6. PERFORMANCE (training + Onboard) Flashcards

1
Q

What is the purpose of orientation and training?

A

Making sure your employees know what to do ad to do it. This programs are designed by the HR department, but project manager does the day-to-day training.

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2
Q

What are the 4 things manager want to accomplish when orienting new employees ?

A
  1. Employee welcome and part of team
  2. Employee has basic info to function effectively (email access, expectations in terms of work behaviour…)
  3. Help understand company in broader sense
  4. Start socialising person into firm’s culture and way of doing things
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3
Q

What does training mean? And why is important?

A
Giving employees (current or new) the skills needed to perform their job
El que tiene el puesto ahora le enseñe al que lo tendrá que hacer, clases en internet...

Training fosters engagement

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4
Q

What do we need to create an adequate training program?

A

Employers use task analysis to determine which skills the job requires. Then create the training program with the training objectives, training budget and designing content.

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5
Q

What do we use performance analysis for?

A

Managers review performance standards. Below standard, train or not?

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6
Q

What is performance analysis ?

A

The process of verifying that there is a performance deficiency and determining wether the employer should correct deficiencies by training or something else.

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7
Q

Steps of performance analysis

A
  • Comparing person’s actual performance to what it should be

- Determine wether can’t do problem or won’t do problem and specific causes

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8
Q

What is performance appraisal?

A

Evaluating en employee’s current or past performance relative to his own performance standards. Then we help him eliminate deficiencies.

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9
Q

Name ways of determine how a current employee is doing

A
  • performance appraisal
  • job-related performance data
  • observations by supervisors
  • interview employee or supervisors
  • attitude surveys
  • individual employee daily diaries
  • assessment center results
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10
Q

What are the advantages of appraise performance?

A
  • most employers base pay and promotion on appraisal
  • it lets managers and subordinates develop a plan for correcting deficiencies and reinforce strengths
  • plays a central role in the employer’s performance management process
  • provides opportunity to review the career plans of employee
  • enables supervisor to identify if there is a training need
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11
Q

Performance expectations are based on…

A
  • goals
  • job dimension or traits
  • behaviours or competencies
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12
Q

Goals should be SMART:

A
  • S: specific state desired results
  • M: measurable
  • A: attainable
  • R: relevant (derived from what manager or company wants to achieve)
  • T: timely (deadline and milestones)
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13
Q

Other ways of evaluating someone:

A
  • use form with basic job dimensions

- evaluate based on their mastery of the competencies the job requires

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14
Q

Who should appraise?

A
  • direct supervisor
  • HR department has advisory role, advise on which appraisal tool to use; but final decision to operating managers.
  • peer appraisal (+supervisor + other peers)
  • rating committee (immediate supervisor+ other supervisors)
  • self rating (self + supervisor)
  • subordinates rate managers (mainly for development)
  • 360º feedback (info from supervisor+ subordinates+ peers+customer) (development purposes)
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15
Q

Which kind of errors can occur when evaluating people?

A
  • unclear standards
  • halo effect (unfriendly, pues todo bajo)
  • central tendency
  • strictness
  • recency effect (un acto borra todo un año)
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16
Q

Checklist of best practices for fair performance appraisal

A
  • base performance in standard from job analysis
  • make clear ahead the expectations
  • base performance review on observable and objective performance behaviour and data
  • use standardised performance review procedure
  • who conducts review has frequent opportunities to observe employee’s job performance
  • use multiple raters
  • document appraisal process and results
  • discuss results with employee
  • let employee know you’re going to do reviews
  • let employee provide input regarding your assessment of him
  • indicate what employee needs to improve
  • train supervisor that does appraisal