Unit 4

Question 1

Key driving force to employee’s productivity, development, rewards, and awards

Answer 1

Performance management system

Question 2

Effective performance management system

Answer 2

Business aligned
Culture aligned
Maturity aligned
User friendly
Process focused

Question 3

A systematic process for improving organizational performance by developing the performance of individual & teams

Answer 3

Performance management

Question 4

A roadmap for creating a high performance organization through the integration of organization’s vision, values, systems and people

Answer 4

Performance management system

Question 5

Performance management system

Answer 5

Performance standard
Performance measurement
Quality improvement process
Reporting progress

Question 6

Objective of PMS

Answer 6

Drive individual and hence organizational performance
Develop organizational culture and individual capabilities
Measure performance in a more objective and systematic manner
Facilitate effective HR and operational decisions in line with organizational strategy

Question 7

A change in the structure of your company

Answer 7

Operational change

Question 8

Implementing performance management process

Answer 8

Performance management policies
Performance objectives and standards
Performance appraisal process
Managing underperformance and discipline
Reward and remuneration strategy
Development plans and learning and development activities

Question 9

Typical PMS Cycle
P M A C

Answer 9

Planning
Monitoring
Assessment
Consequence

Question 10

Pitfalls/Limitations of performance management
P P P C C

Answer 10

Performance appraisal is a perplexing activity
Performance expectations are unclear or misunderstood
Putting process over purpose
Communication gap
Considered only as a management directive

Question 11

Contributions of performance management

Answer 11

Motivation to perform is increased
Self esteem is increased
Managers gain insight about subordinates
The definition of job and criteria are clarified
Self insight and development are enhanced
- 7 more

Question 12

Benefits of PMS

Answer 12

Better communication
Better workflow management
Develops a conductive learning and development environment
Fair, reliable, and secure

Question 13

Disadvantages of PMS

Answer 13

Risk of internal competition
Favoritism
Time consuming
Managers’ dilemma
Job dissatisfaction
Unjust demands of managers and employees
Damaged relationship
Increased turnover

Question 14

Market trends of performance management software

Answer 14

No more annual performance review
Data-driven employee performance management
Artificial intelligence
Cloud-based performance management software
Self-service portal for employees
Employee experience

Question 15

Performance management trends 2020

Answer 15

Market shift and growth
The human experience
Data driven performance management
Increase in cloud usage
Mental health & awareness

Question 16

Traditional vs Next Practice

Answer 16

Emphasis on the past — emphasis on the future

Annual performance review — regular check-ins

Static system — fluid system

Manager in the lead — employees take ownership

Focus on weaknesses — focus on building strengths

Question 17

Traditional / Modern: guiding principle

Answer 17

Individualistic — organization oriented

Question 18

Traditional / Modern: appraisal styles

Answer 18

Directional, evaluative — facilitative, coaching

Question 19

Traditional / Modern: frequency

Answer 19

Annually — frequently

Question 20

Traditional / Modern: criteria

Answer 20

Objective measurable criteria — vague criteria

Question 21

Traditional / Modern: assessment

Answer 21

Supervisor assessment — self and peer assessment

Question 22

Competition starts cropping up within a team when employees are compared with each other within the same parameters. This leads to internal politics, pulling down the overall performance of the team.

Answer 22

Risk of internal competition

Question 23

Managers are also human beings who at times fall into the prey of doing favoritism with their subordinates which lead to internal cold war within the team

Answer 23

Favoritism

Question 24

The entire appraisal process needs an eye for detail in understanding every employee current performance, reason behind their drawbacks, career aspirations which delays the process

Answer 24

Time consuming

Question 25

Implementation of technology for driving the PMS results into high expense of an organization

Answer 25

Expensive

Question 26

Sometimes the managers get into a dilemma in taking decision between two best performers in a theme, which may lead to serious dis-engagement and politics starts arising.

Answer 26

Managers dilemma

Question 27

When the employee does not get the desired hike in salary, after the appraisal process, it leads to dissatisfaction in their job. This happens primarily because of the managers inability to convince and justify the ratings given to an employee.

Answer 27

Job dissatisfaction

Question 28

At times, unjustified, impractical, demands or expectations are made, not only from the manager but also from the employees during administering the appraisal process due to which unfair standards and ratings are given which have an adverse effect on the performance

Answer 28

Unjustified demands of managers and employees

Question 29

If the appraisal interviews are not conducted properly justifying the pros and cons of an employee, it leads to an argument, thereby damaging the relationship of a manager and an associate

Answer 29

Damaged relationship

Question 30

Increasing internal competition, manager’s favoritism and not fulfilling the expectation of the employee’s leads to dis-engagement resulting into increase in staff turnover

Answer 30

Increased turnover

Question 31

Modern performance management requirements

Answer 31

Goals
Planning
Review collection
Analysis
Decision making

Question 32

PMS framework

Answer 32

Performance goal setting
Monitoring performance
Developing capacity to perform
Evaluating performance
Rewarding high-performance

Question 33

Identify key result areas (KRA), KPI, performance targets, and competencies

Answer 33

Performance goal setting

Question 34

Establish monitoring system that provides regular and timely feedback

Answer 34

Monitoring performance

Question 35

Provide learning and development interventions, not limited to training, to enhance performance

Answer 35

Developing capacity to perform

Question 36

Objectively evaluate performance using scorecards and critical incidents

Answer 36

Evaluating performance

Question 37

Establish rewards and recognition initiatives to promote positive behaviors and results

Answer 37

Rewarding high performance