Performance Management

Question 1

Decisions made by managers based on a perception about performance of an employee

Answer 1

1. Get a long-term contract after the probation period
2. Be promoted
3. Given a merit raise in pay or bonus
4. Be made redundant
5. Receive training and development for further advancement.

Question 2

Performance management

Answer 2

Systematic process of identifying, measuring, managing and developing the performance of Human resource in an organization.

Question 3

Performance appraisal

Answer 3

Part of the Pm that identifies, measures and evaluates the employee’s performance and then discusses it with the employee.
Evaluating an employee’s current or past performance in reference to their performance standards, sharing the info and looking for ways to improve.

Question 4

PA v PM

Answer 4

PA formal assesment with employee rating, evaluation and review
PM more continuous and comprehensive where management clarifies mutual expectations and emphasizes the managers guiding and supportive role.

Question 5

Steps in Performance appraisal

Answer 5

1. Establishment of performance standards.
2. Mutually set measurable goals.
3. Measurement of performance
4. Comparison of Actual performance with set standards
5. Discussion of the appraisal with the employee
6. Identification and initiation of action.

Question 6

Establishing performance standards

Answer 6

According to company objectives and strategic goals and should be derived from the job description and analysis.

Question 7

Communicate expectations

Answer 7

Communicate the mutually set goals and expectations to avoid confusion and guessing.

Question 8

Measure actual performance

Answer 8

Have actual information about the performance in order to know exactly what it is and be critical to the evaluation process.

Question 9

Compare actual performance with standards.

Answer 9

Noting deviations between the set standard of performance and the actual performance and the explanation given .
This info gives a valuable feedback tool.

Question 10

Discuss the appraisal with the employee

Answer 10

Present an accurate assessment to the employee discussion the subordinate’s performance and progress.

Question 11

Initiate corrective action if necessary.

Answer 11

Immediate corrective action- putting out fires- corrects problems such as mistakes in procedures and gets employee right on track.
Basis corrective action- ask how and why performance deviated from expectations and provided training activities to improve the performance.

Question 12

Appraisal methods

Answer 12

1. Absolute standards- employees are compared to a standard and their evaluation is independent of any other employee.
2. Relative standards- Compares employees against other employees-
3. Outcomes- achieved performance outcome. Evaluated based on how they accomplished a specific set of objectives detrimental to completion of their job.

Question 13

Training in the workplace

Answer 13

Increase employee productivity and in turn increase company profitability, productivity and adaptability.

Question 14

Why Train employees?

Answer 14

1. Maintain high quality
2. Improve technical capacity of individuals on job performance.
3. Improve productivity level in the organization.
4. Improve health an safety of the employee by reducing mistakes.
5. Reduce spilt work.
6. Prepare personnel for future job challenges.
7. Refresh old staff
8. Info for newcommers

Question 15

How do companies select training methods?

Answer 15

1. Cost
2. Ease of presentation
3. Likely influence of the employee
4. Availability of trainers

Question 16

Career development

Answer 16

Ongoing and formalized effort that focuses on developing enriched and more capable workers and focuses on all workers in the workforce.

Question 17

Importance of career development

Answer 17

1. Recruitment and retention of talent.
2. Employee engagement