Podcast
Questions and Answers
What is performance management?
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?
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)
Which method can increase the accuracy and meaningfulness of performance measurement? (Select all that apply)
What does the AMO model explain in relation to underperformance?
What does the AMO model explain in relation to underperformance?
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Goal-setting theory states that setting specific and challenging goals can hinder performance.
Goal-setting theory states that setting specific and challenging goals can hinder performance.
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Match the following terms with their definitions:
Match the following terms with their definitions:
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What motivates inclusive workplaces? (Select all that apply)
What motivates inclusive workplaces? (Select all that apply)
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Diversity and inclusion are the same concept.
Diversity and inclusion are the same concept.
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The __________ is a shared perception by employees of the employer’s inclusion policies.
The __________ is a shared perception by employees of the employer’s inclusion policies.
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What type of errors can affect performance appraisal ratings? (Select all that apply)
What type of errors can affect performance appraisal ratings? (Select all that apply)
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What is a key strategy for enhancing inclusion in the workplace?
What is a key strategy for enhancing inclusion in the workplace?
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Which of the following are examples of performance measurement methods?
Which of the following are examples of performance measurement methods?
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Ranking promotes internal competition among employees.
Ranking promotes internal competition among employees.
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What is a key feature of the 360-degree feedback method?
What is a key feature of the 360-degree feedback method?
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The _____ method focuses on identifying concrete behavioral examples.
The _____ method focuses on identifying concrete behavioral examples.
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What are the advantages of strengths-based feedback?
What are the advantages of strengths-based feedback?
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What does HRM stand for?
What does HRM stand for?
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What is one implication of cost leadership strategy in HRM?
What is one implication of cost leadership strategy in HRM?
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Evidence-based HRM involves using scientific evidence and business information to make decisions.
Evidence-based HRM involves using scientific evidence and business information to make decisions.
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What is the vision of an organization?
What is the vision of an organization?
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What is Evidence-Based HRM (EBHRM)?
What is Evidence-Based HRM (EBHRM)?
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What does the LESS model in evidence-based HRM stand for?
What does the LESS model in evidence-based HRM stand for?
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What are the 5 A's of Evidence-Based Practice?
What are the 5 A's of Evidence-Based Practice?
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What is a job analysis?
What is a job analysis?
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Job analysis is only used during the recruitment process.
Job analysis is only used during the recruitment process.
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What are common methods used in job analysis?
What are common methods used in job analysis?
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What contributes to effective recruitment?
What contributes to effective recruitment?
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What does job analysis result in?
What does job analysis result in?
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What are the three main theoretical perspectives on learning?
What are the three main theoretical perspectives on learning?
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Effective onboarding practices are critical for the retention of employees.
Effective onboarding practices are critical for the retention of employees.
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What does the ADDIE model stand for?
What does the ADDIE model stand for?
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What is the main focus of Kirkpatrick's training evaluation model?
What is the main focus of Kirkpatrick's training evaluation model?
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Which of the following is NOT a stage of the ADDIE model?
Which of the following is NOT a stage of the ADDIE model?
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Which learning perspective focuses on learning from experience?
Which learning perspective focuses on learning from experience?
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The ADDIE model consists of five stages: Analysis, Design, Development, ____________, and Evaluation.
The ADDIE model consists of five stages: Analysis, Design, Development, ____________, and Evaluation.
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What are effective onboarding practices designed to provide?
What are effective onboarding practices designed to provide?
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Match the following learning perspectives with their key figures:
Match the following learning perspectives with their key figures:
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Social learning is characterized by interactions through digital platforms.
Social learning is characterized by interactions through digital platforms.
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What is the primary outcome of the Behaviorism learning perspective?
What is the primary outcome of the Behaviorism learning perspective?
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What is adaptive learning?
What is adaptive learning?
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Organizations are not using data mining for personalized learning.
Organizations are not using data mining for personalized learning.
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What digital learning platform has Vodafone adopted?
What digital learning platform has Vodafone adopted?
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The three different approaches to developing pay structures include _____, _____, and _____
The three different approaches to developing pay structures include _____, _____, and _____
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Why is reward management important?
Why is reward management important?
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What are the financial elements of rewards?
What are the financial elements of rewards?
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All forms of pay should be kept secret.
All forms of pay should be kept secret.
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What is HR forecasting?
What is HR forecasting?
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Which of the following are methods of quantitative forecasting?
Which of the following are methods of quantitative forecasting?
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Labor surplus means to decrease the number of employees.
Labor surplus means to decrease the number of employees.
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Match the forecasting method with its type:
Match the forecasting method with its type:
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What should you consider when evaluating recruitment methods?
What should you consider when evaluating recruitment methods?
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Which of the following is a method of internal recruitment?
Which of the following is a method of internal recruitment?
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The extent to which a measure consistently measures what it sets out to measure is known as ______.
The extent to which a measure consistently measures what it sets out to measure is known as ______.
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What are the three main factors to consider in a selection process?
What are the three main factors to consider in a selection process?
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What is the purpose of a realistic job preview?
What is the purpose of a realistic job preview?
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Structured interviews are generally less effective than unstructured interviews.
Structured interviews are generally less effective than unstructured interviews.
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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.
