Performance Management Flashcards
Define Performance management
Torrington:
“a continuous process of identifying measuring and developing the performance of individuals and teams and aligning performance with the strategic goals of the organisation”
How does Performance Management Work?
Capability policies and procedures-To address poor performance in the workplace through support. Also addresses serious breaches of behaviour/performance ie unsafe practices
Attendance policies and procedures
Disciplinary and Grievance policies and procedures
Annual Appraisal System/Performance Reviews
Reward Strategy
Give the HR Role in Performance Management
HR professionals:
Effective Communication – use variety of methods
Design, propose policies/practices legally compliant but fit with Organisational Culture – work in partnership with Management team and Trade Unions if recognised
This will include Reward; Capability; Discipline and Grievance; Attendance
Use Employee Voice mechanisms (think week 2)
Design, propose annual appraisal system or performance management reviews
Line Managers:
Effective Communication with team
Consult/tell team about Performance Management
Cascade information down, up, and across the Organisation
Seek advice from HR team in instances of performance issues
Undertake training to implement performance reviews fairly, - understand requirements of system, purpose
What are the differences between ability, opportunity and motivation? (Ability, Motivation, Opportunity theory)
Ability- I am able to do it
Motivation- I want to do it
Opportunity- I am allowed to do it
Why can performance management go wrong?
- Not all jobs can be easily measured
- Systems are too hard to use and time consuming.
-Employees may not understand what the line manager wants them to do
-Employees may think the line manager is being biased
One of the HRM theories is the Vroom theory. What does the Vroom Expectancy Theory argue?
Motivational effort is determined by individual cognitive process of choosing the behaviour, consisting of three motivational elements
Valence- How desirable is the goal? How much do I want it?
Instrumentality- How likely is it that I will achieve the reward?
Expectancy- Am I capable? Can I work hard enough to get the reward?
How do we measure the effectiveness of performance management?
Surveys and Rating Scales -Subjective numerical ratings given at performance appraisal subject to potential bias from line manager
360 Degree Feedback/Multi Source Feedback-feedback from peers, co-workers, customers/clients etc
Results-based appraisal
Competency-based appraisal
Key point to note – traditional systems look back at events/achievements
Give current trends of performance management
Strengths based discussions
Focus on support & development
Looking forward v looking back = traditional appraisal
Key point to note – looking forward
How do different sectors measure performance measurement?
Private- stopped using rankings and move to developmental conversations after project completion
Public- e.g., NHS rating levels and feedback forms (formal process)
Not for profit organisations- ceased annual appraisal and moved to regular conversations about development
What does the Academic theory say about Vroom expectancy?
Individuals will determine how much effort they wish to put into a task by considering the type of reward that may incentivize them and how much value they place upon the reward
