W5 - Performance Management Flashcards
What are the five strategic decisions of performance management systems?
- How the system will be used (employee development, enhance motivation, legal compliance, determine rewards and compensation…)
- Who evaluates (supervisor, peers, self…)
- What to evaluate (traits, behaviours, results)
- How to evaluate (absolute, relative)
- Means of evaluation (weighted checklist, critical incident, graphic rating scale, objectives-based…)
Define competencies
Competencies are personal characteristics related to effective job performance. They include: skills, knowledge, abilities, personality and experience.
Competencies vary based on the job.
Competencies can be seen as Competitive Advantages when:
When employee competencies align with the strategic direction of the organization
Draw the HRM hierarchy of criteria diagram
Strategic direction -> ultimate
|
Employee competencies -> conceptual
|
Competency-based criteria -> Operational
3 main intrinsic motivators:
- autonomy
- mastery
- purpose
Draw the performance management cycle diagram
- performance development planning
- ongoing discussion
- performance development review
- reward and recognition
List 4 ways that politics affects performance appraisals
- Day to day interpersonal dynamics
- Creation of permanent written documents
- Appraisals are directly related to raises
- Motivating and keeping employees
What are some reasons why managers might inflate a performance appraisal?
- protect an employee whose performance is suffering for personal reasons
- avoid permanent harm to an employee’s name
- avoid confrontation
- recency effect at play
- promote “up-and-out”
Name 4 reasons why managers might deflate a performance appraisal
- to shock subordinates
- teach lesson to rebellious employees
- to suggest that the employee should quit
- to build a record for termination
