Performance Management Overview
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Questions and Answers

What is one of the primary objectives of performance management?

  • Ensure compliance with legal standards
  • Increase employee job satisfaction
  • Reduce employee turnover rates
  • Align individual goals with organizational objectives (correct)

Which process allows managers to provide feedback and recognize achievements?

  • Organizational restructuring
  • Employee recruitment
  • Performance evaluation (correct)
  • Goal setting

How does performance management facilitate employee development?

  • Through regular salary reviews
  • By identifying performance gaps and creating development plans (correct)
  • By increasing job responsibilities
  • By assessing workplace morale and satisfaction

What role does feedback play in performance management?

<p>It enables ongoing communication and improvement. (C)</p> Signup and view all the answers

What method can be used for performance evaluation?

<p>Self-assessment surveys (D)</p> Signup and view all the answers

Which aspect of performance management is focused on recognizing and rewarding achievements?

<p>Performance evaluation (C)</p> Signup and view all the answers

What is essential for a legally compliant business environment in performance management?

<p>Clear rules of conduct (B)</p> Signup and view all the answers

Which of the following best describes the role of coaching in performance management?

<p>It supports continuous improvement and guidance. (B)</p> Signup and view all the answers

What does employee engagement in performance management help achieve?

<p>Improved organizational effectiveness (B)</p> Signup and view all the answers

Which of the following is NOT a component of performance management?

<p>Promoting workplace gossip (C)</p> Signup and view all the answers

What is the primary purpose of performance management in an organization?

<p>To recognize and reward high-performing employees (B)</p> Signup and view all the answers

How does performance management support succession planning?

<p>By identifying potential future leaders and preparing them (C)</p> Signup and view all the answers

What is included in Qsource’s annual performance evaluation?

<p>Employee performance from August 1st through July 31st (A)</p> Signup and view all the answers

What is the first step taken when addressing minor performance issues at Qsource?

<p>Non-disciplinary actions like coaching and counseling (C)</p> Signup and view all the answers

Which method is expected to be included in every disciplinary action?

<p>Performance Improvement Plan (PIP) (D)</p> Signup and view all the answers

What does the 90-day performance assessment mainly focus on?

<p>Discussing barriers and areas for improvement (C)</p> Signup and view all the answers

What can be a consequence of repeated performance issues at Qsource?

<p>Utilizing a final written warning (C)</p> Signup and view all the answers

What is the purpose of documented counseling in performance management?

<p>To formally document policy violations or attendance issues (A)</p> Signup and view all the answers

Under what circumstances can an employee be suspended without pay?

<p>When deemed necessary by the supervisor during an investigation (D)</p> Signup and view all the answers

What is the role of performance management data in an organization?

<p>To inform organizational decision-making and improve effectiveness (B)</p> Signup and view all the answers

What is the first step an employee should take when filing a written complaint?

<p>Discuss the matter with their immediate supervisor. (D)</p> Signup and view all the answers

What occurs after the initial discussion of a complaint with the management representative?

<p>The employee receives a written decision regarding the complaint. (D)</p> Signup and view all the answers

What should an employee do if they are dissatisfied with the management's written decision?

<p>Contact the Human Resource Office for arbitration. (D)</p> Signup and view all the answers

What role do mediators play in the complaint resolution process?

<p>They provide a neutral perspective to help resolve issues. (B)</p> Signup and view all the answers

What happens if an employee's complaint is still unresolved after working with a mediator?

<p>The process can escalate to arbitration with an agreed-upon arbitrator. (D)</p> Signup and view all the answers

What is the American Arbitration Association® known for?

<p>Being a global provider of alternative dispute resolution services. (C)</p> Signup and view all the answers

In the complaint documentation, what should the employee include about the nature of the complaint?

<p>A detailed description of the issue. (A)</p> Signup and view all the answers

What additional document should be included with the written complaint?

<p>Results of the meeting with the immediate supervisor. (A)</p> Signup and view all the answers

What is the intended outcome of the complaint resolution process?

<p>To reach a resolution satisfactory to all parties involved. (C)</p> Signup and view all the answers

What should be done with the final decision after the complaint review?

<p>Provide it in writing to the employee. (B)</p> Signup and view all the answers

What is the primary aim of consistent performance management within an organization?

<p>To maintain legal compliance and foster a positive reputation (D)</p> Signup and view all the answers

What may happen if disciplinary actions are not applied consistently?

<p>It may lead to a perception of unfairness and distrust (D)</p> Signup and view all the answers

What is considered a terminable infraction relating to attendance?

<p>Repeated attendance issues without valid reason (D)</p> Signup and view all the answers

What is expected from non-supervisory employees when they choose to resign voluntarily?

<p>To provide at least two weeks' written notice to their supervisor (A)</p> Signup and view all the answers

How does Qsource handle payment for non-exempt employees upon termination?

<p>They are paid for all hours worked, including overtime (C)</p> Signup and view all the answers

What can lead to an involuntary termination of an employee at Qsource?

<p>Failure to comply with established guidelines and policies (C)</p> Signup and view all the answers

Which of the following is NOT a reason for potential termination according to the guidelines?

<p>Rejection of performance reviews (A)</p> Signup and view all the answers

What is the procedure if an employee disagrees with a disciplinary action?

<p>They have the right to dispute the action and present their case (A)</p> Signup and view all the answers

What must employees do upon separation from Qsource?

<p>Return all company-issued equipment (A)</p> Signup and view all the answers

Which of the following statements regarding rehire status is true?

<p>Former employees must apply online and can be considered if they resigned in good standing (D)</p> Signup and view all the answers

Flashcards

Performance Management

A process to align individual and organizational goals, evaluate, improve employee performance, and foster development.

Goal Alignment

Ensuring individual goals match the overall company objectives.

Performance Evaluation

Assessing employee performance against set goals using methods like reviews or appraisals.

Feedback and Coaching

Ongoing communication between managers and employees to provide support and guidance.

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Employee Development

Creating tailored plans to improve employee skills and knowledge through training and mentorship.

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Organizational Effectiveness

Improving the overall performance of the organization.

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Performance Improvement

Improving or optimizing performance, both individual and organizational.

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Clear, Constructive, Respectful Communication

Addressing issues in a way that is easy to understand, supportive, and considerate toward others.

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Employee Engagement

Encouraging employees to be enthusiastic and committed to their work.

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Productivity

The effectiveness with which employees work.

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Rewards and Recognition

Acknowledging and reinforcing positive employee behaviors, often linked to high performance.

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Succession Planning

Identifying and preparing employees for future leadership roles.

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90-Day Performance Assessment

Review of the employee's first 90 days, focusing on areas of improvement and success, resources, barriers to progress, and goal setting.

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Performance Improvement Plan (PIP)

A plan outlining steps to improve employee performance, often as a disciplinary measure.

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Verbal Coaching

Supervisor brings attention to performance, conduct, policy, or attendance issues. Usually the very first coaching method.

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Documented Counseling

A formal discussion about performance issues, documenting the details and consequences for future violations.

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Written Warning

A formal warning for continued issues after coaching.

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Final Written Warning

Final warning requiring HR review. A serious issue and usually one or more prior warnings.

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Disciplinary Action

Actions taken for serious violations. May include suspension, reassignment, or termination.

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What happens if a company does not provide adequate performance management?

It can affect the company's legal standing, reputation, and employee motivation. This can lead to decreased productivity, increased conflict, and a hostile work environment.

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How does performance management help with employee motivation?

By identifying areas where employees can improve, companies can provide support and training to help them grow. This leads to increased job satisfaction and productivity.

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How does consistent performance management affect fairness in the workplace?

By applying rules and consequences consistently, performance management creates a sense of fairness and trust. This reduces bias and conflict in the workplace.

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How does performance management affect employee performance?

Performance management helps identify areas for improvement and provides support for employees to advance their skills. This leads to better performance and greater productivity.

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What are some examples of reasons for termination in performance management?

Repeated performance issues, failure to meet improvement plans, misconduct, violations of company policies, and abuse of company resources are all valid reasons for termination.

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When is someone considered to have voluntarily resigned?

An employee is considered to have voluntarily resigned if they are absent from work for three consecutive scheduled days without prior notice.

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What is the purpose of an exit interview?

Exit interviews are an opportunity for employees who voluntarily resign to provide feedback on their experiences and help the company improve.

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What happens to a terminated employee's final pay?

Terminated employees are paid for all hours worked, including overtime, and final paychecks are issued according to federal, state, and local laws.

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When are former employees eligible for re-employment?

Former employees are eligible for re-employment if they resigned in good standing and gave proper notice. They can reapply online.

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What is a "dispute" in the context of performance management?

A dispute occurs when an employee feels dissatisfied with their treatment or the application of company policies. This can relate to disciplinary actions, performance evaluations, or other work-related issues.

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Written Complaint

A formal document outlining an employee's concern or issue related to their work.

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Management Representative

The designated person responsible for initially reviewing and addressing the employee's complaint.

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Written Decision

The formal response from management to the employee's complaint.

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Human Resource Office

The department that steps in to help resolve grievances if the initial response is unsatisfactory.

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Arbitration

A formal process where a neutral third party (arbitrator) makes a binding decision on the complaint.

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External Mediator

A neutral third party who helps facilitate discussions and find a solution to the complaint.

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American Arbitration Association® (AAA®)

A non-profit organization that provides arbitration services for resolving conflicts.

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Alternative Dispute Resolution (ADR)

Methods used to resolve disputes outside of the traditional court system.

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Addendums

Additional information or documentation that supports the written complaint.

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Course of Action

The steps the employee believes will resolve the complaint effectively.

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Study Notes

Performance Management

  • Aims to align individual and organizational goals, evaluate and improve employee performance, foster development, recognize achievements, and enhance organizational effectiveness.
  • Emphasizes clear, constructive, and respectful issue resolution.
  • Improves and optimizes individual and organizational performance through goal setting, progress monitoring, feedback, evaluation, and issue addressing.

Performance Evaluation Process

  • Includes a 90-day performance assessment, a six-month check-in, and an annual evaluation (August 1st to July 31st or from date of hire).
  • All evaluations require documentation to HR, and the annual performance is completed in the HRIS system.
  • Newly hired, transferred, or promoted employees participate in the 90-day assessment to discuss progress, resources, barriers, and goals.

Performance Improvement

  • Addresses issues with non-disciplinary solutions first (coaching, counseling, retraining, performance improvement plans).
  • Performance improvement plans (PIPs) are expected in cases of disciplinary action.

Corrective and Disciplinary Actions

  • Starts with verbal coaching and documented counseling, progressing to written warnings (levels 1 and 2) and final written warnings (level 4).
  • More serious offenses, including repeated problems, failure to meet PIP requirements, or certain misconduct, may lead to suspension, reassignment, or termination.
  • Termination includes specific infractions like repeated misconduct, failure to meet PIP requirements, or time sheet fraud.
  • HR review and approval are necessary for written warnings, suspension, and termination.

Employment Separations

  • Voluntary Resignation: Non-supervisory employees must provide two weeks' notice, while managers need thirty days.
  • Absence for three consecutive scheduled days without notice constitutes voluntary resignation.
  • Employees may be granted exit interviews.
  • Involuntary Termination: Employees receive payment for time worked. Pay is based on status (exempt/non-exempt) and terminal week.

Dispute Resolution

  • Provides a process for employees to dispute disciplinary actions or issues involving policy application.
  • Employees dissatisfied with management responses can escalate the dispute to a higher level and HR for arbitration, and to a mediator, or arbitration.
  • Documentation is needed for complaints at each level.

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Description

This quiz covers essential aspects of performance management, including aligning individual goals with organizational objectives, the performance evaluation process, and techniques for performance improvement. It emphasizes the importance of communication, documentation, and respectful issue resolution in enhancing overall effectiveness.

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