Performance Management Principles

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Line managers should be involved in the design and development of Performance Management processes as a mandatory requirement.

False

The primary goal of Performance Management is to reduce paperwork and speed up the process.

False

Managers should be made to defend their ratings to reduce pressure in Performance Management.

False

Coaching and guidance to individual managers is not necessary for effective Performance Management.

False Signup and view all the answers

Formal training is not necessary for managers to develop Performance Management skills.

False Signup and view all the answers

The emphasis on 'performance management throughout the year' can increase pressure on managers.

False Signup and view all the answers

Line managers' commitment is essential because they have to implement performance management processes.

True Signup and view all the answers

Considering ethics in performance management is only necessary for top-level managers.

False Signup and view all the answers

Procedural fairness in performance management involves only the principles of accuracy and consistency.

False Signup and view all the answers

When employees perceive performance management as fair, they are more likely to accept undesirable outcomes.

True Signup and view all the answers

Transparency in performance management means that only employees directly involved in the process have access to decision-making information.

False Signup and view all the answers

Mutual respect between employees and managers is essential for effective performance management.

True Signup and view all the answers

Only HR specialists are responsible for following up with newly appointed or promoted managers to discuss their progress and provide guidance.

False Signup and view all the answers

Conducting regular surveys of employee reactions to performance management can help identify individual weaknesses.

False Signup and view all the answers

Standard Chartered Bank's approach to developing performance management skills involves only Line Managers.

False Signup and view all the answers

Respect for the individual is not a fundamental principle of performance management.

False Signup and view all the answers

Only Line Managers can provide effective feedback techniques in a performance management system.

False Signup and view all the answers

Performance Management Principles

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Questions and Answers

Line managers should be involved in the design and development of Performance Management processes as a mandatory requirement.

The primary goal of Performance Management is to reduce paperwork and speed up the process.

Managers should be made to defend their ratings to reduce pressure in Performance Management.

Coaching and guidance to individual managers is not necessary for effective Performance Management.

Formal training is not necessary for managers to develop Performance Management skills.

The emphasis on 'performance management throughout the year' can increase pressure on managers.

Line managers' commitment is essential because they have to implement performance management processes.

Considering ethics in performance management is only necessary for top-level managers.

Procedural fairness in performance management involves only the principles of accuracy and consistency.

When employees perceive performance management as fair, they are more likely to accept undesirable outcomes.

Transparency in performance management means that only employees directly involved in the process have access to decision-making information.

Mutual respect between employees and managers is essential for effective performance management.

Only HR specialists are responsible for following up with newly appointed or promoted managers to discuss their progress and provide guidance.

Conducting regular surveys of employee reactions to performance management can help identify individual weaknesses.

Standard Chartered Bank's approach to developing performance management skills involves only Line Managers.

Respect for the individual is not a fundamental principle of performance management.

Only Line Managers can provide effective feedback techniques in a performance management system.

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