FINALS Q1.1: Performance Management

Question 1

Ongoing process during a business cycle in which the manager and associate are equally involved in:

• creating a performance plan for the associate
• holding frequent, informal discussions to monitor and track performance
• Coaching to help the associate achieve or exceed performance expectations

Having periodic summary discussions in the associate’s performance is compared to expectations

Discussing future-oriented developmental activities for the associate

Answer 1

Performance Management (PM)

Question 2

Criteria used to determine the effectiveness of an employee testing or screening program

Answer 2

Measures of performance

Question 3

Level of commitment workers make to their employer, seen in their willingness to stay at the firm and to go beyond the call of duty

Answer 3

Employee engagement

Question 4

WORK METHOD ANALYSIS:

Performance = __________ (3)

Answer 4

A, M, E:

Ability
Motivation
Work Environment

Question 5

WORK METHOD ANALYSIS

Under “(Employer) Ability” (4)

Answer 5

Core competencies
Functional competencies
Role-based competencies
Personal limitations and situation

Question 6

WORK METHOD ANALYSIS

Under “(Employer) Motivation” (2)

Answer 6

Intrinsic Rewards
Extrinsic Rewards

Question 7

WORK METHOD ANALYSIS

Under “(Work) Environment” (4)

Answer 7

Infrastructure
Resources
Relationships/Culture
Training (On-the-job, Coaching, Formal)

Question 8

Performance Management Process (PMP) (4)

Answer 8

Performance planning and commitment
Performance feedback and coaching
Performance monitoring and assessment
Performance rewarding and development planning

Question 9

Use of Performance Management (3)

Answer 9

Drives results
Carve up consequences
Builds capability

Question 10

USE OF PM:

Ensures that individual group, and enterprise goals and expectations are ALIGNED, LINKED, and CONTRIBUTE to overall business results

Useful when HUMAN CAPITAL is identified as a key lever for executing business strategy and achieving competitive advantage

Answer 10

Drives results

Question 11

USE OF PM:

Support decision-making for compensation, work assignments, career advancement, and/or recognition

Useful when REWARDS are a critical factor in performance

Answer 11

Carve up consequences

Question 12

USE OF PM:

Helps employees understand what they need to learn and how they need to learn it.

Useful when LEARNING & DEVELOPMENT play a critical role in building needed organization capability

Answer 12

Builds capability

Question 13

Systematic review and evaluation of employee’s job performance and the delivery of performance feedback

Answer 13

Performance appraisal (PA)

Question 14

Dimensions targeted in performance appraisal (2)

Answer 14

Trait-focused performance dimensions
Competency-focused performance dimensions

Question 15

Dimensions targeted in PA:

Concentrate on employee attributes

Answer 15

Trait-focused performance dimensions

Question 16

Dimensions targeted in PA:

Concentrate on employee knowledge, skills, and abilities

Answer 16

Competency-focused performance dimensions

Question 17

Performance Appraisal Process (5)

Answer 17

1. Identify specific performance appraisal goals
2. Establish performance criteria and communicate them to employees
3. Examine the work performed.
4. Appraise performance
5. Discuss appraisal with the employee