Performance Management & Appraisals Flashcards
Quote to remember about training
“What gets measures, gets done”
Systematic process
Definition of performance management (Armstrong, 2010)
A systematic process for improving organizational performance by developing the performance of individuals and teams
Performance measures
The tools used to measure performance and evaluate the progress of the strategic plans and goals of the organization
Aims of performance management
- Empowering, motivating and rewarding employees
- Focusing employees on the right tasks and ensuring they are done
- Proactively managing performance against agreed accountabilities and objectives
- Provides a process for managers to manage their people to deliver a high achieving organization
- Maximizes potential of employees
Performance management cycle
- Plan- set SMART objectives
- Act- achieve objectives
- Track- track progress
- Review- review achievements
Performance management process
- Setting performance standards
- Set measurable goals
- On-going discussion and coaching throughout period
- Measure actual performance
- Compare performance with standards/goals
- Take appropriate action (reward/corrective)
- Developmental Plan
Performance appraisal definition
- One of the tools of performance management, does not replace performance management
- Measures/evaluates how well an employee has performed their job, provides feedback to employees and establishes plans to improve performance
- Short to medium term and concerned only with individual employees and their performance and development
“extent to which”
Performance appraisal (Ivancevich, 2013)
Performance appraisal is the activity used to determine the extent to which an employee performs work effectively
Line managers, dialogue
Performance appraisal (CIPD)
Performance appraisal (or performance review) is an opportunity for individual employees and those concerned with their performance, typically line managers, to engage in a dialogue about their performance and development, as well as the support required from the manager
- Conducted by line managers
- Dialogue should be encouraged
Performance appraisal methods
- Checklists which supervisors use to check off specific behaviors that describe worker
- Rating scales
- Peer reviews
- Self assessments
- 360 degree appraisals
Performance appraisals usually review…
Past actions and behaviour and so provide an opportunity to reflect on past performance; should be used for making development plans and reaching agreement about what should be done in future
Why is the performance appraisal developmental?
- Prepares employees for the future
- Allows employees to grow with the job
- Affords better use of labour
- Follows principle of employees as the most critical resources to be developed
- Focuses on positive not negative
Manager challenges with performance management and appraisals
- Time consuming
- Demotivation (when employees don’t agree with their review)
- Poorly designed measuring tools
- Rater problems (bias, halo effect, central tendency)
- Getting employees to be honest and open
Employee challenges with performance management and appraisals
- Wary due to the subjectivity of the system (bias and favoritism)
- Demotivation
- Waste of time
- Unwanted surprises
How to get employees to be open
- Be descriptive, not judgmental
- Supportive, not authoritarian
- Equality, not superiority
- Accepting, not dogmatic/opinionated
