Chapter 4: Performance Management and Employee Movement Flashcards
3 R’s
Reward
Retention
Renumeration
5 R’s (Ma’am Tonga’s Version)
Reward
Retention
Resignation
Renumeration
Relationship
The process by which managers, supervisors, and executives assess the performance of employees to ensure that it accords with the company’s objectives.
Performance Management
Performance Management is effective if it does the following:
Identify excellent performance
Use appropriate appraisal techniques
Provide feedback to employees regarding their performance
Evaluate employees fairly
Minimize biases
Exercise fairness
Performance Appraisal Techniques
Individual Evaluation Methods
Multiple Person Evaluation Methods
Formal annual assessment of employees by their immediate superiors, periodic performance reviews are done routinely by managers
Performance Appraisal
Continuous and more comprehensive process of managing people; about motivating, guiding and rewarding employees, thus helping them hone their potential and improve organizational performance
Performance Management
Purposes of Performance Appraisal
Needs Assessment
Employee Movement
Basis for Merit Increase
Legal Concerns
Development
Channel of Communication
Source of Motivation
Planning covers the following areas which should be defined clearly and comprehensively:
- Roles
- Key Results Areas
- Technical Competencies
- Behavioral Competencies
- Objectives
Monitoring
Tracking
Provides the mechanism by which performance will be measured
Tracking
Entails giving constant feedback to employees regarding their progress in achieving goals of the organization
Tracking
A performance plan using the agreements made during the planning stage is provided
Tracking
Also accomplished so that the immediate superior can support the employee’s improvement of knowledge and skills
Personal Development Plan
Performance is reviewed from time to time and compared with the performance standards, goals, and expectations which were agreed upon during planning stage
Regular Feedback
According to Armstrong, (2006), Regular Feedback has the following objectives:
- Planning
- Motivation
- Learning and Development
- Communication
Regular Feedback Objectives (Armstrong, 2006):
To find out needed revision
Planning
Regular Feedback Objectives (Armstrong, 2006):
To grow
Motivation
Regular Feedback Objectives (Armstrong, 2006):
Further develop the employee’s knowledge and skills
Learning and Development
Regular Feedback Objectives (Armstrong, 2006):
Built on mutual trust is developed
Communication
Managers should focus on the aspects of employee performance that can still be improved.
Formal Review (Acting)
Outstanding performance must be rewarded and recognized.
Formal Review (Acting)
3 R’s of Performance Management and Employee Movement:
Tangible manifestations of a job well done or a good dead
Reward
3 R’s of Performance Management and Employee Movement:
Outstanding performance of employees benefit the organization
Reward
3 R’s of Performance Management and Employee Movement:
The act of maintaining the employees in the organization.
Retention
3 R’s of Performance Management and Employee Movement:
It entails earning their loyalty.
Retention
3 R’s of Performance Management and Employee Movement:
“Financial incentives constitute employees’ payment when offering labour” (Glorezis & Petridou, 2012: 3598)
Renumeration
4 Types of Employee Movement
- Promotion
- Demotion
- Transfer
- Separation
4 Types of Employee Movement:
By merit or combined seniority and merit
Promotion
4 Types of Employee Movement:
Movement to a lower level or position (identify reasons and communicate)
Demotion
4 Types of Employee Movement:
Part of job rotation; employee’s movement to another position but within the same rank or responsibility
Transfer
4 Types of Employee Movement:
Another word is LOCALIZATION.
Transfer
4 Types of Employee Movement:
Leave-taking from organization
a. termination with just cause
b. termination with authorized cause or layoff
c. resignation
d. retirement
Separation
Issues that lead to an employee’s resignation:
Compensation
Worl Relationship
Major Changes in the Organization
Organizational Culture
Career Development Program
