Chapter 10 Flashcards
What is performance management?
Process encompassing all activities related to improving employee performance, productivity, and effectiveness
Includes goal setting, pay for performance, training and development, career management, and disciplinary action
What are the steps in performance management?
- defining performance expectations
- providing ongoing feedback and coaching
- conducting a performance appraisal and evaluation discussions
- determining performance rewards/consequences such as promotions, salary, increases and bonuses
- conducting development and career opportunities discussions
What are the activities in defining performance expectations?
Job description often insufficient to clarify
specific performance expectations
Measurable standards related to strategic
objectives should be developed for each position
Performance goals should be quantifiable,
measurable, challenging and time defined.
What are the characteristics of the ongoing feedback and coaching?
Important to have open two-way communication
employee responsible for monitoring own
performance and asking for help
manager responsible for communicating
changing strategies and objectives if
applicable
What is performance appraisal?
A process, typically performed annually by a
supervisor for a subordinate, designed to help
employees understand their roles, objectives,
expectations, and performance success.
Administrative versus developmental
What methods of performance appraisal are there?
graphic rating scale alternation ranking method paired comparison method forced distribution method critical incident method narrative forms behaviourally anchored rating scales (BARS) management by objectives
What is graphic rating scale?
A scale that lists a number of traits (dependability,
friendliness, creativity, loyalty, etc.) and a range of
performance for each
The employee is then rated by identifying the score that
best describes his or her level of performance for each
trait
It is often criticized as being very subjective and vague
Example: what constitutes a low friendliness or high creativity rating?
What is alternation ranking method?
Ranking employees from best to worst on a particular trait
Start with the best employee followed by the worst employee. Then identify the second best employee followed by the second worst employee.
Process continues until all employees are ranked.
What is 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.
What is forced distribution method?
Predetermined percentages of rates are placed in
various performance categories.
What is critical incidence method?
Keeping a record of uncommonly good or undesirable
examples of an employee’s work-related behavior and
reviewing the list with the employee at predetermined
times.
If the behavior is subpar, it is important to discuss as
soon as possible
May be reviewed at a performance meeting with the
employee.
What are behaviourally anchored rating scales?
An appraisal method that aims to combine the benefits of
critical incidents and quantified ratings by anchoring a
quantified scale with specific examples of good and poor
performance.
Less subjective than graphic rating scale since each
value has a corresponding description.
Should be developed with input from those doing the job
and supervisors.
Advantages: less subjective, and
consistent.
Disadvantages: time-consuming and hard to develop
What is management by objectives?
- Employee and supervisor jointly define expected employee results (individual goals). Goals are quantifiable, challenging and time-specific.
- Employee and supervisor regularly meet to check on progress
- Final meeting to recap planned goals and compare to actual results.
What are some of the advantages of using technology for performance appraisals?
enables managers to automate record keeping
and report writing
provides overall performance management
process
provides employees with clear development
path
advanced reporting capabilities
electronic performance monitoring (EPM)
What are some of the performance appraisal problems?
Validity and reliability Rating scale problems unclear performance standards halo effect / stereotyping central tendency effect leniency or strictness bias recency effect similar-to-me bias