(Module 7) Performance Management and Appraisal Flashcards
It is ongoing series of activities designed to align
and improve individual performance to drive organizational results.
Performance Management
A continuous, strategic process that involves setting expectations, monitoring progress, developing skills, and evaluating results to ensure employees contribute effectively to organizational goals.
Performance Management
It is the process of determining how well employees do their jobs relative to a standard and communicating that information to them
Performance Appraisal
A formal, periodic evaluation of an employee’s job performance, usually conducted annually or semi-annually.
Performance Appraisal
It evaluates the personal characteristics or traits of an employee that may contribute to job performance.
Trait-Based Information
It focuses on specific actions or behaviors that an employee demonstrates on the job.
Behavior-Based Information
It assesses the outcomes or achievements of an employee’s work, based on measurable goals.
Results-Based Performance Information
It defines the expected levels of employee performance. It should be realistic, measurable, and clearly understood.
Performance Standards
It is a process that assesses an employee’s performance, provides a platform for feedback, highlights and addresses work-related issues, helps improve job performance, and justifies personnel actions such as promotions, pay raises, or terminations.
Performance Appraisals
It is to align individual performance with the overall goals and strategies of the organization. Think of it as looking at a dashboard—a current, real-time view of how well individual efforts are contributing to organizational success.
Strategic Use of Appraisals
It is to make important HR decisions like promotions, salary increases, demotions, or terminations. Similar to looking in a rearview mirror—it evaluates past performance to guide decisions about rewards or consequences.
Administrative Use of Appraisals
It is to support employee growth by identifying areas for improvement and training needs. Like looking through a windshield—it’s forward-looking, focused on future potential and continuous improvement.
Developmental Use of Appraisals
They designs an organization’s performance appraisal system and collects and analyzes all
ratings to ensure that the process does not result in adverse impact.
HR Unit
They use the appraisal system to evaluate employees.
Managers
It is casual or ad-hoc evaluations conducted by supervisors as needed, typically without a formal structure or system in place. It is use whenever necessary or appropriate, often in the moment. These are usually unscheduled and not based on a set time frame.
Informal Appraisals
It is formalized, structured evaluations that occur on a regular basis (e.g., annually, quarterly). It is use when formal communication between the manager and employee is required and when a system is in place to report and track employee performance over time.
Systematic Appraisals
It is a comprehensive and multi-source feedback process where an employee receives feedback from a variety of sources, including their supervisors, peers, subordinates, and sometimes even external stakeholders (e.g., customers or clients). The goal is to provide a well-rounded view of an employee’s performance, strengths, and areas for improvement.
360-Degree Feedback
It allows the rater to mark an employee’s performance on a continuum, indicating low to high levels of a particular characteristic.
Graphic Rating Scale
The person is so successful at this job criterion that special note should be made, and performance ranks in the top 10%.
Outstanding
Performance is better than average for the unit, given the common standards and unit results.
Exceeds Expectations
Performance is at or above the minimum standards.
Meets Expectations
Performance is slightly below the minimum standards. Potential to improve within a reasonable time frame is evident.
Below Expectations
Performance is well below standard. Whether the person can improve to meet the minimum standards is questionable.
Unsatisfactory
Designed to assess individual actions instead of personal attributes and characteristics.
Behavioral Rating Scales
