Flashcards
HR Essentials - Chapter 9 Performance Management
Cards in this deck (36)
- 1Performance Appraisalevaluating an employee's current and/or past performance relative to his/her performance standards
- 2Performance Appraisal Process1) Setting work standard
2) Assessing the employee's actual performance relative to those standards
3) Providing feedback to the employee with the aim of helping him/her eliminate performance deficiencies or to continue to perform above par - 3Why appraise performance?1) Most employers base pay, promotion, and retention decision on the appraisal
2) Plays a central role in the employer's performance management process
3) Lets mangers and subordinate develop a plan for correcting any deficiencies and to reinforce he subordinate's strengths
4) Provide an opportunity to review he employee's career plans
5) Enable the supervisor to identify if there is a training need - 4Performance Managementthe continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning their performance with the organization's goals
- 5What are performance mangement's six basic elements1) Direction sharing
2) Goal alignment
3) Ongoing performance monitoring
4) Ongoing feedback
5) Coaching and developmental support
6) Recognition and rewards - 6Direction sharingcommunicating the company's goals throughout the company and then translating these into doable department, tem and individual goals
- 7Goal alignmenthaving a method to help managers and employees to see the link between their goals and those of their department and company
- 8Ongoing performance monitoringincludes using computerized systems that measure and then e-mail progress and exception reports based on the person's progress toward meeting his/her performance goals
- 9Coaching and Development supportshould be an internal part of the feedback process
- 10Recognition and rewardkeep the employee's goal-directed performance on track
- 11Using Information Technology to Support Performance Mangement1) Assign financial and nonfinancial goals
2) Inform all employees of their goals
3) Use IT-supported tools to continuously monitor/display/assess team's and employee's performance
4) Take corrective action on a continuous basis - 12To establish ahead of time what the appraisee's end result "should be" what do managers use?1) Goals
2) Job dimensions
3) Competencies - 13What is "SMART"?-Specific
-Measurable
-Attainable
-Relevant
-Timely - 14How to Set Effective Goals1) Assign specific goals
2) Assign measurable goals
3) Assign challenging but doable goals
4) Encourage participation - 15Who should do the appraising?The immediate supervisor
- 16What two aspects of performance appraisal are in conflict?Evaluation and development
- 17What are the three categories of criteria/goals that should be included in an evaluation?1) Organization
2) Everybody should be evaluated on job specific
3) One time project - 18Peer appraisalsAppraisal of an employee by his/her peers
- 19Rating CommitteesA rating committee usually consists of the employee's immediate supervisor and three/four other supervisors
- 20Self-RatingEmployees' self-ratings, usually is conjunction with supervisor's ratings
- 21Appraisal by subordinatesMost employers have subordinates rate their managers, usually for developmental rather than for pay purposes
- 22360-Degree Feedbackthe employer collects performance information all around an employee from his/her supervisors, subordinates, peers and internal/external customers
- 23Ways to improve 360-Degree appraisals-Anchor the 360-degree dimensions with specific behavioral examples
-Make sure the feedback the person receives is productive, unbiased, and development oriented
-Reduce the administrative costs associated with collecting multisource feedback by using Web-based system - 24Graphic Rating Scale Methodthe simplest and most popular method for appraising performance.
- 25Graphic rating scalea scale that lists a number of traits and a range of performance for each. The employee is then rated by identifying the score that best describes his or her level of performance for each trait
- 26Alternative Ranking Methodranking employees from best to worst on a particular trait, choosing highest, then lowest, until all are ranked
- 27Paired Comparison Methodranking employees by making a chart of all possible pairs of the employees for each trait and indicating which is the better employee of the pair
- 28Forced Distribution Methodsimilar to grading on a curve, predetermined percentage of rates are placed in various performance categories
- 29Critical Incident Methodkeeping a record of uncommonly good or indescribable examples of an employee's work-related behavior and reviewing it with the employee at predetermined times
- 30Behaviorally anchored rating scales (BARS)an appraisal method that aims at combining the benefits of narrative critical incidents and quantified ratings by anchoring and quantified scale with specific narrative examples of good and poor performance
- 31What are the 5 steps of BARS?1) Write critical incidents
2) Develop performance dimensions
3) Reallocate incidents
4) Scale the incidents
5) Develop a final instrument - 32Management by Objectives (MBO)refers to a multistep company-wide goal setting and appraisal program
- 33What are the steps of Management by Objectives?1) Set the organization's goals
2) Set department goals
3) Discuss department goals
4) Define expected results(set individual goals)
5) Conduct performance reviews
6) Provide feedback - 34Electronica Performance Monitoring (EPM)having supervisors electronically monitor the amount of computerized data and employee is processing per day and thereby his/her performance
- 35Unclear standardsan appraisal that is too open to interpretation
- 36Halo Effectone factor dominates everything else
-ex: posture
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- Flashcards on HR Essentials - Chapter 9 Performance Management, created by nkauyerlor on 06/05/2015.
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