Performance Management Definition Quiz: What is it?

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Questions and Answers

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?

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?

Integrity evaluation (correct)

Halo effect

Recency effect

Central tendency

What is one potential consequence of having unclear performance measures in a performance management system?

Lowered employee engagement Signup and view all the answers

During which step of the performance management process are development opportunities discussed based on current job requirements or future business needs?

Step 5: Career Development Discussion Signup and view all the answers

What is one common issue that can arise from the 'similar-to-me bias' in performance appraisals?

Potential lack of objectivity in evaluations Signup and view all the answers

What is the purpose of Strategic Administrative Developmental in an organization?

Align employee actions with the organization’s strategic goals Signup and view all the answers

In the Performance Management Process, what is the fifth step?

Conduct development and career opportunity discussions Signup and view all the answers

What does Task performance relate to in Defining Performance Expectations?

Direct contribution to job-related processes Signup and view all the answers

Which step involves determining performance rewards/consequences in the Performance Management Process?

Determine performance rewards/consequences Signup and view all the answers

What is the purpose of a performance improvement plan (PIP) in Providing Ongoing Coaching and Feedback?

Highlight expectations of employer/employee with a timeline for performance improvement Signup and view all the answers

What is Contextual performance in relation to Defining Performance Expectations?

Indirect contribution to social responsibility values Signup and view all the answers

What is the advantage of a graphic rating scale in performance appraisal?

Simple to use; provides a quantitative rating for each employee Signup and view all the answers

Which step in the performance management process involves defining expected results in terms of individual goals?

Step 4: Define expected results (individual goals) Signup and view all the answers

In performance appraisal, which method involves ranking employees from best to worst?

Alternation ranking method Signup and view all the answers

What is a key element of Management by Objectives (MBO) in the performance management process?

Setting individual goals aligned with organizational goals Signup and view all the answers

Which method in performance appraisal involves identifying specific incidents where an employee performed exceptionally well or poorly?

Critical incident method Signup and view all the answers

What is a disadvantage of the paired comparison method in performance appraisal?

Time-consuming due to multiple comparisons Signup and view all the answers

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.

Performance Management Process Step 5 Quiz