Chapter 7 Flashcards
(40 cards)
A performance management system is more than a review, what is it ?
An overall approach to get the maximum contribution for every indivudual
Management system by defenition ?
An integreted set of management practices
What management practices are essentials for management system? There are 6 of them.
- Setting and communicating clear performance expectations for all work and all jobs
- Ensuring clear and specific performance objectives
- Providing supportive and helpful coaching
- Focusing on accomplishment of objectives
- Recognize and celebrate performance
- Creating action plan
What HRM process are included ? There are 4 of them
Promotion, Transfer, Compensation and Layoff Decision
Purpose of managing performance? (4)
- Compensation, salary and bonuses
- Administrative, promotion, transfer, layoff, paper trail for documenting HRM decision, succession planning
- Measurement of Performance, determine accomplishment goals, influence employee behaviors, improve organizational performance
- Developmental, feedback (strength and weaknesses), elimination of potential problems, training needs
Why performance management systems ca fail ? (10)
- Not well defined and my not encourage outcomes
- Objectives are not prioritized
- Complex process not connected to the company strategy
- System is not aligned with business performance
- The system is not adapted as needs changes
- The system focuses on blame rather than helping employees
- The system has competing and different purpose
- not enough time is spent on planning and communicating
- The focus is on annual rather than ongoing feedback
- The system does not help employees develop skills and abilities
Well reading further performance systems can fail for other reasons: (4) ( managers’ point of view)
- Managers feel that there are no benefits attached to this process ( don’t want to waste energy)
- Managers dislike face-to-face discussion
- Managers are not sufficiently adept on setting goals, coaching or providing support
- The judgmental role can conflict with the development of employees
What are employees concerns about performance management systems?
The system can be unfair
It may not be accurate
Managers can be biases
Organizational politics
How to include performance management system in day-to-day?
Sitting 1 h a day to meet with employees ( 3-4 per day) a couple times a week
What is a SMART goal?
Specific Measurable Actions oriented Realistic Time Framed
What are the steps in a performance management system
- Clarifying the work to be done
- Setting clear goals and establishing a performance plan
- Regular and Frequent coaching
- conducting Formal review of performance
- Recognizing and Rewarding employees
- Creating and action plan
What cost does coaching avoid?
Excessive training cost
Are performance management ethical?
It can not be if we see it on the side that it encourage employees to make sells under pressure
What is the difference between an mentor and a coach
A coach gives instruction and a mentor is someone you refer to
What are some non-monetary ways of being rewarded
Being considered for a promotion
being given the opportunity to work on a special project
Being praised by the supervisor
Praised in the business journal
How does the systems must be?
Reliable, fair and valid
What criteria systems must have to comply with the law? (6)
- Must be job related
- Employees must have a written copy of it
- Managers must be able to observe the behavior they are assessing
- Mangers must be trained to understand their role ( Setting goals, provide coaching and write review reports)
- Review should be openly discussed ( no information must be hidden from the employees)
- Appeal procedure should be established to allow employees to express disagreement from the evaluation system
Who can provide feedback ?
- Manager or Supervisor
- Self- Review
- Subordinate Review
- Peer- Review ( usually more accurate than review from superior, but could be biaised because of jalousy for example)
- Team Review
- Customer Input
How is called the technique grouping all of these together?
The 360- Degree Review
What is the difference with tradition appraisal methods
Provide more information
Pros of 360-Degree Feedback
Climate of feedback fosters individual growth
Input is kept confidential
Based upon organizational goals and values
Provides behavioral observation from several sources
Allow employees to see how others see them
Different perspective to be compared
Asses performance of organization as a whole
Help employee development given different perspective
Cons of 360-Degree Feedback
Complex system
Employee are not sufficiently trained to use it effectively
Employee are biased
Does not align organizational culture
Employee can have negative feelings
Feedback may no be honest
Information may not be interpreted consistently from time to another
What are the different types of review methods?
Trait
Behavioral
Result
What is trait method?
An approach to performance review that measure the extend to which an employee possesses certain characteristics ( initiative, leadership, creativity…)
