HRM 5 performance management

Question 1

4 performance management steps

Answer 1

setting goals and expectations with employees

performance monitoring providing, resources, feedback, coaching, training

performance app

reward, improvement plan/discipline

Question 2

Performance evaluation systems 4 reasons

Answer 2

a systematic way to examine how well an employee is performing in his or her job –> performance appraisal, assessment or employee appraisal

four reasons

1 encourages positive behavior
2 to satisfy employee curiosity
3 develop employees
4 basis for pay raises, pomotions and legal disciplinary actions

Question 3

designing performance appraisal 3 steps

Answer 3

first step:
how many times -->
managers should constantly be giving feedback
more feedback means more development
takes a lot of time

second step:
research costs –> hourly payment of managers + should a raise be considered as reward (cost)

third step:
what goal should be achieved with preformance appraisal

Question 4

performance appraisal system errors 4

Answer 4

Halo effect –> feelings used as source as rating rather than performance

mistake in rating

acceptability –> accept the way evaluation –> not? minimum efort

specificity –> tool is not specific enough

Question 5

considerations when developing performance appraisal

Answer 5

performance standards should be developed using the job analysis and should change as the job changes

provid ethe eemployees with a copy of the eevaluation + sign off when received

all appraisers should be trained

rating –> obserrvable behavior

developed when employee disagrees

Question 6

appraisal methods (4)

Answer 6

The trait method –> look at traits in relation to the job

beehavioral method –> specific actions within a job

comparative methods –> compare one meployee with another

results method –> employee accomplishment

Question 7

two main aspeects to appraisal methods

Answer 7

1. criteria tied directly to job description

2. type of rating to rate each criteria

Question 8

types of graphic rating scale 3

Answer 8

discrete –> different points

continious –> represents the whole employee’s performance

mixed standard scale –> includes a seriees of mixed statements.

Question 9

Easy appraisal

Answer 9

source awnsers a series of questonis about the employee’s performance

disadvantages –>

writing ability can contribute to effectiveness
write less or more –> less consistency

Question 10

checklist scale

Answer 10

only yes and no –> trait or behavioral method –> no detailed awnsers

Question 11

critical incident appraisal

Answer 11

more time consuming
specific examples of behavior
behavioral category
tendancy to only record negative incidents

Question 12

work standard approach

Answer 12

productivity is important –> minimum level is set –> based on this level

Question 13

Ranking method

Answer 13

ranking based on their value to manager –> most valualbe to least valuable

Question 14

MBO

Answer 14

manager and employee sit together –> develop objectives for time period

then sit down together wethere goals are met in time period

advantage –> employee helped set goal

Question 15

writing objectives –> SMART goal

Answer 15

specific
measurable
attainable
realistic
time bound