETHER TO SET EXPECTATIONS, REVIEW RESULTS & REWARD PERFORMANCE
- 3NAME 3 TYPES OF PERFORMANCE CRITERIA1. TRAIT BASED - PERSONAL CHARACTERISTICS (LOYALTY / COMMUNICATION)
2. BEHAVIOUR-BASED - SPECIFIC THAT LEAD TO SUCCESS (WORK WELL WITH OTHERS)
3. RESULTS / OUTCOME-BASED - WHAT IS ACCOMPLISHED NOT HOW (NOT FOR ALL JOBS) - 4NAME 2 MAIN OBJECTIVES OF PERFORMANCE APPRAISAL1. EVALUATE
2. DEVELOPMENT - 5NAME 3 OBJECTIVES UNDER THE EVALUATIVE OBJECTIVE1. COMPENSATION DECISIONS
2. STAFFING DECISIONS
3. EVALUATE SELECTION SYSTEMS - 6NAME 3 OBJECTIVES UNDER THE DEVELOPMENT OBJECTIVE1. PERFORMANCE FEEDBACK
2. DIRECTION FOR FUTURE PERFORMANCE
3. IDENTIFY TRAINING & DEVELOPMENT NEEDS - 77 STEP IN DEVELOPING PA SYSTEM1. DETERMINE PERFORMANCE REQUIREMENTS
2. CHOOSE APPROPRIATE APPRAISAL METHOD
3. TRAIN SUPERVISORS
4. DISCUSS METHODS WITH EMPLOYEES
5. APPRAISE ACCORDING TO JOB STANDARDS
6. DISCUSS APPRAISAL WITH EMPLOYEES
7. DETERMINE FUTURE PERFORMANCE GOALS - 83 STEPS IN DEALING WITH PERFORMANCE PROBLEMS1. DEFINE EXPECTATIONS
2. IDENTIFY CAUSES (LACK OF: SKILLS, MOTIVATION, RESPECTS FOR RULES PERSONAL PROBLEMS)
3. SELECT CORRECTIVE APPROACH - 9NAME 4 PA METHODS1. CATEGORY RATING
2. COMPARATIVE
3. NARRATIVE
4. BEHAVIOURAL / OBJECTIVE - 10EXPLAIN 3 EXAMPLES OF CATEGORY RATING METHODS1. GRAPHIC RATING SCALE - 1 TO 5 RATING ON CERTAIN TASKS
2. NON-GRAPHIC RATING SCALE - GIVES DESCRIPTION ON EACH TASK
3. CHECKLIST OF CRITICAL INCIDENTS - MANY ITEMS - TICKED WHEN PERFORMED SUPERIOR - 11EXPLAIN 3 EXAMPLES OF COMPARATIVE METHODS1. RANKING - TOP 10 WORKERS FOR EACH DIVISION
2. FORCED DISTRIBUTIONS - CATEGORIES OF POOR, AVERAGE, EXCELLENT
3. PAIRED COMPARISON - COMPARING TWO WORKERS AT A TIME MAKING TOP LIST - 12EXPLAIN 3 EXAMPLES OF NARRATIVE METHODS1. CRITICAL INCIDENTS - VERY POOR OR EXCELLENT BEHAVIOUR LISTED
2. ANNUAL REVIEW FILE - KEEP DOCUMENTED RECORD OF GOOD OR BAD PERFORMANCE OVER A PERIOD
3. ESSAY METHOD - SPECIFIC EXAMPLES - 13EXPLAIN 3 EXAMPLES OF BEHAVIOURAL / OBJECTIVE METHODS1. BEHAVIOURALLY ANCHORED RATING SCALE (BARS) - CRITICAL TO JOB PERFORMANCE
2. MANAGEMENT BY OBJECTIVES (MBO) - PERFORMANCE ON BASIS OF EMPLOYEE ACHIEVEMENTS SET UP PRIOR
3. GOAL SETTING - MUTUALLY SET UP - 145 ADVANTAGES OF BEHAVIOURAL / OBJECTIVE METHODS1. MORE ACCURATE GAUGE
2. CLEARER STANDARDS
3. FEEDBACK
4. INDEPENDENT DIMENSIONS
5. CONSISTENCY - 157 COMMON RATER ERRORS PG 324 - 3251. RATER BIAS
2. STEREOTYPING
3. HALO EFFECT
4. CENTRAL TENDENCY
5. LENIENCY
6. STRICTNESS
7. RECENCY / PRIMACY EFFECT - 16NAME 6 PEOPLE WHO SHOULD DO THE RATING1. SUPERVISOR
2. PEER EVALUATIONS
3. CUSTOMER / CLIENT
4. SELF RATING
5. REVERSE APPRAISAL
6. TEAM PORTFOLIO APPRAISAL - 17PA SYSTEM IS DESIGNED FOR 3 REASONS1. DETERMINE MERIT PAY INCREASES / BONUS
2. COMPLY WITH EMPLOYMENT EQUITY LEGISLATION
3. EASY TO ADMINISTER - 183 TYPES OF INFO SUPERVISOR RATER TRIES TO RELAY IN APPRAISAL INTERVIEW1. PERFORMANCE IMPROVEMENT FEEDBACK
2. CORPORATE GOAL FEEDBACK
3. SALARY INFORMATION - 194 PROBLEMS WITH APPRAISAL INTERVIEWS1. PLAYING GOD
2. INABILITY TO GIVE CRITICISM
3. PERSONALITY BIASES
4. INABILITY TO GIVE EFFECTIVE FEEDBACK - 205 STEPS FOR STANDARDISED APPROACH TO INTERVIEW FORMAT1. PREPARE FOR THE INTERVIEW
2. STATE THE PURPOSE OF THE INTERVIEW
3. INDICATE SPECIFIC AREAS OF GOOD PERFORMANCE / NEED IMPROVEMENT
4. INVITE PARTICIPATION
5. FOCUS ON DEVELOPMENT
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- HR MANAGEMENT Flashcards on WORKBOOK 7 PERFORMANCE MANAGEMENT & APPRAISAL, created by Toni-Lee Farrell on 11/08/2019.
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- Toni-Lee Farrell
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