Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

SYMPO2018 > chapitre 7 > Flashcards

chapitre 7 Flashcards

1
Q

what is Performance management?

A

Performance management: the process encompassing all activities related to improving employee performance, productivity and effectiveness

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

what are the three major purposes of performance management?

A

what are the three major purposes of performance management?

  1. it aligns employee actions with strategic goals
  2. it is a vehicle for culture change
  3. it provides input into other HR systems such as development and remuneration
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

what are the five steps of performance management?

A

what are the five steps of performance management?

  1. Defining performance expectations and goals
  2. providing ongoing feedback and coaching
  3. Conducting performance appraisal and evaluation discussion
  4. Determining performance rewards/consequences
  5. conducting development and career opportunities discussions
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

in a survey of 746 HR pros association __ of respondants identified that performance appraisals were not mandatory in their organization. ____ said there were no consequences for non-completion of appraisals and ____ identified they were satisfied with information obtained from performance reports.

A

in a survey of 746 HR pros association 11% of respondants identified that performance appraisals were not mandatory in their organization. 42% said there were no consequences for non-completion of appraisals and 65% identified they were satisfied with information obtained from performance reports.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

what is task performance?

A

Task performance: an individuals direct contribution to their job-related processes

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

What is contextual performance?

A

Contextual performance: an individuals indirect contribution to the organizations in terms of improving the organizational, social and psychological behaviours that contribute to organizational effectiveness, beyond those specified for the jobs.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

A _____ _______ plan can be used to focus such discussions and facilitate ongoing performance improvement. A PIP highlights in writing the expectations of the employer and employee, complete within the timeline (often __ to __ days).

A

A performance improvement plan can be used to focus such discussions and facilitate ongoing performance improvement. A PIP highlights in writing the expectations of the employer and employee, complete within the timeline (often 30 to 90 days).

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

What is graphic rating scale?

A

graphic rating scale: a scale that lists a number of traits and a range of performance for each . The employee is then rated by a score that best describes his or her level of performance for each trait.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

what is alternation ranking method?

A

Alternation ranking method: ranking employees from best to worst on a particular trait.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

What is paired comparison method?

A

Paired comparison method: ranking employees by making a chart of all possible pairs of employees for each trait and indicating the better employee of the pair.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

What is forced distribution method?

A

forced distribution method: predetermined percentages of ratees are placed in various performance categories (top 10-20% = good compensation and promotions, lower 10% = coaching or termination and the rest = backbone so normal)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

What is the critical incident method?

A

critical incident method: keeping a record of uncommonly good or bad examples of an employee’s work related behaviour and reviewing the list with the employee at predetermined times.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

What is behaviourally anchored rating scale (BARS) ?

A

behaviourally anchored rating scale (BARS): an appraisal method that aims to combine the benefits of narratives, critical incidents, and quantified ratings by anchoring a quantified scale with specific narrative exemples of good and poor performance.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

name 5 BARS related advantages

A

name 5 BARS related advantages

  1. A more accurate measure
  2. Clearer standards
  3. Feedback
  4. Independent dimensions
  5. Consistency
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

What is management by objectives?

A

Management by objectives (MBO): involves setting specific measurable goals with each employee and then periodically reviewing the progress made.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

What are the Management by objectives steps?

A
  1. set the organizations goal
  2. Set departemental goals
  3. Discuss departemental goals
  4. Defined expected results
  5. Provide feedback
17
Q

what are the 3 Problems of Management by Objectives (MBO)?

A

what are the 3 Problems of Management by Objectives (MBO)?

  1. setting unclear, unmeasurable objectives
  2. time consuming
  3. tug-of-war (manager push and employees want lower goals)
18
Q

What is electronic performance monitoring?

A

Electronic performance monitoring: having supervisors electronically monitor the amount of computerized data an employee is processing per day and thereby his or her performance.

19
Q

Most common form of performance rewards?

A

Cash

20
Q

Most important aspects used to determined the appropriate reward/consequence?

A
  1. achievement of goals

2. How the employees meets the standards

21
Q

Criterias of performance appraisal?

A
  1. relevant to the job
  2. broad enough to cover all aspects of the job requirements
  3. Specific
22
Q

What is unclear performance standards?

A

Unclear performance standards: an appraisal scale that is too open to interpretation of traits and standards (subjectivity in the traits like good or poor)

23
Q

What is the Halo effect?

A

Halo effect: in performance appraisal, the problem that occurs when a supervisor’s rating of an employee on one trait biases the rating of that person on other traits.

24
Q

What is central tendency?

A

Central tendency: a tendency to rate all emloyees in the middle of the scale.

25
Q

Name the 7 rating scale problems.

A
  1. unclear standards
  2. Halo effect
  3. central tendency
  4. leniency
  5. appraisal bias
  6. the recency effect
  7. the similar to me bias
26
Q

What is strictness/leniency?

A

Strictness/leniency: the problem that occurs when a supervisor has a tendency to rate all employees rater low or high

27
Q

What is appraisal bias?

A

Appraisal bias: the tendency to allow individual differences, such as age,race, and sex to affect the appraisal ratings that these employees receive.

28
Q

What is the recency effect?

A

Recency effect: the rating error that occurs when ratings are based on the employee’s most recent performance rather than on performance throughout the appraisal period.

29
Q

What is the similar-to-me bias?

A

The tendency to give higher performance ratings to employees who are perceived to be similar to the rater in some way.

30
Q

what are the 4 Techniques to avoid appraisal problems?

A
  1. Raters must be familiar with the rating scale problems
  2. Training supervisors on how to eliminate rating errors
  3. Raters must chose the right appraisal tool
  4. Errors in performance appraisal can be reduced by using multiple raters.
31
Q

who can do the appraising?

A
  • Supervisors
  • self
  • peers
  • committees
  • subordinates
32
Q

When asked to rate their own job performance, __% of the employees place themselves in the top 10%

A

When asked to rate their own job performance, 40% of the employees place themselves in the top 10%

33
Q

What is 360-degree appraisal?

A

360 degree appraisal: a performance appraisal technique that uses multiple raters including peers , employees, supervisors, and customers.

34
Q

what is formal appraisal discussion?

A

formal appraisal discussion: an interview in which the supervisor and employee review the appraisal and make plans to remedy deficiencies and reinforce strenghts.

35
Q

3 types of performance appraisal results?

A
  1. Satisfactory - Promotable
  2. Satisfactory - not promotable
  3. Unsatisfactory - correctable vs uncorrectable
36
Q

Name the steps to conducting a performance appraisal interview.

A
  1. Be direct and specific
  2. Do not get personal
  3. Encourge the person to talk
  4. Develop an action plan
37
Q

How to deal with defensiveness.

A
  1. Recognize that defensive behaviour is normal
  2. Never attack a person’s defences
  3. Postpone actions
  4. Recognize human limitations
38
Q

7 Steps to effective performance appraisals

A
  1. Let the employee know that his or her performance is unacceptable and explain the minimum expectation
  2. ensure that your expectations are reasonable
  3. Let the employees know that warnings play a significant role in the process of establishing just cause.
  4. Ensure that you take prompt corrective measures
  5. Avoid sending mixed messages
  6. Provide the employee with a reasonable time to improve
  7. Be prepare to provide your employees with the necessary support.

SYMPO2018 (15 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions