Chapter 4: Performance Management and Employee Movement

Question 1

3 R’s

Answer 1

Reward

Retention

Renumeration

Question 2

5 R’s (Ma’am Tonga’s Version)

Answer 2

Reward

Retention

Resignation

Renumeration

Relationship

Question 3

The process by which managers, supervisors, and executives assess the performance of employees to ensure that it accords with the company’s objectives.

Answer 3

Performance Management

Question 4

Performance Management is effective if it does the following:

Answer 4

Identify excellent performance

Use appropriate appraisal techniques

Provide feedback to employees regarding their performance

Evaluate employees fairly

Minimize biases

Exercise fairness

Question 5

Performance Appraisal Techniques

Answer 5

Individual Evaluation Methods

Multiple Person Evaluation Methods

Question 6

Formal annual assessment of employees by their immediate superiors, periodic performance reviews are done routinely by managers

Answer 6

Performance Appraisal

Question 7

Continuous and more comprehensive process of managing people; about motivating, guiding and rewarding employees, thus helping them hone their potential and improve organizational performance

Answer 7

Performance Management

Question 8

Purposes of Performance Appraisal

Answer 8

Needs Assessment

Employee Movement

Basis for Merit Increase

Legal Concerns

Development

Channel of Communication

Source of Motivation

Question 9

Planning covers the following areas which should be defined clearly and comprehensively:

Answer 9

1. Roles
2. Key Results Areas
3. Technical Competencies
4. Behavioral Competencies
5. Objectives

Question 10

Monitoring

Answer 10

Tracking

Question 11

Provides the mechanism by which performance will be measured

Answer 11

Tracking

Question 12

Entails giving constant feedback to employees regarding their progress in achieving goals of the organization

Answer 12

Tracking

Question 13

A performance plan using the agreements made during the planning stage is provided

Answer 13

Tracking

Question 14

Also accomplished so that the immediate superior can support the employee’s improvement of knowledge and skills

Answer 14

Personal Development Plan

Question 15

Performance is reviewed from time to time and compared with the performance standards, goals, and expectations which were agreed upon during planning stage

Answer 15

Regular Feedback

Question 16

According to Armstrong, (2006), Regular Feedback has the following objectives:

Answer 16

1. Planning
2. Motivation
3. Learning and Development
4. Communication

Question 17

Regular Feedback Objectives (Armstrong, 2006):

To find out needed revision

Answer 17

Planning

Question 18

Regular Feedback Objectives (Armstrong, 2006):

To grow

Answer 18

Motivation

Question 19

Regular Feedback Objectives (Armstrong, 2006):

Further develop the employee’s knowledge and skills

Answer 19

Learning and Development

Question 20

Regular Feedback Objectives (Armstrong, 2006):

Built on mutual trust is developed

Answer 20

Communication

Question 21

Managers should focus on the aspects of employee performance that can still be improved.

Answer 21

Formal Review (Acting)

Question 22

Outstanding performance must be rewarded and recognized.

Answer 22

Formal Review (Acting)

Question 23

3 R’s of Performance Management and Employee Movement:

Tangible manifestations of a job well done or a good dead

Answer 23

Reward

Question 24

3 R’s of Performance Management and Employee Movement:

Outstanding performance of employees benefit the organization

Answer 24

Reward

Question 25

3 R’s of Performance Management and Employee Movement:

The act of maintaining the employees in the organization.

Answer 25

Retention

Question 26

3 R’s of Performance Management and Employee Movement:

It entails earning their loyalty.

Answer 26

Retention

Question 27

3 R’s of Performance Management and Employee Movement:

“Financial incentives constitute employees’ payment when offering labour” (Glorezis & Petridou, 2012: 3598)

Answer 27

Renumeration

Question 28

4 Types of Employee Movement

Answer 28

1. Promotion
2. Demotion
3. Transfer
4. Separation

Question 29

4 Types of Employee Movement:

By merit or combined seniority and merit

Answer 29

Promotion

Question 30

4 Types of Employee Movement:

Movement to a lower level or position (identify reasons and communicate)

Answer 30

Demotion

Question 31

4 Types of Employee Movement:

Part of job rotation; employee’s movement to another position but within the same rank or responsibility

Answer 31

Transfer

Question 32

4 Types of Employee Movement:

Another word is LOCALIZATION.

Answer 32

Transfer

Question 33

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

Answer 33

Separation

Question 34

Issues that lead to an employee’s resignation:

Answer 34

Compensation

Worl Relationship

Major Changes in the Organization

Organizational Culture

Career Development Program