Podcast
Questions and Answers
What are the five parts of Performance Management System (PMS) mentioned in the text?
What are the five parts of Performance Management System (PMS) mentioned in the text?
- Planning, Monitoring, Developing, Rating, Rewarding (correct)
- Expectation-setting, Progress-measuring, Goal-reviewing, Performance-comparing, Plan-establishing
- Goal-setting, Feedback, Accountability, Flexibility, Discussion
- Setting, Measuring, Reviewing, Comparing, Documenting
What should performance elements and standards be, according to the text?
What should performance elements and standards be, according to the text?
- Flexible, rigid, ambiguous, unrealistic, unmeasurable
- Tangible, clear, simple, uncertain, attainable
- Measurable, understandable, challenging, verifiable, achievable (correct)
- Subjective, vague, easy, unverifiable, unattainable
What is the purpose of involving employees in the planning process, as mentioned in the text?
What is the purpose of involving employees in the planning process, as mentioned in the text?
- Reducing accountability
- Making the planning process longer
- Creating confusion about organizational objectives
- Helping them understand organizational goals and what needs to be done (correct)
What does monitoring in the context of Performance Management System involve?
What does monitoring in the context of Performance Management System involve?
How should performance plans be treated, according to the text?
How should performance plans be treated, according to the text?
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
Flashcards
Five Parts of PMS
Five Parts of PMS
Planning, Monitoring, Developing, Rating, and Rewarding.
Performance Standards
Performance Standards
Measurable, Understandable, Challenging, Verifiable, Achievable.
Employee Involvement
Employee Involvement
To help them understand organizational goals and what needs to be done to achieve them.
Monitoring in PMS
Monitoring in PMS
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Performance Plans
Performance Plans
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Strategic Purpose of PMS
Strategic Purpose of PMS
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Administrative use of PMS
Administrative use of PMS
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What is disliked in performance review?
What is disliked in performance review?
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Source Materials
Source Materials
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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.
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