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What is performance management?

A process for establishing shared understanding about what is to be achieved, and an approach to managing and developing people.

What is performance appraisal?

A formal process in which employees are evaluated by a judge, typically a supervisor, along a set of dimensions.

Which method can increase the accuracy and meaningfulness of performance measurement? (Select all that apply)

  • Self-assessment
  • Peer review
  • Critical incident method (correct)
  • 360-degree feedback (correct)

    • What does the AMO model explain in relation to underperformance?

    <p>Ability, Motivation, Opportunity.</p> Signup and view all the answers

    Goal-setting theory states that setting specific and challenging goals can hinder performance.

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

    Match the following terms with their definitions:

    <p>Diversity = Differences among employees in an organization Inclusion = Treating all employees fairly and valuing them for who they are Belongingness = The feeling of being accepted within a group Uniqueness = The recognition of individual differences among employees</p> Signup and view all the answers

    What motivates inclusive workplaces? (Select all that apply)

    <p>Doing what is right and just</p> Signup and view all the answers

    Diversity and inclusion are the same concept.

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

    The __________ is a shared perception by employees of the employer’s inclusion policies.

    <p>climate for inclusion</p> Signup and view all the answers

    What type of errors can affect performance appraisal ratings? (Select all that apply)

    <p>Halo Error</p> Signup and view all the answers

    What is a key strategy for enhancing inclusion in the workplace?

    <p>Proactive mentorship programs.</p> Signup and view all the answers

    Which of the following are examples of performance measurement methods?

    <p>Forced Distribution</p> Signup and view all the answers

    Ranking promotes internal competition among employees.

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

    What is a key feature of the 360-degree feedback method?

    <p>Multi-source review</p> Signup and view all the answers

    The _____ method focuses on identifying concrete behavioral examples.

    <p>Critical Incident Technique</p> Signup and view all the answers

    What are the advantages of strengths-based feedback?

    <p>Views strengths as true opportunities for growth</p> Signup and view all the answers

    What does HRM stand for?

    <p>Human Resource Management</p> Signup and view all the answers

    What is one implication of cost leadership strategy in HRM?

    <p>Maximize efficiency</p> Signup and view all the answers

    Evidence-based HRM involves using scientific evidence and business information to make decisions.

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

    What is the vision of an organization?

    <p>What the organization expects to become at a particular time point in the future.</p> Signup and view all the answers

    What is Evidence-Based HRM (EBHRM)?

    <p>An approach using scientific evidence and business information for decision-making</p> Signup and view all the answers

    What does the LESS model in evidence-based HRM stand for?

    <p>Local context, Experience, Scientific evidence, Stakeholders</p> Signup and view all the answers

    What are the 5 A's of Evidence-Based Practice?

    <p>Ask, Acquire, Appraise, Apply, Assess</p> Signup and view all the answers

    What is a job analysis?

    <p>The process used to gather detailed information about tasks and responsibilities of a position</p> Signup and view all the answers

    Job analysis is only used during the recruitment process.

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

    What are common methods used in job analysis?

    <p>Observation, questionnaires, interviews, work diaries, background information</p> Signup and view all the answers

    What contributes to effective recruitment?

    <p>Attracting candidates who fit the position and organization</p> Signup and view all the answers

    What does job analysis result in?

    <p>Job description and person specification</p> Signup and view all the answers

    What are the three main theoretical perspectives on learning?

    <p>Cognitivism, Behaviorism, Experiential Learning</p> Signup and view all the answers

    Effective onboarding practices are critical for the retention of employees.

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

    What does the ADDIE model stand for?

    <p>Analysis, Design, Development, Implementation, Evaluation</p> Signup and view all the answers

    What is the main focus of Kirkpatrick's training evaluation model?

    <p>Measuring trainee reactions, learning, behavior, and results</p> Signup and view all the answers

    Which of the following is NOT a stage of the ADDIE model?

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

    Which learning perspective focuses on learning from experience?

    <p>Experiential Learning</p> Signup and view all the answers

    The ADDIE model consists of five stages: Analysis, Design, Development, ____________, and Evaluation.

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

    What are effective onboarding practices designed to provide?

    <p>Access to information and relationships</p> Signup and view all the answers

    Match the following learning perspectives with their key figures:

    <p>Cognitivism = Jean Piaget Behaviorism = Ivan Pavlov Experiential Learning = David Kolb</p> Signup and view all the answers

    Social learning is characterized by interactions through digital platforms.

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

    What is the primary outcome of the Behaviorism learning perspective?

    <p>Change in behavior</p> Signup and view all the answers

    What is adaptive learning?

    <p>Learning through personalized programs</p> Signup and view all the answers

    Organizations are not using data mining for personalized learning.

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

    What digital learning platform has Vodafone adopted?

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

    The three different approaches to developing pay structures include _____, _____, and _____

    <p>base pay, incentives, benefits</p> Signup and view all the answers

    Why is reward management important?

    <p>It impacts attraction, retention, and motivation</p> Signup and view all the answers

    What are the financial elements of rewards?

    <p>Base pay, incentives, benefits</p> Signup and view all the answers

    All forms of pay should be kept secret.

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

    What is HR forecasting?

    <p>Determining labor surplus and shortage</p> Signup and view all the answers

    Which of the following are methods of quantitative forecasting?

    <p>Regression Analysis</p> Signup and view all the answers

    Labor surplus means to decrease the number of employees.

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

    Match the forecasting method with its type:

    <p>Trend Analysis = Quantitative Expert Knowledge = Qualitative Regression Analysis = Quantitative Ratio Analysis = Quantitative</p> Signup and view all the answers

    What should you consider when evaluating recruitment methods?

    <p>Cost per hire, time-to-fill-rate, diversity, yield ratio</p> Signup and view all the answers

    Which of the following is a method of internal recruitment?

    <p>Email Listserv/Intranet</p> Signup and view all the answers

    The extent to which a measure consistently measures what it sets out to measure is known as ______.

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

    What are the three main factors to consider in a selection process?

    <p>Can the applicant do the job, will the applicant do the job, has the applicant experience doing the job</p> Signup and view all the answers

    What is the purpose of a realistic job preview?

    <p>To provide a clear understanding of job expectations</p> Signup and view all the answers

    Structured interviews are generally less effective than unstructured interviews.

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

    Study Notes

    Basic Terms

    • Performance management is a process for understanding and achieving organizational goals through people management.
    • Performance appraisal is a formal process that evaluates employee performance using predetermined dimensions, assigns a score, and communicates it to the employee.

    Traditional Performance Management Cycle

    • The traditional cycle involves translating organizational goals to individual goals, determining performance measures, conducting formal performance ratings, providing feedback, and discussing goal attainment.

    Goal-Setting Theory

    • Specific and challenging goals motivate employees to improve their performance.
    • Goals provide direction, intensity, and duration for motivated action.
    • Self-efficacy, or the belief in one's ability to perform, and feedback strengthen the link between goal setting and performance.

    Performance Measurement

    • Performance measurement refers to a formal evaluation of employee performance using predetermined dimensions, assigning a score, and communicating it to the employee.

    Types of Performance Appraisal Errors

    • Leniency/Severity error: Rating employees consistently at the high or low end of the scale.
    • Central tendency error: Rating all employees at the midpoint of the scale.
    • Halo error: A positive or negative impression about an employee influences ratings across all performance dimensions.
    • Primacy/Recency error: Heavier reliance on the first or most recent performance instances.
    • Contrast error: Inflated or deflated evaluations due to comparing an employee to a previously reviewed employee.
    • Similar-to-Me error: Inflated ratings based on shared demographics, values, or experiences.

    Reducing Performance Appraisal Errors

    • Training: Understanding performance levels and distinguishing them.
    • Memory Aids: Keeping a journal of performance observations.
    • Accountability: Raters justify their evaluations to other individuals.

    Ranking vs. Rating

    • Comparative methods: Ranking employees based on their relative performance. Often used for eliminating underperformers and distributing rewards. Examples include forced distribution.
    • Absolute methods: Rating employees on a scale based on predetermined standards for each performance dimension. Examples include Behaviourally Anchored Rating Scale (BARS).

    Improving Performance Measurement

    • Critical incident technique: Concrete examples of employee behavior.
    • 360-degree feedback: Gathering performance feedback from multiple sources, including peers, superiors, subordinates, and clients.

    Evidence-based HRM

    • Evidence-based HRM is a decision-making approach that utilizes scientific evidence alongside business information to make people management decisions.
    • Making evidence-based decisions requires taking into account local context, experience, stakeholder perspectives, and scientific insights.
    • Local context refers to facts and data specific to the organization, which can help identify and address people management issues.
    • Experience refers to professional expertise and experience with similar people management issues in other settings or organizations.
    • Stakeholder perspectives involve considering the impact of decisions on employees, bosses, clients, and suppliers.
    • Scientific-evidence refers to insights from scientific research that are relevant to the problem or issue at hand.

    Strategic recruitment & selection

    • Business strategy sets the foundation for workforce planning
    • Workforce planning guides recruitment and selection strategies
    • Recruitment and selection processes need to be aligned with the overall business strategy

    Human Resource Planning Process

    • It involves forecasting labor demand and supply
    • Forecasts are based on historical and current organizational data
    • Key steps include goal setting, strategic planning, implementation, and evaluation

    Forecasting

    • Forecasting can be quantitative or qualitative
    • Quantitative forecasting uses historical data and statistical methods to estimate future demand and supply
    • Qualitative forecasting relies on expert knowledge and opinions

    Goal setting & strategic planning

    • Labor surplus strategies aim to reduce the number of employees
    • Labor shortage strategies aim to increase the number of employees
    • Various methods can be used to address labor imbalances, each with different levels of speed and impact

    Implementation & Evaluation

    • Implementation involves putting the strategic plan into action
    • Evaluation involves monitoring the effectiveness of the plan
    • Regular assessment of the plan is critical for making necessary adjustments

    Recruitment

    • Recruitment aims to attract the ideal candidate(s) who fit the job and the organization
    • It involves creating a strong employer brand to attract talent
    • The employer brand should convey a clear message about the organization's culture, values, and opportunities

    Balancing Attractiveness and Fit

    • A strong employer brand is crucial for recruiting top talent
    • The employer brand should be congruent with the organization's internal identity and external image
    • External ratings and perceptions play a significant role in shaping the employer brand

    Effective Employer Branding

    • Employer branding is more effective when it incorporates both explicit and diffuse cues
    • Explicit communication should be consistent with the organization's values and culture
    • Congruency is essential between the employer brand, corporate and organizational identity, and current brand image

    Recruitment & Selection

    • Companies can recruit using low involvement strategies which include proactively discussing company reputation, values, and work culture.
    • High involvement strategies require more input from potential employees, including assessing applicant fit with organizational culture.
    • Companies often use external recruitment methods such as newspaper ads, online postings, campus recruiting, search firms, and employment agencies.
    • Internal recruitment methods focus on hiring from within the organization, leveraging existing networks through email listservs, intranets, and employee referral programs.
    • Evaluating recruitment methods considers the cost per hire, time to fill, diversity of applicants, and yield ratio.
    • Internal recruitment tends to be faster and more cost-effective, yielding a higher ratio of qualified candidates compared to external recruitment.
    • Realistic Job Preview is a recruitment tool that provides potential employees with realistic expectations of the job and company.

    Quality of the Selection Process

    • Strategic selection aligns recruitment strategies with business goals, starting with job analysis and leading to appropriate selection methods.
    • Objective selection processes aim to minimize bias and reliance on intuition.
    • Selection tools are evaluated based on their legality, reliability, and validity.
    • Adverse impact occurs when seemingly neutral employment practices disproportionately affect certain protected groups.

    Selection Toolkit

    • General selection tools, such as cognitive ability tests and personality tests, are more broadly applicable but may have lower validity for specific jobs.
    • Job-specific selection tools, including job knowledge tests, work sample tests, and assessment centers, are often more effective but may be costlier to develop and administer.
    • Structured interviews are often more valid than unstructured interviews.
    • Key considerations in selecting the right tools include: 1. Can the candidate do the job? 2. Will the candidate do the job? 3. Has the candidate demonstrated experience doing the job?

    Learning & Development

    • Learning & development is essential for attracting and retaining talent, achieving business goals, and remaining competitive.
    • Key learning theories include cognitivism, behaviorism, and experiential learning.
    • Effective onboarding practices help newly hired employees learn about the organization, build relationships, and feel like valued members of the team.
    • The ADDIE model, consisting of Analysis, Design, Development, Implementation, and Evaluation, is a structured approach to instructional design.
    • Training evaluation aims to measure changes in behavior and demonstrate positive impact on organizational outcomes.

    Learning & Development Key Theories

    • Cognitivism focuses on how information is received, organized, stored, and retrieved, aiming to change mental schemas.
    • Behaviorism explains learning through the influence of positive and negative reinforcement, resulting in changes in behavior.
    • Experiential learning emphasizes learning through experience, reflection, and experimentation.

    Learning & Development Instructional Principles

    • Information provides trainees with essential concepts, facts, and information.
    • Demonstration shows practical examples of the knowledge, attitudes, and behaviors required.
    • Practice provides opportunities to apply the learned skills.
    • Feedback offers timely, meaningful, and diagnostic feedback with opportunities for improvement.

    Onboarding

    • Onboarding encompasses formal and informal practices, programs, and policies that help new hires adapt to their new roles.
    • Socialization is the psychological process through which employees become part of the organizational culture, learning processes, and identifying with the organization.

    Why is reward management important?

    • Reward management is important due to legal and ethical responsibilities
    • Reward management is also crucial for organizational goals such as improving employee attraction, retention, and motivation

    What are rewards?

    • Rewards are financial and non-financial compensation for employees
    • They are used to show appreciation for their time, effort and commitment
    • Rewards are comprised of base pay, incentives, and benefits

    Base pay

    • Fixed pay

    Incentives

    • Short-term: individual bonusses, group bonusses
    • Long-term: Profit-sharing plans, stock-options, employee stock ownership plans (ESOPs)

    Benefits

    • Statutory: These benefits are mandated by law, such as social security and health insurance
    • Organizational: These are non-statutory, and may include things like paid time off, life insurance, and healthcare

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    Description

    This quiz covers the fundamental concepts of performance management, including performance appraisal, the traditional performance management cycle, and goal-setting theory. Test your understanding of how these elements contribute to organizational success and employee motivation.

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