Managing Employee Performance Flashcards
*What are the 5 steps of good performance management?
1- Define expectations (starts at orientation) - SMART
2- Interim review meeting
3- Evaluate performance
4- Propose action plan (based on results of first evaluation)
5- Consider employees as strategic partners (know strategic context of company, master the business plan, convince staff of importance of business plan by providing an overview, listen to employees’ suggestions to improve business plan, give them a stimulating project based on business plan, make each person responsible for success of project, provide ongoing follow-up to maintain interest in the project’s success
*support performance throughout process
*How do you fix good objectives/expectations?
SMART expectations:
Specific (increase production by 10%)
Measurable (last period 3 000 to 3 500)
Attainable (discussed, not imposed)
Realistic (makes sense in the context)
Timely (appropriate/favorable time to do this)
*define objectives, repeated results, behaviors, and competencies
*What are the conditions of success for a good appraisal system?
Upper management provides support,
Evaluation is simple and understood by users,
Evaluation is not discriminatory,
Criteria used are job-related and well explained,
Evaluators are trained,
Employees are informed,
Process is clear and uniform,
Evaluation is supported by a policy,
Follow-up after evaluation done by manager
*What is the purpose of performance management? What are the benefits for the company and the employee?
1- Organization strategic tool:
facilitate implementation of strategic plan and help attain corporate global objectives, improve productivity, identify training and development needs, update competency inventory, provide feedback on training programs, help staffing decisions
2- Supervisory tool:
justify salary increases and bonuses, identify employee’s strengths and weaknesses, define objectives for upcoming period, justify personnel movements (promotion), allocate responsibilities among group members
3- Employee:
proaction/follow-up/feedback/correction, clarify what is expected with respect to objectives, responsibilities, results, and behaviors, indicate supervisor’s view of employee’s past performance, give opportunity to employee to express themself
Benefits:
helps employees understand their roles, objectives, expectations, level of performance success / evaluate past, improve future
*What are the 4 different tools used to evaluate performance? What are the pros and cons of each?
1- GRS (Graphic Rating Scale)
aptitudes and sub-descriptions rated 1-5
Pros: easy to use and complete, easy to understand by the evaluated, same criteria apply to a large number of jobs
Cons: interpretation of different levels of performance may vary between managers (subjective), uneven scales create a central tendency, might need annexes for more complex jobs to specify KSAO
2- BARS (Behaviorally Anchored Rating Scale)
vertical detailed scale on 5 with associated descriptions
Pros: each level is precise of what is expected, helps homogeneous analysis between different managers, employee understands better what is required to get to the higher level
Cons: some managers may have difficulty distinguishing between different levels, different levels must be determined for each job = long and costly
3- BOS (Behavioral Observation Scale)
horizontal frequency scale based on a description
Pros: offers an explicit definition of the different criteria to simplify the process, employee understands which behavior he must exhibit more often
Cons: requires high level of discipline and proximity between manager and employee to observe the behaviors, frequency evaluation allows for interpretation (subjective)
4- MBO (Management By Objectives)
accomplishments and elements to be improved for 2-3 SMART goals/objectives
Pros: objectives are defined by managers and employees, objectives are clearly defined and easy to measure, custom made for each employee
Cons: doesn’t take into account the behaviors manifested by employee to achieve goals, needs to be combined with another tool to be efficient
How can the manager support performance?
1- Delegate (what, who, how)
2- Encourage dialogue (listen, positive/corrective feedback)
3- Follow-up (continuous, note to keep timeline)
How do you conduct an evaluation meeting?
1- Beginning:
review objectives, suggest employees give their own evaluation first, encourage comments and suggestions throughout the meeting
2- During:
listen and provide feedback, show understanding of divergences and come to an agreement, adopt attitude of openness and respect
3- Propose action plan:
focus on the future, link with pertinent performance factors, highlights employee’s self-development with respect to experience
*What are the HR indicators?
Effectiveness:
1- % of evaluation done
2- Level of satisfaction towards the program
3- Average level of performance of employees
Efficiency:
1- Time used for employee performance management
2- Time used for different steps of program
