Week 6 - performance appraisal and demographic diversity Flashcards
Define - Performance management & it’s 5 parts
Ensure employees activities and outputs are congruent with the organisation’s goals. 5 parts
- Define - standards, needs analysis
- Facilitiate - resources, training
- Encourage - rewards & culture
- Measure - perf appraisal
- Feedback - feedback sessions
Define Performance appraisal
Assessing progress towards desired goals or other performance standards.
Identify the major determinants of individual performance.
Org strategy
Attributes - Behaviour - Results
Situational constraints
What are the 3 general purposes for performance management
Strategic - a performance management system should link employee activities with the organisation’s goals.
Development - to develop employees who are effective at their jobs identify to deficient performance and reasons for it.
Administrative – performance management (particularly appraisals) used as a basis for various administrative functions of the employee / employer relationship.
List the 5 criteria for effective performance management.
Strategic congruence - the extent to which the performance management system elicits job performance that is congruent with the organisation’s strategy, goals and culture.
Validity (content validity) - the extent to which the performance measures assess all the relevant aspects of performance.
Reliability -the degree to which a performance measure is free from random error.
Acceptability - refers to whether the people who use the performance measure accept it.
- Procedural fairness
- Interpersonal fairness
- Outcome fairness
Specificity - specific guidance to employees about what is expected of them and how they can meet these expectations.
Approaches to measurement
(CABRQ)
- Comparative approaches – rank on individual’s worth.
- Attribute approach - rank on attributes desirable for the company’s success.
- Behavioural approach - rank on extent e’ee exhitibts behaviours essential to the job
- Results approach – ranks on the extent that ojbectives were met
- Quality approach – provides improvment direction on areas of personal & work process improvement using subjective (mgers, customers, peers) & objective (statistical) means.
Choose the most effective measure of performance in a situation
List the sources of performance measure
- Managers
- Peers
- Subordinates
- Self
- Customers
Choose source or sources that provide the best opportunity to observe employee behaviour and results depending on the job.
Human info processing often leads to simplifications. List the types of errors in the appraisal process.
(SCH)
- Similar to me
- Contrast
- Halo and horn errors
Appraisal politics refers to purposful distortion of a rating to achieve personal / company goals and are caused by systemic & cultural factors.
List ways to minimse error & politics.
- Ensure procedural, interpersonal, outcome fairness
- Train raters
- Mment support
- Fair criteria
- Consistency
- Openness
In Australia there are six legal issues associated with the conduct and use of performance appraisal information. They involve:
Correct documentation for legal protection
Condoning of poor performance through inaction Employer’s duty to the poor performer
Adequate warning before dismissal
Equal employment opportunity (EEO)
Termination
What characteristics of a performance appraisal system satisfy legal requirements.
(TOPDEC)
Transparency
Objective criteria
Past results into account
Directions to improve
Explanations made clear
Clear consequences
What are the characteristics of effective performance feedback. What strategies for what group?
- Frequent feedback
- Self-ratings
- Participation in sessions
- Focus on solutions, behaviour, results
- Minimise criticism
- Set goals and dates for review
- Manage marginal performers
Discuss how performance management should allow for demographic diversity.
Congruence
Formal diversity policy linked to strategic goals.
Validity
performance indicators reflect diversity benefits
Reliability
cultural awareness, objectivity, ongoing committment
Acceptance,
Diverse appraisers, every day ops, commitment
Specificity
Guidance sensitive to diversity
Emphasis on strategic improvment.
