Podcast
Questions and Answers
What characterizes a 'Star' in the employee portfolio?
What characterizes a 'Star' in the employee portfolio?
In Quadrant 2 of the performance management approach, the goal is to dismiss employees.
In Quadrant 2 of the performance management approach, the goal is to dismiss employees.
False (B)
What is one of the main goals during the execution phase of an appraisal interview?
What is one of the main goals during the execution phase of an appraisal interview?
Evaluate current or past performance
An appraisal interview should always have a fixed _______ and timetable.
An appraisal interview should always have a fixed _______ and timetable.
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Match the quadrants with their strategies in performance management:
Match the quadrants with their strategies in performance management:
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What is the primary action suggested for a Rough Diamond?
What is the primary action suggested for a Rough Diamond?
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In the Jack Welch Matrix, a worker who delivers results but does not live by the organization's values will always be dismissed.
In the Jack Welch Matrix, a worker who delivers results but does not live by the organization's values will always be dismissed.
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What performance level is associated with the Talent Risk category?
What performance level is associated with the Talent Risk category?
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A _____ Star has high potential and high performance.
A _____ Star has high potential and high performance.
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Match the following categories with their definitions:
Match the following categories with their definitions:
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What is one main function of a performance appraisal?
What is one main function of a performance appraisal?
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Informal performance appraisals are usually documented and occur at specific time intervals.
Informal performance appraisals are usually documented and occur at specific time intervals.
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What is the focus of formal performance appraisals?
What is the focus of formal performance appraisals?
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Performance management emphasizes equal participation of both parties to clarify __________ expectations.
Performance management emphasizes equal participation of both parties to clarify __________ expectations.
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Match the following appraisal methods with their description:
Match the following appraisal methods with their description:
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Which of the following is NOT a characteristic of formal performance appraisal?
Which of the following is NOT a characteristic of formal performance appraisal?
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What are key activities included in performance and development agreements?
What are key activities included in performance and development agreements?
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Formal appraisals primarily focus on future performance rather than past performance.
Formal appraisals primarily focus on future performance rather than past performance.
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Study Notes
Performance Appraisal Functions
- Recognition is a key function.
- Motivation is another important function.
- Education and development are crucial parts of the appraisal.
- Influencing the organizational social climate is also a part.
Performance Appraisal Forms
Informal
- Done as part of daily management.
- Focuses on immediate job performance.
- Employee's actions are fresh in memory when evaluating.
- Not documented.
Formal
- Structured, periodic, standardised, and documented.
- Used for further personnel activities.
- Usually conducted annually or semi-annually.
- Appraisal is repeated at intervals.
- Workers are informed about the appraisal system and process beforehand.
- Written appraisal with conclusions.
- Appraisal is discussed with the employee.
- Employee acknowledges the appraisal.
Performance Evaluation
- Formal assessment of workers led by superiors.
Performance Management
- Involves equal participation from all parties.
- Mutual expectations are clarified.
- Focuses on the future (with a ratio of 70% to 30% weighting assigned).
Key Activities
- Performance and Development Agreements.
- Defining expectations, performance measurement techniques, and needed competencies for achieving desired results.
- Establishing performance and development objectives (3-5 in number).
- Managing work performance throughout the appraisal period.
- Conducting a formal performance appraisal of the period.
What to Evaluate?
- Results of performance.
- Compatibility of worker competencies with job demands.
- Worker behavior and social skills in the work context.
Methods of Work Performance Appraisal
- Based on set objectives.
- Measured against norms and standards.
Appraisal Methods
Free Description
- A scoring system using scales.
- Appraisal checklists.
- Questionnaires.
- Detailed descriptions of critical incidents.
- Ranking employee performance.
- Assessment centers.
Multilateral Feedback
- 180°: Supervisor + Subordinates.
- 360°: Includes supervisors, subordinates, co-workers, and self-evaluation.
- 540°: Incorporates external feedback from clients or customers, in addition to 360°.
Portfolio of Employees
- Categorizing employee strengths.
- Assessing aspiring, meritorious, and critic employee types.
Performance Management Approach
- Categorizing approaches into four quadrants for management.
- Quadrant 1: Develop, educate & encourage.
- Quadrant 2: Support & provide challenges.
- Quadrant 3: Persuade (and if that fails, dismiss).
- Quadrant 4: Dismiss.
Appraisal Interview
- A structured meeting with a fixed agenda.
- Employee self-evaluations are collected.
- Current or past employee performance is evaluated.
- Problems and potential opportunities related to the job are identified.
- Factors outside the employee's control impacting job performance are acknowledged.
- Focus is placed on aspects of the job.
- Communication between supervisor and subordinate is improved.
- Plans for improvement are formulated.
- Employee opinions are heard and considered.
- Remuneration basis and promotion possibilities are discussed.
- Training and development needs are determined.
- Main agreed points of the discussion are reiterated, creating a closure plan for the supervisor and employee to agree to.
Moving Performance Further (Supervisor)
- Employees are categorized according to potential and performance.
- Categories such as 'Rough Diamond' and 'Current Star' are used to categorize employees for performance improvement.
- Coaching/feedback are approaches associated with these categories depending on the employee's potential.
The Jack Welch Matrix
- A matrix used to assess employee performance in relation to company values.
- Categories of employees include those who deliver results aligned with company values and those who don't.
- Employees who don't deliver results but adhere to values receive a second chance for correction before reassignment or dismissal.
- Employees who don't deliver results and don't adhere to company values are immediately dismissed.
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Description
Test your knowledge on performance management strategies, particularly focusing on the characteristics of 'Star' employees and the Jack Welch Matrix. This quiz covers key concepts regarding appraisal interviews, performance levels, and employee categorization. Challenge yourself to understand the tactics used in employee performance assessments.
