Performance Management Flashcards
Define Appraisal and the person who it comes from w year
“The review of an employee’s performance, typically conducted by the immediate line manager”
(Redman and Wilkinson, 2002)
What are appraisals used for? (5) there are many more…
- Getting rid of poor performers
- Determining Promotion
- Setting Pay
- identifying for extra training
- allocation of financial and non financial incentives
the background purpose of appraisals? (4)
Hint: Not all are still being used for appraisals
- Appraisals are used also for information gathering on the appraisee’s
- Appraisals are a two way information feed
3. More judgemental/‘harder’ systems on increase, ‘soft’ approach is (declining)
- Shift away from career planning/identifying potential
towards allocating rewards/improving performance
Benefits of Appraisals (7)
- Increases motivation
- Fosters productivity
- Improves communications
- Encourage employee
growth and development and help solve work‐related problems - Promotion
- Transfer
- Termination and training and development”
Upward Appraisal what is it?
employees make assessments of their managers
Customer Appraisal what is it?
Performance standards based upon customer care indicators
360* performance appraisal what is it?
Employee performance review in which managers, co-workers, and managers all anonymously rate the employee.
5 Disadvantages of 360* appraisal?
- Cost and time
- Accuracy
- Snapshot of someone’s performance – will need updating
- Not really anonymous
- Motivation
what was the quote to use in the exam to backup the downside of 360* appraisal? & who said it?
‘Replaces the subjectivity of one appraiser with
the subjectivity of many appraisers’ (Grint, 1993)
Team appraisals 2 factors?
- Managers Appraise the team as a whole
2. Targets and Rewards are a whole team not a specific individual
5 In order steps of the Performance Management System?
- A shared vision of the organisations objectives (mission statement for example)
- Individual performance targets in relation to the shared vision
- Regular formal review (catch up)
- Identify training and
development needs and rewards outcomes - Evaluation of the effectiveness
5 Advantages to PMS?
- Links individual objectives with the business
- A bigger picture of performance (from a back seat)
- Appraisal is inbuilt in performance planning
- Line manager driven and owned
- A document with performance and development is always reviewed
(Bevan & Thompson 1992)
3 Disadvantages of PMS?
- Suffers from the same problems as regular appraisal systems
- Driven by HR department or chief exec, meaning unrealistic targets
- Performance is very complex
