Podcast
Questions and Answers
Which component of SMART objectives signifies that a goal should be clear and challenging?
Which component of SMART objectives signifies that a goal should be clear and challenging?
- Achievable
- Specific (correct)
- Relevant
- Measurable
Performance appraisals are only conducted at the end of the review period.
Performance appraisals are only conducted at the end of the review period.
False (B)
What does the 'M' in SMART objectives stand for?
What does the 'M' in SMART objectives stand for?
Measurable
Performance appraisals help in identifying the employee's ___ and development needs.
Performance appraisals help in identifying the employee's ___ and development needs.
Match the following components of SMART objectives with their descriptions:
Match the following components of SMART objectives with their descriptions:
What is the primary purpose of the final review meeting between a direct report and their line manager?
What is the primary purpose of the final review meeting between a direct report and their line manager?
Performance management only occurs once a year.
Performance management only occurs once a year.
What is the focus of the performance setting process?
What is the focus of the performance setting process?
The ___ review involves assessing progress made between the final review and the next performance meeting.
The ___ review involves assessing progress made between the final review and the next performance meeting.
Match the following terms related to performance management with their correct descriptions:
Match the following terms related to performance management with their correct descriptions:
What type of actions are taken during the ongoing conversations throughout the year?
What type of actions are taken during the ongoing conversations throughout the year?
Learning and development plans are typically not discussed during the performance management cycle.
Learning and development plans are typically not discussed during the performance management cycle.
What is one corrective action that may be taken based on the interim review?
What is one corrective action that may be taken based on the interim review?
What is one of the main objectives of performance appraisal?
What is one of the main objectives of performance appraisal?
360-degree feedback is a traditional performance appraisal technique.
360-degree feedback is a traditional performance appraisal technique.
Name one theory related to motivation mentioned in the context of performance appraisal.
Name one theory related to motivation mentioned in the context of performance appraisal.
Performance appraisal techniques include self-assessment, rating, and ______.
Performance appraisal techniques include self-assessment, rating, and ______.
Match the performance appraisal techniques with their descriptions:
Match the performance appraisal techniques with their descriptions:
Which of the following is NOT a type of performance appraisal technique?
Which of the following is NOT a type of performance appraisal technique?
What is a primary purpose of performance appraisal in an organization?
What is a primary purpose of performance appraisal in an organization?
Performance appraisal involves an interview between employees and their peers.
Performance appraisal involves an interview between employees and their peers.
Performance appraisals link performance to promotions only.
Performance appraisals link performance to promotions only.
What is the purpose of linking performance to pay in performance appraisals?
What is the purpose of linking performance to pay in performance appraisals?
What key HRM activity involves improving or moving employees who do not meet performance targets?
What key HRM activity involves improving or moving employees who do not meet performance targets?
A performance culture aims to build a strong ______ among employees.
A performance culture aims to build a strong ______ among employees.
Performance appraisal is also known as performance ______.
Performance appraisal is also known as performance ______.
Match the following terms with their descriptions:
Match the following terms with their descriptions:
Which group of individuals does 360-degree feedback typically include?
Which group of individuals does 360-degree feedback typically include?
What is typically included in a performance appraisal process?
What is typically included in a performance appraisal process?
The terms appraisal, review, and evaluation refer to different processes in HRM.
The terms appraisal, review, and evaluation refer to different processes in HRM.
What is a common goal of performance appraisal in terms of employee outcomes?
What is a common goal of performance appraisal in terms of employee outcomes?
The main goal of HRM strategy is to attract and select competent individuals who fit the ______.
The main goal of HRM strategy is to attract and select competent individuals who fit the ______.
Which of the following is NOT a benefit of performance appraisal?
Which of the following is NOT a benefit of performance appraisal?
Flashcards
Performance Appraisal/Review/Evaluation
Performance Appraisal/Review/Evaluation
The formal process of setting goals and evaluating performance. It includes setting SMART objectives, providing feedback, and identifying learning and development needs.
SMART Objectives
SMART Objectives
A set of criteria used to ensure goals are clear, measurable, achievable, relevant, and time-bound.
Evaluation of the employee
Evaluation of the employee
The act of assessing an individual's performance against set goals and providing feedback.
Identification of learning/training and development needs
Identification of learning/training and development needs
Signup and view all the flashcards
Performance-related pay & bonuses, promotion, PIP, exit etc
Performance-related pay & bonuses, promotion, PIP, exit etc
Signup and view all the flashcards
Performance Appraisal
Performance Appraisal
Signup and view all the flashcards
Performance Review
Performance Review
Signup and view all the flashcards
Performance Management
Performance Management
Signup and view all the flashcards
Performance Management Framework
Performance Management Framework
Signup and view all the flashcards
Performance Appraisal Evaluation
Performance Appraisal Evaluation
Signup and view all the flashcards
Individual Perspective on Performance
Individual Perspective on Performance
Signup and view all the flashcards
Organizational Perspective on Performance
Organizational Perspective on Performance
Signup and view all the flashcards
Performance Appraisal Technique
Performance Appraisal Technique
Signup and view all the flashcards
Goal Setting Framework
Goal Setting Framework
Signup and view all the flashcards
360-Degree Feedback
360-Degree Feedback
Signup and view all the flashcards
Planning Performance Meeting
Planning Performance Meeting
Signup and view all the flashcards
Individual Objectives
Individual Objectives
Signup and view all the flashcards
On-going Performance Conversations
On-going Performance Conversations
Signup and view all the flashcards
Actioning Development
Actioning Development
Signup and view all the flashcards
Interim Review
Interim Review
Signup and view all the flashcards
Final Review
Final Review
Signup and view all the flashcards
Reset Objectives
Reset Objectives
Signup and view all the flashcards
Organizational Strategies
Organizational Strategies
Signup and view all the flashcards
Managing Performance
Managing Performance
Signup and view all the flashcards
Expectancy Theory
Expectancy Theory
Signup and view all the flashcards
Equity Theory
Equity Theory
Signup and view all the flashcards
Goal-Setting Theory
Goal-Setting Theory
Signup and view all the flashcards
Self-Assessment
Self-Assessment
Signup and view all the flashcards
Ranking
Ranking
Signup and view all the flashcards
Free-Form Appraisal
Free-Form Appraisal
Signup and view all the flashcards
Study Notes
Human Resource Management (HRM) - Performance Management (Part 2)
- Performance management is a formal system/process facet of HRM
- The lecturer is Dr Brigid Milner, Chartered FCIPD, Lecturer in Strategic & International HRM
- The overview includes defining appraisal/review/evaluation, the process, perspectives on managing performance, and techniques for appraisal/review/evaluation.
Key HRM Activities
- HRM objectives and strategy focus on improving, redeploying, or moving employees who don't meet targets or fit the culture, maintaining an internal career system, attracting and selecting competent employees who fit the culture, offering incentives, and inducting, training, and developing employees to meet standards.
- This aligns with ensuring a suitable culture for performance, quality, and commitment.
Defining Performance Appraisal/Review/Evaluation
- This is a formal process or system within Performance Management.
- "Performance appraisal can be described as a systematic approach to evaluating employee performance, aiding decisions in areas like pay, promotion, development, and motivation" (Gunnigle, Heraty, & Morley, 2017, p.198)
- "Performance appraisal usually consists of an interview between employees and managers to review performance and set future goals for reward, promotion, and development decisions" (Carbery & Cross, 2019, p.122)
Performance Appraisal/Review/Evaluation - Process
- The process includes planning performance objectives (SMART objectives- Specific, Measurable, Achievable, Relevant, Time-bound)
- Ongoing feedback and conversations throughout the year (e.g. Jan-Dec)
- A final review/meeting, ideally in November/December for annual assessment
Performance Appraisal/Review/Evaluation - Features
- Appraisal/Review/Evaluation often refers to the formal process part of performance management.
- It involves identifying employee development needs and providing feedback regularly.
- This also ties into performance-related pay, bonuses, promotions, PIPs, and exits.
Performance Appraisal/Review/Evaluation - Objectives
- Supporting the implementation of organizational strategies through cascading objectives
- Motivating performance (e.g. using expectancy theory, equity theory, goal-setting theory)
- Creating a performance culture
- Helping individuals develop their knowledge, skills, and attitudes; deciding who to promote and what performance is linked to pay
- Managing poor performers
Performance Appraisal/Review/Evaluation - Techniques
- Self-assessment
- Ratings
- Free-Form
- Ranking
- 360-degree Review/Feedback (this involves multi-rater or multi-sourced feedback from subordinates, peers, colleagues, customers, and line managers)
Example Forms
- Various forms for employee self-assessment and performance reviews (employee self-evaluation forms and performance reviews covering areas like individual objectives, performance, skills, and core values)
- A bell curve for performance review distribution, is included
360-Degree Feedback
- A method for collecting performance feedback from various sources (supervisors, subordinates, peers, and self).
Studying That Suits You
Use AI to generate personalized quizzes and flashcards to suit your learning preferences.
Related Documents
Description
Explore the critical aspects of performance management in Human Resource Management. This quiz covers the definitions, processes, and techniques for performance appraisal, as well as strategies for effective employee evaluation. Gain insights into HRM objectives and the importance of aligning culture and performance.
