20 Questions
Performance reviews, or appraisals, are formal evaluations employers use to assess how employees performed in their jobs over a specific period. They're important for managing performance and have various components.
True
Performance reviews are often conducted annually, but can be more frequent, like semi-annually or quarterly.
True
Components of performance reviews include self-assessments, manager assessments, goal reviews, feedback, and career discussions.
True
Some performance reviews use rating scales to quantify performance.
True
Professional Development component in performance reviews involves discussing career aspirations, skill development, and training opportunities.
True
Implicit Bias Training aims to reinforce and perpetuate biases in managers.
False
Regular feedback sessions can be replaced by infrequent feedback sessions for ongoing communication and support.
False
360-Degree Feedback involves collecting input from only supervisors and stakeholders.
False
Effective Communication Training focuses solely on delivering negative feedback to employees.
False
Recognition and Appreciation are not integrated into reviews for acknowledging positive contributions.
False
What is the purpose of Implicit Bias Training?
Recognize and address biases for fair assessments.
How can technology be utilized in performance management?
Automated tracking, analytics, and streamlined reviews.
What does 360-Degree Feedback involve?
Collecting input from peers, subordinates, and stakeholders for a comprehensive view.
What is the focus of Effective Communication Training for managers?
Delivering constructive feedback for positive improvement.
How can Recognition and Appreciation be integrated into performance reviews?
Acknowledging and motivating positive contributions.
What are the key aspects of performance reviews?
Purpose, Frequency, Components
What is the purpose of self-assessment in performance reviews?
Reflection on performance, achievements, challenges, and areas for improvement
Explain the concept of 360-Degree Feedback in performance reviews.
Collecting input from supervisors, peers, subordinates, and stakeholders
How are performance ratings used in some performance reviews?
To quantify performance using rating scales
What is the purpose of documentation in performance reviews?
Official record-keeping for decision-making on promotions or salary adjustments
Study Notes
Performance Reviews
- A formal evaluation used to assess an employee's performance over a specific period.
- Important for managing performance, with various components.
Frequency and Components
- Conducted annually, but can be more frequent (semi-annually or quarterly).
- Components include:
- Self-assessments
- Manager assessments
- Goal reviews
- Feedback
- Career discussions
Assessment and Feedback
- Some performance reviews use rating scales to quantify performance.
- 360-Degree Feedback involves collecting input from supervisors and stakeholders.
- Not limited to collecting input from only supervisors and stakeholders.
- Effective Communication Training focuses on delivering constructive feedback, not just negative feedback.
Professional Development and Bias
- Professional Development component involves discussing career aspirations, skill development, and training opportunities.
- Implicit Bias Training aims to mitigate and eliminate biases in managers, not reinforce and perpetuate them.
Recognition and Integration
- Recognition and Appreciation can be integrated into reviews to acknowledge positive contributions.
- Regular feedback sessions can be replaced by infrequent feedback sessions for ongoing communication and support.
- Technology can be utilized in performance management to facilitate feedback and communication.
Learn about the purpose and frequency of performance reviews, and their importance in assessing employee achievements, strengths, and areas for improvement at work.
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