Effective performance management

Question 1

PMS should be well _________ and __________. so users find it easy to use and understand. As a result the process is effectively applied and employees benefit from and perceive——— ——– and ————–evaluations

Answer 1

described and documented

objective systematic and consistent

Question 2

The ________ or standards against which employees are being rated are clearly described shared and apply to all employees being evaluated. This promotes a _________ and _______ system where employees know exactly what to expect.

Answer 2

criteria

fair transparent

Question 3

Criteria in PMS need to be appropriate to job performance. Measures should be taken on the most important behaviours related to the job. The scales should be _________ ___________ and __________.

Answer 3

accurate transparent and relevant

Question 4

Both people managers and employees need __________ _______ on the PMS

Answer 4

adequate training

Question 5

Outcomes being evaluated need to be _________ _____ _____ of the employee

Answer 5

within the control

Question 6

Evidence shows that ________ ______and ___________ feedback produces the best results.

Answer 6

immediate, constructive and specific

Question 7

During feedback interviews a supervisor should provide ______ _______ and _______ feedback

Answer 7

socially acceptable and constructive

Question 8

It is important for senior management to commit to PMS. A PMS will have a better chance odf succeeding with the _______ and ______ of management

Answer 8

cooperation and support

Question 9

Often employees and supervisors are reluctant of the PMS as they see…….

Answer 9

no outcome to the process

Question 10

The PMS should be ______ with the mission and goals of the organization

Answer 10

Congruent

Question 11

The PMS should be ____ _____ and as _____ _____ ______

Answer 11

clear, efficient and as simple as possible

Question 12

It is important to include employees in the ____________ of their own performance.

Answer 12

management

Question 13

Informal feedback is not necessarily planned and is more ________. It is meant to ____________ desirable behaviours

Answer 13

spontaneous

reinforce

Question 14

When taking performance notes it is important to note the _______ the ______ and the ________________ of the _______

Answer 14

situation/behaviour/result/behaviour

Question 15

There are three broad categories of management style. The _____, the _______ and the ________

Answer 15

warden
softie
coach

Question 16

The motivating role in performance management includes effective feedback. Feedback should be_________, __________, _______ and aimed at improving performance.

Answer 16

immediate/specific/positive

Question 17

Evaluating performance should be a ____________ ________

Answer 17

Collaborative effort

Question 18

Motivating the willing and able requires ___________ _________ and _____________.

Answer 18

positive reinforcement and encouragement

Question 18

Able but unwilling is often a result of failing to recognize their performance and not providing __________ _______

Answer 18

positive reinforcement

Question 19

Motivating the willing but unable requires___________

Answer 19

Coaching, training, constructive feedback

Question 21

Motivating unwilling and unable will often require a __________ ____________ __________

Answer 21

performance improvement plan

Question 22

Performance management as a cycle of managing employee performance for success where ______ are created ______are incorporated and ________ is provided for continuous improvement

Answer 22

• goals
• competencies
• constructive feedback

Question 23

If employees and managers do not buy into performance management systems…..

Answer 23

Its effectiveness will be limited

Question 24

One of the most important motivator for performance is…….

Answer 24

-constructive feedback given on a continuous basis

Question 25

Three stages that the performance management cycle are

Answer 25

1. Planning-goals are set for teams or individuals 2. Monitoring-supervisors monitor performance providing ongoing feedback 3. Evaluation-assess how well an individual or group has done

Question 26

Goals should be smart which means...

Answer 26

``` S-specific M-measurable A-achievable R-realistic T-Time bound ```

Question 27

Goals and objectives need to be

Answer 27

Link to the business or strategic plan

Question 28

The objective should be_________ to the job in question

Answer 28

Relevant

Question 29

Objectives also need to be

Answer 29

Acceptable

Question 30

Key indicators are measured and used to assess results achieved. They're observable and quantifiable measures of performance determined in four ways

Answer 30

1. Quantity-defined by a quantity of output expected 2. Quality-defined by the quality of output expected 3. Time- specify date time two and or determined amount of time to use 4. Cost-defined by cost or price

Question 31

It worked plan is a step-by-step plan for each performance objective that will include

Answer 31

- How employees plan to achieve - Who is responsible for activities - When activities are carried out - Where activities are carried out

Question 32

When taking performance notes it's important to note

Answer 32

The situation The behavior The consequence or a result of the behavior

Question 33

In the confronting role of performance management the manager should(8)

Answer 33

``` Judge his or her own performance first Clearly articulate what he an employee want Secure agreement that performance problem exist Communicate with the employee Identify cause of problem Focus homework Mutually agreeable solutions Become a role model ```

Question 34

Errors often seen in evaluating employees include

Answer 34

1. Loss of the historical performance info because of the failure to record information at time 2. Halo effect----employee can do no wrong 3. Recency----employee has performed well recently 4. Leniency----tendency to be lenient when evaluating employee because manager likes the employee or wants to be like 5. Central tendency-----tendency to give an average rating to most employees often stems from lack of time laziness or uncertainty about the employee 6. Severity---relatively rare error maybe they'll from the believe that low ratings will keep employees on their feet or from a desire to appear tough 7. First impressions---summary lie heavily on first impressions especially when contacts are few and far between regular feedback helps fight this tendency 8. Similar to me---some managers may tend to give more favorable ratings to employees they deem similar to themselves