Employee Performance Management System Training
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Questions and Answers

What is the purpose of the performance review process?

To give a deeper understanding of the performance review process and provide guidance for managers.

Which of the following are considered key principles for performance reviews? (Select all that apply)

  • Avoid Feedback
  • Ensure Transparency (correct)
  • Enable Development (correct)
  • Encourage High Performance (correct)

    • Supervisors are responsible for preparing for the performance review meetings.

    True

    What is evaluated during the performance review?

    <p>Goals and behavior evaluations.</p> Signup and view all the answers

    In a performance review, salary increases and promotions reflect the results of the total evaluation including both _____ and _____ evaluations.

    <p>goals, behavior</p> Signup and view all the answers

    What is the scoring range for goals in the performance management structure?

    <p>1 to 5</p> Signup and view all the answers

    What does 'Goal Setting' refer to?

    <p>A set of individual performance targets that align with team, department, or organization targets.</p> Signup and view all the answers

    Human Resources are responsible for monitoring the performance review system across the organization.

    <p>True</p> Signup and view all the answers

    What are the two types of evaluations included in the performance management structure?

    <p>Goals and behavior evaluations.</p> Signup and view all the answers

    What should you always observe in self-improvement?

    <p>Behaviors</p> Signup and view all the answers

    Which of the following is a recommended approach for discussing behaviors? (Select all that apply)

    <p>What would you suggest?</p> Signup and view all the answers

    The purpose of providing feedback to a poor performer includes establishing CLARITY about what needs to change and what support is available, COMMITMENT to improving performance, and ___ of what will happen if their poor performance continues.

    <p>UNDERSTANDING</p> Signup and view all the answers

    You should stick to opinions rather than facts when giving feedback.

    <p>False</p> Signup and view all the answers

    What type of environment should be created for feedback meetings?

    <p>Quiet, private, and without distraction</p> Signup and view all the answers

    What should be avoided when providing feedback?

    <p>Generalizations</p> Signup and view all the answers

    Match the common reactions to feedback with their categories:

    <p>Silent = Not engaged Blamer = Assigns fault to others Dismisser = Minimizes importance Emoter = Displays strong emotional reactions Arguer = Challenges feedback Grinner = Mocks the feedback</p> Signup and view all the answers

    Align actions with __________.

    <p>business plan and strategy</p> Signup and view all the answers

    Match the following components of goal setting:

    <p>Specific = Who, what, where, when, and how Measurable = Qualitative and quantitative indicators of expected performance Ambitious but Achievable = Stretch objectives to grow capabilities Relevant = Aligned with department objectives and customer needs Time-bound = The timeline for achieving the objective</p> Signup and view all the answers

    What is a SMART goal?

    <p>A goal that is Specific, Measurable, Achievable, Relevant, and Time-bound.</p> Signup and view all the answers

    What is the maximum total weight for a category in the Balanced Scorecard?

    <p>70%</p> Signup and view all the answers

    The Balanced Scorecard principle is a forced guideline.

    <p>False</p> Signup and view all the answers

    Which of the following is not a recommended KPI for the Finance category?

    <p>Customer satisfaction</p> Signup and view all the answers

    Write goals using what format: Do what? To what? To what end? By when?

    <p>This format helps in defining goals clearly.</p> Signup and view all the answers

    What should G5 and above set during the annual performance review?

    <p>Two or more goals regarding team performance.</p> Signup and view all the answers

    Which of the following is an example of a measurable indicator?

    <p>All of the above</p> Signup and view all the answers

    Objective setting should only focus on individual performance.

    <p>False</p> Signup and view all the answers

    Reflection on working experience with the employee is a key responsibility of a supervisor during the year-end review.

    <p>True</p> Signup and view all the answers

    Which of the following steps is NOT part of the year-end review meeting structure?

    <p>Review objectives set at the start of the year</p> Signup and view all the answers

    What should be discussed and documented during the year-end review?

    <p>Strengths and any identified improvement areas.</p> Signup and view all the answers

    The employee's self-assessment must be completed by the _____ of the year-end review.

    <p>employee</p> Signup and view all the answers

    What does a score of 5 in measurement criteria indicate?

    <p>Significantly exceeds expectations</p> Signup and view all the answers

    The halo effect can contribute to an unbalanced performance assessment.

    <p>True</p> Signup and view all the answers

    Which criterion is used for qualitative goals during performance measurement?

    <p>Both A and B</p> Signup and view all the answers

    In the year-end review, what should managers be aware of regarding personal biases?

    <p>They should be aware of possible biases, prejudices, and stereotypes.</p> Signup and view all the answers

    The year-end review meeting will involve _____ matching strengths and development areas.

    <p>discussing</p> Signup and view all the answers

    Which financial steps are necessary to ensure the execution of our strategy?

    <p>Implement new incentive schemes effectively</p> Signup and view all the answers

    What is our value proposition in serving targeted customers?

    <p>Faster response to employee requests</p> Signup and view all the answers

    At what processes must we excel to satisfy our customers and shareholders?

    <p>Digitalize relevant HR systems</p> Signup and view all the answers

    What capabilities and tools do our people require to execute our strategy?

    <p>New trainings provided to employees</p> Signup and view all the answers

    What should individual objectives reflect?

    <p>Business goals</p> Signup and view all the answers

    The process through which an employee will achieve their objectives should be unclear.

    <p>False</p> Signup and view all the answers

    What does hhc stand for in the context of compliance?

    <p>Healthcare and Health Care</p> Signup and view all the answers

    What is an essential competency required for every role?

    <p>Core values</p> Signup and view all the answers

    To dedicate [_] of one’s working time to hhc activities is the minimum requirement for all employees across the levels.

    <p>1%</p> Signup and view all the answers

    Match the following core values with their definitions:

    <p>Integrity = Sticking to the truth and taking responsibility for actions Customer-focused = Ensuring customer satisfaction by thinking from the customer's perspective Entrepreneurship = Creating and trying new ideas and approaches Coaching = Developing others to enhance their skills and knowledge</p> Signup and view all the answers

    What is an important aspect of effective planning for support staff?

    <p>Anticipates major roadblocks</p> Signup and view all the answers

    Result-oriented staff follow through on all assignments without asking for help.

    <p>False</p> Signup and view all the answers

    What is the role of the function head in developing organizational long-term objectives?

    <p>Develops plans to achieve organizational long-term objectives.</p> Signup and view all the answers

    Support staff have _____ knowledge of the pharma industry.

    <p>specialized</p> Signup and view all the answers

    What do managers do to support talent development?

    <p>Proactively drive talent development agenda</p> Signup and view all the answers

    What is required when giving feedback during a mid-year review?

    <p>To record the employee’s progress and provide feedback.</p> Signup and view all the answers

    Match the grade levels with their respective expected behaviors.

    <p>Support Staff (Grade 1) = Anticipate major roadblocks Staff (Grade 2-4) = Clarifies action items Manager (Grade 5-6) = Develops action items Function Head (Grade 7-8) = Creates plans for long-term objectives</p> Signup and view all the answers

    What is the first step in the mid-year review meeting structure?

    <p>Open by introducing the purpose, approach, and agenda.</p> Signup and view all the answers

    Which behavior is associated with collaboration?

    <p>Communicating clearly and concisely</p> Signup and view all the answers

    The _____ head identifies talent and supports developmental needs.

    <p>function</p> Signup and view all the answers

    Study Notes

    Employee Performance Management System (EIL) Overview

    • Performance Management System (PMS) aims to set clear objectives and provide feedback.
    • Training for managers is essential to enhance their capabilities in using PMS effectively.
    • A structured PMS guide helps managers navigate the performance review process.

    Performance Review Agenda

    • Overview of the performance management cycle with a focus on:
      • Goals evaluation
      • Behavior evaluation
      • Mid-year and year-end reviews
      • Conducting review meetings
      • Providing constructive feedback

    Objectives of the Performance Review

    • Enhance managers' understanding of the performance review process.
    • Offer guidance for effective target setting and performance conversations.

    Expectations from Supervisors

    • Key responsibilities include:
      • Differentiating and aligning employee performance.
      • Engaging and coaching employees regularly.
      • Rewarding high performance through recognition.

    Key Principles for Performance Reviews

    • Ensure transparency in the evaluation process.
    • Encourage employees to strive for high performance.
    • Facilitate individual development through constructive feedback.

    Roles and Responsibilities

    • Employees should prepare for evaluations and understand role expectations.
    • Supervisors must provide regular feedback and ensure alignment with developmental needs.
    • Function heads ensure consistent PMS operation and act as role models.
    • Human Resources oversees the evaluation system, promotes best practices, and provides ongoing training.

    Performance Management Structure

    • Evaluations comprise both outcomes (goals) and processes (behavior).
    • Individual goals should align with departmental and company goals.
    • Essential competencies for each role are evaluated alongside performance metrics.

    Weighting and Reflection in Evaluations

    • Evaluation outcomes affect salary increases, STI, and promotions.
    • Common weighting structures exist for different grades, balancing goals and behavior.

    Measurement and Scoring

    • A five-point scale rates goals and behavior.
    • Goals can be quantitative and qualitative, with performance levels defined clearly.
    • Specific achievement ratios are set by each affiliate based on business needs.

    Performance Management Cycle

    • Key phases include goal setting, mid-year reviews, and year-end evaluations.
    • Each stage involves discussions between managers and employees to adjust goals as needed.

    Importance of Goal Setting

    • Goals must align with overall organizational strategies.
    • Effective goal setting clarifies expectations and motivates team members.

    Cascading Goals Process

    • The process ensures alignment from company strategic priorities down to individual performance.
    • Each managerial level communicates and aligns their goals with overall organizational aims.

    Balanced Scorecard Framework

    • The Balanced Scorecard approach ensures a comprehensive evaluation across four key categories.
    • The performance review process supports organizational objectives and aims to mitigate risks during evaluations.### Balanced Scorecard Framework
    • Flexibility in assigning weight percentages to four categories: Finance, Customer, Operation, Learning & Growth.
    • Maximum total weight for each category is 70%, minimum is 10%.

    Goal Setting: SMART Criteria

    • Specific: Clearly define who, what, where, when, and how.
    • Measurable: Use qualitative and quantitative performance indicators.
    • Ambitious but Achievable: Set stretch objectives that match available resources.
    • Relevant: Align goals with departmental objectives and customer needs.
    • Time-bound: Establish a timeline for achieving objectives.

    Writing Goals

    • Align goals with action verbs, affected subjects, desired results, and timelines.
    • Example: "Increase number of sales by 25% by 31st December."

    KPIs for Different Functions

    • Sales: Focus on revenue and new product sales.
    • Marketing: Emphasize market share and customer acquisition.
    • Support Function: Ensure efficient resource allocation and utilization.

    Commonly Used KPIs

    • Finance: Total assets, profits, gross margin, revenue from new products, cash flow.
    • Customer: Satisfaction, loyalty, market share, complaints resolved.
    • Operation: On-time delivery, average lead time, waste reduction.
    • Learning & Growth: Training investment, employee satisfaction, cross-trained employees.

    Sample Financial Goals for Support Functions

    • HR: Improve internal hiring, enhance employee satisfaction, reduce training costs through digital methods.
    • Finance: Maintain a cash balance for three months, negotiate favorable interest rates on cash reserves.
    • Admin: Review suppliers for cost efficiency, secure good flight deals for company travel.

    Translating Organizational Goals into Actions

    • Align financial, customer, operational, and learning goals with specific KPIs for effective goal setting.

    Checklist for Effective Goal Setting

    • Set clear direction and priorities aligned with business areas.
    • Use SMART model to define individual objectives, linking them to the four categories.
    • Clarify achievement processes for set objectives.

    Performance Management Structure

    • Align company, department, and individual goals with core values and competencies.
    • Individual goals should encompass both qualitative and quantitative aspects.

    Behavior Evaluation

    • Focus on attributes required for effective job performance.
    • Emphasize behaviors that reflect how objectives are achieved.

    Common Competencies in ALA

    • Core Values: Emphasize customer focus, integrity, and compliance.
    • Essential Competencies: Include effective planning, execution, collaboration, and communication skills.

    Definition and Expected Behaviors

    • Reflect organizational commitments and responsibilities, particularly in compliance and ethical behavior.### Integrity
    • Maintains confidentiality under pressure; admits mistakes and remains principled in decision-making.
    • Demonstrates high trustworthiness; continually cultivates behavior across the organization.
    • Minimum requirement: dedicate 1% of working time to health/human care activities for all employees.

    Customer and Patient Focus

    • Ensures customer satisfaction by prioritizing customer and patient needs in all interactions.
    • Strives to understand both customer requirements and patient/caregiver interests.
    • Staff at all levels work towards exceeding customer expectations and ensuring satisfaction.

    Strategic Thinking

    • Analyzes information to align team or organizational strategies with objectives.
    • Staff and managers utilize data-driven approaches to develop valuable strategic inputs.
    • Anticipates changes and strategically addresses risks and challenges for sustainable outcomes.

    Innovation

    • Encourages creative problem-solving and exploring hidden opportunities for new ideas.
    • Emphasizes a culture of nurturing suggestions and new approaches throughout the organization.
    • Fosters curiosity and shares insights from both internal and external sources to promote innovation.

    Execution

    • Develops short- and long-term plans to achieve organizational objectives, focusing on results.
    • Identifies major roadblocks and works proactively to address potential challenges.
    • Implements effective planning processes to streamline operations and enhance team performance.

    Knowledge Building

    • Deep understanding of the pharmaceutical industry and actively advances operational knowledge.
    • Engages in self-directed learning and maintains professional skills through internal and external resources.
    • Shares knowledge and insights with colleagues to improve overall performance.

    Coaching and Development

    • Identifies developmental needs of team members and supports their growth through coaching.
    • Prioritizes talent development and provides actionable feedback for continuous improvement.
    • Creates a learning culture that promotes skill development at all organization levels.

    Collaboration

    • Encourages open communication and mutual respect among team members.
    • Effectively expresses opinions while actively listening to others to understand different perspectives.
    • Promotes an environment that values honest communication, especially during challenging scenarios.

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    Related Documents

    Eisai EIL Employee Performance Management System PDF

    Description

    This quiz covers the essentials of Employee Performance Management Systems, including performance evaluations, mid-year and year-end reviews, and providing feedback. It is designed to enhance managers' understanding and application of the PMS process.

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