3.4 Work skills Flashcards
methods of monitoring and improving
workplace performance, including:
▪ self-assessment
▪ performance management
▪ quality control
Monitoring is the process of
collecting data about a system or
process in order to identify trends
or issues. This data can be used to
help improve performance by
making changes to the system or
process. Monitoring can be done
manually or automatically.
Self-Assessment: Refers to the process in which evaluate their own performance, skills, and areas for improvement. (Reflect on ones strengths, weaknesses, and goals related to your academic or career aspiratons).
Benefits: Increased self-awareness, motivation and personal development.
Examples: Performance journels, reflection excercises, and competency assessments.
Performance management: It is a communication process by which managers and employees work together to plan, monitor and review an employee’s work objectives and overall contribution to the
organization. Details setting goals, assessing progress, providing feedback, and improving performance to achieve organisational objectives.
Key components:
- Goal setting
- regular feedback
- coaching
- performance appraisals
Qaulity control: It is the process of ensuring products, services, or processes meet the predefined quality standards and specifications. This maintaijns customer satisfaction, reduces errors with operations, and enhances the workplaces overall productivity. Includes checklists, inspections, statistical process control, and six sigma.
processes used in performance
management, including:
▪ use of rating scales
▪ use of management by objectives
(MBO)
▪ use of 360 degree feedback
Performance management involves various processes to evaluate and
improve employee performance.
Rating scales: Rating scales are structured instruments , a common method used in
performance management to assess employee performance against predetermined criteria.
scales used:
Rating scales are structured instruments , a common method used in
performance management to assess employee performance against
predetermined criteria.
GRAPHIC RATING SCALES:
Use numerical or descriptive scales to rate performance on
various dimensions.
Behaviorally Anchored Rating Scales (BARS):
Combine qualitative and quantitative elements
to evaluate behaviors relevant to job
performance.
Challenges of Rating Scales:
1. Subjectivity: Ratings may be influenced by personal biases or perceptions.
2. Lack of Specificity: Generic criteria may not capture the nuances of individual
performance.
3. Limited Feedback: May not provide detailed feedback necessary for employee
development.
