Communication Plan for Performance Management

A good communication plan should include information about the implementation of PMS in other organizations.

The communication plan should only focus on the benefits of implementing PM for employees.

A detailed description of the PM process is not necessary in the communication plan.

The communication plan should only provide information about the role and responsibilities of supervisors in the PM process.

The relationship between PM and strategic planning is not relevant to the communication plan.

The communication plan does not need to include information about the relationship between PM and other initiatives.

The performance management system appeals process allows employees to question judgmental and administrative issues only if the manager agrees.

It is recommended to use a single channel of communication when implementing a performance management system.

Credible communicators are not important in the implementation of a performance management system.

The inclusion of an appeals process is not necessary for gaining employee acceptance of a performance management system.

The main purpose of documentation is to create a paper trail of the performance management system.

Repeating the information frequently is not necessary when implementing a performance management system.

Rater error training (RET) guarantees increased rating accuracy.

Supervisors are less likely to give higher performance ratings to employees who are perceived to be similar to them.

Contrast error occurs when supervisors compare individuals against predetermined standards.

Leniency error occurs when raters assign low ratings to most or all employees.

Severity error occurs when raters assign high ratings to most or all employees.

Central tendency error occurs when raters assign very high or very low ratings to employees.

Raters who commit the central tendency error use only the extreme points on the rating scales.

The primacy error occurs when raters place more weight on negative information than on positive and neutral information.

The halo error is an intentional error caused by supervisors who desire to play it safe.

Spillover error occurs when scores from previous review periods are used as a reference for current ratings.

The recency error occurs when raters are influenced by information gathered during the initial phases of the review period.

The attribution error occurs when supervisors have an oversimplified view of individuals based on group membership.

Analyzing the functionality and constructiveness of beliefs, self-talk, and imagery patterns is the first step in the process of improving performance management system.

The goal of substituting dysfunctional thoughts with more functional ones is to make employees defensive and confrontational during performance discussions.

Self-efficacy training for raters is a type of training program that focuses on improving communication plans for performance management systems.

The process of improving performance management system involves only four steps.

The fifth step in the process of improving performance management system is to identify beliefs about the system.

The goal of the process of improving performance management system is to develop a new communication plan for the system.