Podcast
Questions and Answers
What important aspects are used to determine the appropriate reward/consequence in the performance management process?
What important aspects are used to determine the appropriate reward/consequence in the performance management process?
- Attendance record
- Alignment with company values
- Achievement of goals (correct)
- Seniority in the company
What type of interview is typically conducted when an employee's performance is satisfactory but they are not considered promotable?
What type of interview is typically conducted when an employee's performance is satisfactory but they are not considered promotable?
- Unsatisfactory—unacceptable: termination discussion
- Unsatisfactory—correctable: action plan to correct performance
- Satisfactory—promotable: development plans
- Satisfactory—not promotable: maintain performance (correct)
Which of the following is NOT a common performance appraisal problem mentioned in the text?
Which of the following is NOT a common performance appraisal problem mentioned in the text?
- Integrity evaluation (correct)
- Halo effect
- Recency effect
- Central tendency
What is one potential consequence of having unclear performance measures in a performance management system?
What is one potential consequence of having unclear performance measures in a performance management system?
During which step of the performance management process are development opportunities discussed based on current job requirements or future business needs?
During which step of the performance management process are development opportunities discussed based on current job requirements or future business needs?
What is one common issue that can arise from the 'similar-to-me bias' in performance appraisals?
What is one common issue that can arise from the 'similar-to-me bias' in performance appraisals?
What is the purpose of Strategic Administrative Developmental in an organization?
What is the purpose of Strategic Administrative Developmental in an organization?
In the Performance Management Process, what is the fifth step?
In the Performance Management Process, what is the fifth step?
What does Task performance relate to in Defining Performance Expectations?
What does Task performance relate to in Defining Performance Expectations?
Which step involves determining performance rewards/consequences in the Performance Management Process?
Which step involves determining performance rewards/consequences in the Performance Management Process?
What is the purpose of a performance improvement plan (PIP) in Providing Ongoing Coaching and Feedback?
What is the purpose of a performance improvement plan (PIP) in Providing Ongoing Coaching and Feedback?
What is Contextual performance in relation to Defining Performance Expectations?
What is Contextual performance in relation to Defining Performance Expectations?
What is the advantage of a graphic rating scale in performance appraisal?
What is the advantage of a graphic rating scale in performance appraisal?
Which step in the performance management process involves defining expected results in terms of individual goals?
Which step in the performance management process involves defining expected results in terms of individual goals?
In performance appraisal, which method involves ranking employees from best to worst?
In performance appraisal, which method involves ranking employees from best to worst?
What is a key element of Management by Objectives (MBO) in the performance management process?
What is a key element of Management by Objectives (MBO) in the performance management process?
Which method in performance appraisal involves identifying specific incidents where an employee performed exceptionally well or poorly?
Which method in performance appraisal involves identifying specific incidents where an employee performed exceptionally well or poorly?
What is a disadvantage of the paired comparison method in performance appraisal?
What is a disadvantage of the paired comparison method in performance appraisal?
Study Notes
Performance Management Process
- The process consists of 6 steps: defining performance expectations, providing ongoing feedback and coaching, conducting performance appraisal and evaluation discussions, determining performance rewards/consequences, conducting career development discussions, and providing feedback.
Step 1: Defining Performance Expectations
- Involves defining task performance (direct contribution to job-related processes) and contextual performance (indirect contribution to the organization's social responsibility values).
- Legal considerations must correlate performance expectations to job activities.
Step 2: Providing Ongoing Feedback and Coaching
- Involves creating a performance improvement plan (PIP) with a timeline (often 30-90 days) to bring performance to acceptable levels.
- Two-way communication is essential for effective feedback and coaching.
Step 3: Performance Appraisal and Evaluation Discussion
- Formal appraisal methods include:
- Graphic rating scale
- Alternation ranking
- Paired comparison
- Forced distribution
- Critical incident
- Narrative forms
- Behaviourally anchored rating scales (BARS)
- Management by objectives (MBO)
Step 4: Determining Performance Rewards/Consequences
- Involves providing performance awards, such as merit pay or extra pay, based on achievement of goals and meeting defined standards.
Step 5: Career Development Discussion
- Manager and employee discuss opportunities for development based on current job requirements or future business needs, balancing business needs with employee preferences.
Step 6: Providing Feedback
- Involves providing feedback on performance, reviewing the appraisal, and planning to remedy deficiencies and reinforce strengths.
Performance Appraisal Problems
- Common problems include:
- Unclear performance standards
- Halo effect
- Central tendency
- Strictness/leniency
- Appraisal bias
- Recency effect
- Similar-to-me bias
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Description
Test your knowledge on conducting development and career opportunity discussions in the performance management process. Learn about aligning employee actions with strategic goals and providing input into HR systems.
