Employee Performance Management System Training

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?

Goals and behavior evaluations. 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.

goals, behavior Signup and view all the answers

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

1 to 5 Signup and view all the answers

What does 'Goal Setting' refer to?

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

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

True Signup and view all the answers

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

Goals and behavior evaluations. Signup and view all the answers

What should you always observe in self-improvement?

Behaviors Signup and view all the answers

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

What would you suggest? 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.

UNDERSTANDING Signup and view all the answers

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

False Signup and view all the answers

What type of environment should be created for feedback meetings?

Quiet, private, and without distraction Signup and view all the answers

What should be avoided when providing feedback?

Generalizations Signup and view all the answers

Match the common reactions to feedback with their categories:

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

Align actions with __________.

business plan and strategy Signup and view all the answers

Match the following components of goal setting:

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 Signup and view all the answers

What is a SMART goal?

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

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

70% Signup and view all the answers

The Balanced Scorecard principle is a forced guideline.

False Signup and view all the answers

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

Customer satisfaction Signup and view all the answers

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

This format helps in defining goals clearly. Signup and view all the answers

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

Two or more goals regarding team performance. Signup and view all the answers

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

All of the above Signup and view all the answers

Objective setting should only focus on individual performance.

False 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.

True Signup and view all the answers

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

Review objectives set at the start of the year Signup and view all the answers

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

Strengths and any identified improvement areas. Signup and view all the answers

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

employee Signup and view all the answers

What does a score of 5 in measurement criteria indicate?

Significantly exceeds expectations Signup and view all the answers

The halo effect can contribute to an unbalanced performance assessment.

True Signup and view all the answers

Which criterion is used for qualitative goals during performance measurement?

Both A and B Signup and view all the answers

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

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

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

discussing Signup and view all the answers

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

Implement new incentive schemes effectively Signup and view all the answers

What is our value proposition in serving targeted customers?

Faster response to employee requests Signup and view all the answers

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

Digitalize relevant HR systems Signup and view all the answers

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

New trainings provided to employees Signup and view all the answers

What should individual objectives reflect?

Business goals Signup and view all the answers

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

False Signup and view all the answers

What does hhc stand for in the context of compliance?

Healthcare and Health Care Signup and view all the answers

What is an essential competency required for every role?

Core values 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.

1% Signup and view all the answers

Match the following core values with their definitions:

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 Signup and view all the answers

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

Anticipates major roadblocks Signup and view all the answers

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

False Signup and view all the answers

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

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

Support staff have _____ knowledge of the pharma industry.

specialized Signup and view all the answers

What do managers do to support talent development?

Proactively drive talent development agenda Signup and view all the answers

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

To record the employee’s progress and provide feedback. Signup and view all the answers

Match the grade levels with their respective expected behaviors.

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 Signup and view all the answers

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

Open by introducing the purpose, approach, and agenda. Signup and view all the answers

Which behavior is associated with collaboration?

Communicating clearly and concisely Signup and view all the answers

The _____ head identifies talent and supports developmental needs.

function 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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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.

Employee Performance Management System Training

Questions and Answers

What is the purpose of the performance review process?

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

Supervisors are responsible for preparing for the performance review meetings.

What is evaluated during the performance review?

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

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

What does 'Goal Setting' refer to?

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

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

What should you always observe in self-improvement?

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

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.

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

What type of environment should be created for feedback meetings?

What should be avoided when providing feedback?

Match the common reactions to feedback with their categories:

Align actions with __________.

Match the following components of goal setting:

What is a SMART goal?

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

The Balanced Scorecard principle is a forced guideline.

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

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

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

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

Objective setting should only focus on individual performance.

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

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

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

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

What does a score of 5 in measurement criteria indicate?

The halo effect can contribute to an unbalanced performance assessment.

Which criterion is used for qualitative goals during performance measurement?

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

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

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

What is our value proposition in serving targeted customers?

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

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

What should individual objectives reflect?

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

What does hhc stand for in the context of compliance?

What is an essential competency required for every role?

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

Match the following core values with their definitions:

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

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

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

Support staff have _____ knowledge of the pharma industry.

What do managers do to support talent development?

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

Match the grade levels with their respective expected behaviors.

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

Which behavior is associated with collaboration?

The _____ head identifies talent and supports developmental needs.

Study Notes

Employee Performance Management System (EIL) Overview

Performance Review Agenda

Objectives of the Performance Review

Expectations from Supervisors

Key Principles for Performance Reviews

Roles and Responsibilities

Performance Management Structure

Weighting and Reflection in Evaluations

Measurement and Scoring

Performance Management Cycle

Importance of Goal Setting

Cascading Goals Process

Balanced Scorecard Framework

Goal Setting: SMART Criteria

Writing Goals

KPIs for Different Functions

Commonly Used KPIs

Sample Financial Goals for Support Functions

Translating Organizational Goals into Actions

Checklist for Effective Goal Setting

Performance Management Structure

Behavior Evaluation

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