Performance Flashcards
What is performance management?
Key process through which work gets done
How organizations communicate expectations and drive behavior
How organizations identify ineffective performers for development
It is a means of getting better results by providing the way for individuals to perform well within an agreed framework of planned goals, standards and competency requirements
What are the perspectives on performance management?
- More comprehensive than performance appraisal
- All activities are linked to organizational objectives and strategies
- Linked to other systems of HR management (planning, succession planning, training & development)
- Closely concerned with the organizational culture and strategically linked to organizational objectives
- It is continuous process of monitoring and feedback
- It involves effective use of technology
- It emphasizes comprehensive training for managers
What is meant by behavioral approaches to measure employee performance?
It comprises of techniques used to measure employee performance using vertical scales.
Two techniques are:
- Behaviorally Anchored Rating Scale (BARS)
- Behavioral Observation Scale (BOS)
Why are behavioral approaches used?
It has many features
It makes them understand their employees, their behavior and their working pattern
It monitors various parameters such as employee satisfaction, turnover rates, span of control etc
What are the advantages of behavioral approaches?
It links performance with achievement goals, conflict of interest, control and reward
It helps management to make decision and monitor organizational goals
Its reliability and accurate results in appraisals results in employee satisfaction which affects growth of the organization
What is BARS (Behaviorally Anchored Rating Scale)?
It compares an individual’s performance against specific examples of behavior that are anchored to numerical values.
It is designed to bring benefits of both qualitative and quantitative data to the employee appraisal process
What is BOS (Behavioral Observation Scale)?
It is a performance appraisal technique for assessing the performance of an employee by identifying key tasks for a job
It evaluates employees according to how frequently they exhibit the required behavior for excellent performance
The weighted scores of each observed behavior are added up to produce the overall job performance score
What are the purposes of performance management (four fold)?
Strategic communication: convey to people what a good job means
Relationship building: Create stronger work relationships by brining managers
Employee development: provide performance feedback for improvement, and establishment of a personal development plan
Employee evaluation: Assess performance of employees to make decisions on job re-assignment, promotion and rewards
What is a performance management system?
What are the stages in a performance management system?
Definition of business role
(JD, Objectives of dept/group)
Planning performance
(Individual objectives, development plans)
Delivering and monitoring
(Ongoing manager support, ongoing review)
Formal assessment and reward
(Annual assessment, link to pay)
What are some theories relating to performance?
Goal theory:
4 mechanisms
- Direct attention to priorities
- Stimulate effort
- Challenge people to bring their knowledge and skills to increase chance of success
- Challenging goals will draw out full skill potential
Expectancy theory:
Depends on the extent that rewards will follow effort and reward is worthwhile
Control theory:
Focuses attention on feedback as a means on shaping behavior
Reinforcement theory:
States that successes in achieving goals and rewards act as positive incentives and reinforce the successful behavior time and time again
Social learning theory:
Combines aspects of reinforcement and expectancy theory
Self efficacy theory:
Self motivation and self belief leads to accomplishment of tasks
What is organizational justice?
Procedural Justice: extent to which procedures are perceived to be fair
Distributive Justice: perceived fairness of the allocation of outcomes
Interactional Justice: Relates to perceived quality of interpersonal treatments received
