Performance Management

Question 1

List the 5 steps of the Performance Management process

Answer 1

1. Defining performance expectations and goals
2. Providing ongoing feedback and coaching
3. Conducting performance appraisal and evaluation discussions
4. Determining performance rewards/consequences
5. Conducting development and career opportunity discussions

Question 2

Performance Appraisal

Answer 2

Evaluating an employees
current and/or past
performance relative to his or
her performance standards.

Question 3

performance management

Answer 3

The process encompassing all activities related to improving
employee performance,
productivity, and effectiveness.

Includes goal
setting, pay for performance, training and development, career management, and disciplinaryaction.

Question 4

Performance coaching

Answer 4

A process for improving work
performance, in a frequent
contact, hands-on process
aimed at helping employees
improve performance and
capabilities.

Requires the manager giving guidance, encouragement, and support to an
employee, and the employee assuming the role of a learner.

Question 5

Why Appraise Performance?

Answer 5

First, most employers base pay, promotion, and retention decisions on the employees
appraisal.

Appraisals play a central role in the employers performance management process.
Performance management means continuously ensuring that each employees performance makes sense in terms of the company’s overall goals.

The appraisal lets the manager and subordinate develop a plan for correcting any
deficiencies, and to reinforce the subordinates strengths.

Appraisals provide an opportunity to review the employees career plans in light
of his or her exhibited strengths and weaknesses. We address career planning in
Chapter 9.

Finally, appraisals enable the supervisor to identify if there is a training need and
the remedial steps required

Question 6

task performance

Answer 6

An individuals direct
contribution to their job-related processes

Question 7

contextual performance

Answer 7

An individuals indirect
contribution to the
organization by improving
the organizational, social, and
psychological behaviours that
contribute to organizational
effectiveness beyond those
specified for the job.

Question 8

Step 1: Defining Performance Expectation

Answer 8

Critical step in employees under-standing
of how their work makes a contribution to achieving business results.

Over
the last 30 years there has been more recognition that job performance is a multidimensional
construct which can be split into what has become widely acknowledged as task
versus contextual performance.