Performance Managment Flashcards
Performance management vs performance review
Performance Management: The process of creating a work
environment in which people can perform to the best of their abilities
Performance Review:evaluates an employee’s performance relative to the requirements of his or her job and uses the information to show the person where and how
improvements can be made
6 steps in ongoing performance feedback:
1-goal set to align with higher level goal
2- Behavior/standard set to align with higher level goal
3-On going performance feedback
4-performance appraisal
5-formal review
6-HR Descision making
2 types of review programs and what they do
Developmental: Individual, training, career planning
Administartive: Compensation, job evaluation, EE support
5 Performance management and HRM functions:
-recruitment
-selection
-Performance management
-compensation managment
-labour relations
4 performance standards:
-strategic relevance
-criterion deficiency
-criterion contamination
-reliability
6 sources of performance review information:
-Supervisor
-Subordinate
-Employeers
-peers
-Team
-Customers
Five common performance reviewer errors:
-Central tendency
-Leniency/strictness
-Recency error
-Contrast error
-similar to me error
3 performance appraisal methods:
Trait, result, behavioural
4 options in the trait method of appraisal:
1-Graphic Rating-Scale Method: each employee
is rated according to a scale of individual characteristics.
2-Mixed-Standard Scale Method: based on comparison with (better than, equal to, or worse than) a standard.
3-Forced-Choice Method:Requires the rater to choose from statements designed to distinguish between successful and unsuccessful performance.
4-Essay Method :Requires the rater to compose a statement describing employee behavior.
4 options to the behavioural method of appraisal:
1- Critical Incident Method:An unusual event that denotes superior or inferior employee performance in some part of the job
2-Behavioral Checklist Method:The rater checks statements on a list that the rater believes are characteristic of the employee’s performance or behavior.
3-Behaviourally Anchored Rating Scale (BARS):Consists of a series of vertical scales, one for each dimension of job
performance; typically developed by a committee that includes both subordinates and managers.
4-behavior Observation Scale (BOS): measures the frequency of observed behavior (critical incidents).
4 options to the behavioural method of appraisal:
1- Critical Incident Method: An unusual event that denotes superior or inferior employee performance in some part of the job
2-Behavioral Checklist Method:The rater checks statements on a list that the rater believes are characteristic of the employee’s performance or behavior.
3-Behaviourally Anchored Rating Scale (BARS):Consists of a series of vertical scales, one for each dimension of job
performance; typically developed by a committee that includes both subordinates and managers.
4-behavior Observation Scale (BOS): measures the frequency of observed behavior (critical incidents).
3 options to the results method of appraisal:
-Productivity measures
-Management by objectives
-balance scorecard (financial, customer, process, learning)
3 types of review interview:
-tell and sell
-tell and listen
-problem solving
3 things to improve performance
ability, motivation, enviornment
