10 Questions
What are the five parts of Performance Management System (PMS) mentioned in the text?
Planning, Monitoring, Developing, Rating, Rewarding
What should performance elements and standards be, according to the text?
Measurable, understandable, challenging, verifiable, achievable
What is the purpose of involving employees in the planning process, as mentioned in the text?
Helping them understand organizational goals and what needs to be done
What does monitoring in the context of Performance Management System involve?
Consistently measuring performance and providing ongoing feedback
How should performance plans be treated, according to the text?
As working documents to be discussed often
Performance Management System (PMS) has three major purposes: 1. Strategic There should be a link between the employee’s activities to the organization’s goals. That’s why when a Manager and his subordinate sit down to work on the performance plan, the first question that should be asked is: what are the strategic goals of the company and how can the employee support these goals.
Purposes
While strategic is seldom used as ______, organizations use performance management system particularly the performance appraisal as the basis for administrative actions such as: salary increase, recognition of high achievers, promotion, demotion, lay-offs, discipline and termination.
purpose
That is why performance review is universally disliked and avoided. After all, how many people in your organization want to hear that they did not meet the ______. How many managers want to face arguments, diminished morale, and sometimes hostility from their subordinates resulting from the performance appraisal process.
standards
The source material reference are the job description and job analysis. They can look at the key elements of the job and the critical success fac______rs that can support the strategic goals of the company. Th be fair, the system must be flexible enough ______ adjust ______ some changes when some company goals and strategies change.
to
That’s why when a Manager and his subordinate sit down to work on the performance plan, the first question that should be asked is: what are the strategic goals of the company and how can the employee support these goals. The source material reference are the job description and job analysis. They can look at the key elements of the job and the critical success factors that can support the strategic goals of the company. Th be fair, the system must be flexible enough to adjust to some changes when some company goals and strategies change.
To be fair
Study Notes
Performance Management System (PMS)
- The PMS has three major purposes, including strategic, which links an employee's activities to the organization's goals.
- The system must be flexible enough to adjust to changes in company goals and strategies.
Setting Performance Plans
- Performance plans should be based on the job description and job analysis.
- The first question to ask when creating a performance plan is: what are the strategic goals of the company and how can the employee support these goals?
- Performance elements and standards should be based on the key elements of the job and critical success factors that support the organization's goals.
Involving Employees in Planning
- Involving employees in the planning process ensures that they understand what is expected of them and can take ownership of their goals.
Monitoring Performance
- Monitoring in the context of PMS involves tracking employee progress towards achieving their goals and adjusting the system as needed.
Performance Appraisal
- Performance appraisal is used as the basis for administrative actions such as salary increases, recognition, promotion, demotion, lay-offs, discipline, and termination.
- The performance review process is often disliked and avoided as it can lead to arguments, diminished morale, and hostility.
Test your knowledge of Performance Management System (PMS) with this quiz. Explore the five key components: planning, monitoring, developing, rating, and rewarding, and assess your understanding of setting performance expectations and goals, involving employees in organizational objectives, and more.
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