CHAPTER 06 - SUMMARY

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SUMMARY

1 | Define a performance management system Set of integrated management practices

2 | Explain the purpose of a performance management system Allows the organization to get the right things done

Helps increase employees’ satisfaction with their work and the organization

3 | Describe the management practices necessary for a good performance management system Setting and communicating clear performance expectations

Clear and specific performance objectives

Supportive and helpful coaching by the supervisor

Focusing on accomplishment of objectives during performance appraisals

Recognizing and celebrating good performance

4 | Identify the steps in an effective performance management system Clarifying the work (job) to be done

Setting goals and establishing a performance plan

Regular and frequent coaching

Conducting formal review of performance

Recognizing and rewarding performance

5 | Describe the different sources of performance review information Manager or supervisor who is able to provide feedback on contribution

Self—provides a personal review of accomplishments

Subordinate—provides a perspective on certain behaviours such as leadership

Peers and team members—who are able to describe how the person works with others

Customers—provide input about the quality of service

6 | Explain the various methods used for performance reviews Trait approaches are designed to measure the extent to which an employee possesses certain characteristics

Behavioural methods specifically describe which actions should (or should not) be exhibited on the job

Productivity measures look at results or outputs

Balanced Scorecard (BSC) is a measurement framework that helps managers and employees translate strategic goals into operational objectives

7 | Outline the characteristics of an effective performance review interview Ask the employee to review and assess own performance prior to the interview

Invite and encourage active participation by employee in the discussion of performance

Express appreciation for what the employee has done well

Minimize criticism

Change the behaviour, not the person

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