performance management strategies

Question 1

performance management

Answer 1

is an assessment of employees present work performance and how this can be directed in the future to achieve both business and employee objectives. performance management strategies can be used to evaluate current employees performance and provide a framework for further improvement or correction as required in the future.

Question 2

appraisal

Answer 2

is an offical document that a manager uses to judge employee and evaluate against pre determined standards of job performance. 
advantages: 
can provide feedback on performance
set new goals for the employee
determine promotion/demotion
determine training needs 
disadvantages:
issues when not conducted fairly 
biased
employees may not participate 
can become personal
not specific

Question 3

management by objectives (MBO)

Answer 3

is a procedure where the manager and the employee collaboratively set clear objectives
these objectives are set for the employee and are in line with the business objectives
the employee is then evaluated against the objectives and provided feedback on their performance
business goals are set, then individuals goals are collaboratively set, then performance is monitored, then feedback is provided, then employees are rewarded or receive corrective action.
advantages:
builds relationships
keeps employees on task
focused, clarity
disadvantages
externals factors may affect goal achievement
making it clear takes time

Question 4

employee observation

Answer 4

is where an employees performance is evaluated by watching them in action, should be performed regularly. 360 degree feedback is a common type of observation, asking observation from a range of selling and people.
advantages:
provides manager with information on the actual performance of the employee
disadvantages:
employees may not be performing their best that day or feel pressured

Question 5

self evaluation

Answer 5

employee asses their own performance related to predetermined objectives, this will then create an open dialogue with the manager where performance is discussed. can highlight needs for training that the employee feels would be helpful.
advantages:
allows employees to see their own weakness
opens up conversation
disadvantages
employees can be highly critical of themselves or the opposite