lecture 8

Question 1

what does performance mngt define

Answer 1

It defines employee goals, develop his capabilities (training), evaluates performance and rewards

Question 2

what does performance mngt involve

Answer 2

Involves continuous training and development

Question 3

whot does performance mngt ensure?

Answer 3

Ensuring that an employee’s performance supports and contributes to the organization’s strategic aims

Question 4

performance appraisal meaning

Answer 4

Evaluating an employee’s current and/or past performance relative to his or her performance standards.

Question 5

why is performance appraisal important

Answer 5

1)Most employers base pay, promotion, and retention decisions on the employee’s appraisal.

2)Appraisals play a central role in the employer’s performance management process and making sure they align with company’s overall goals.

3)The appraisal lets the manager and subordinate develop plans for correcting deficiencies, and to reinforce strengths.

4)Appraisals provide an opportunity to review the employee’s career plans in light of his or her strengths and weaknesses.

5) Appraisals enable the supervisor to identify if there is a training need, and the training required.

Question 6

what to asses in the appraisal?

Answer 6

1- goals
2- job dimension
3- competencies

Question 7

goals

Answer 7

S.M.A.R.T
specific
measurable
attainable
relevant
time bounded

Question 8

job dimension idea

Answer 8

examples of Basic job dimensions or traits are communication or teamwork.

The assumption is that “good teamwork” is a useful standard for “what should be.”

Question 9

competencies
(كفائة)

Answer 9

Appraise employees based on their mastery of the competencies
(the skills, knowledge, and/or personal behaviors) the job requires

Question 10

steps of the appraisal process

Answer 10

01: Defining the Job
02: Appraising Performance
03: Providing Feedback

Question 11

01: Defining the Job

Answer 11

Making sure that you and your subordinate agree on his or her duties and job standards.

Question 12

02: Appraising Performance

Answer 12

Comparing your subordinate’s actual performance to the standards that have been set; this usually involves some type of rating form.

Question 13

03: Providing Feedback

Answer 13

Discussing the subordinate’s performance and progress, and making plans for any development required.

Question 14

who should do the appraisal and why ?

Answer 14

Supervisors!!
why?
they Usually do the actual appraising

they are familiar with basic appraisal techniques

The supervisor is usually in the best position to observe and evaluate the subordinate’s performance

they know how to conduct appraisals fairly

Question 15

if supervisors do the appraisals then what do hr do??

Answer 15

they Serve as an advisory role

they Provide advice and assistance regarding the appraisal tool to use

they Train supervisors to improve their appraisal skills

they Monitor the appraisal system’s effectiveness

they Correct any deviations from procedures

Question 16

types of appraisals

Answer 16

1- peer appraisal
2-crowd appraisal
3-raiting committee
4-self rating
5-appraisal by subordinate
6- 360 degree feedback

Question 17

PEER APPRAISALS

Answer 17

Appraisals by one’s peers

Peers see aspects of the person that the boss may never see.

Knowing your colleagues will appraise you can also change behavior

Question 18

CROWD APPRAISALS

Answer 18

Social media tools (Rypple) allow almost everyone in the company (the “crowd”) to continuously appraise their peers’ work.
Organization uses the comments on the platform as input to its formal employee appraisals

Question 19

RATING COMMITTEE

Answer 19

A rating committee typically consists of the employee’s immediate supervisor and three or four other supervisors

Question 20

RATING COMMITTEE
ADV.

Answer 20

Advantage:
Using multiple raters help cancel out problems such as bias on the part of individual raters.

It can also help pick up the different facets of an employee’s performance observed by different appraisers.

Question 21

SELF-RATING

Answer 21

Some employers obtain employees’ self-ratings, usually along with supervisors’ ratings.

The problem is that employees usually rate themselves higher than do their supervisors or peers

Question 22

APPRAISAL BY SUBORIDINATE

Answer 22

Many employers have subordinates rate their managers, usually for developmental rather than for pay purposes

Question 23

360-Degree Feedback

Answer 23

With 360-degree feedback, the employer collects performance information all around an employee—from supervisors, subordinates, peers, and internal or external customers—generally for developmental rather than pay purposes

The usual process is to have all raters complete online appraisal surveys. Computerized systems then compile this into individualized reports to ratees.

Question 24

PERFORMANCE APPRAISAL TOOLS

Answer 24

1-ALTERNATION RANKING METHOD

2-PAIRED COMPARISON METHOD

3-MANAGEMENT BY OBJECTIVES (MBO)

4-FORCED DISTRIBUTION METHOD

5-GRAPHIC RATING SCALE