Hmgt4150 - Chapter 6

Front 1

1. Define a performance management system.

Back 1

*Set of integrated management practices.

Front 2

2. Explain the purpose of a performance management system.

Back 2

*Allows the organization to get the right things done.
*Helps increase employees' satisfaction with their work and the organization.

Front 3

5. Describe the different sources of appraisal information.

Back 3

*Manager/supervisor who is able to evaluate contribution
*Self
*Subordinate
*Peers and team members
*Customers

Front 4

8. performance management system

186

Back 4

* A set of integrated management practices

Front 5

9.Manager and/or supervisor appraisal

197

Back 5

* performance appraisal done by employee's supervisor

Front 6

11. subordinate appraisal

197

Back 6

*Performance appraisal of a superior by an employee, which more appropriate for developmental than for administrative purposes

Front 7

13. team appraisal

198

Back 7

*Performance appraisal, based on TQM concepts, that recognizes team accomplishment rather than individual performance

Front 8

14. customer input

199

Back 8

*Performance appraisal that, like team appraisal, is based on TQM concepts and seeks evaluation from both external internal customers

Front 9

15. graphic rating scales

202

Back 9

A trait approach to performance appraisal whereby each employee is rated according to a scale of characteristics

Front 10

16. critical incident

204

Back 10

*Unusual event that denotes superior or inferior employee performance in some part of job

Front 11

17. behaviourally anchored rating scale (BARS)

204

Back 11

*A behavioural approach to performance appraisal that consists of a series of vertical scales, one for each important dimension of job performance

Front 12

18. management by objectives (MBO)

206

Back 12

*Philosophy of management that rates performance on the lays of employee achievement of goals

Front 13

3. Describe the management practices necessary for a good performance management system.

Back 13

*Setting and communicating clear performance expectations.
*clear + specific performance objectives.
*Supportive and helpful coaching by the supervisor.
*Focusing on accomplishment of objectives during performance appraisals.
*Recognizing and celebrating good performance.

Front 14

4. Identify the steps in an effective performance management system.

Back 14

*Clarifying the work (jobs to be done. *Setting goals and establishing a performance plan.
*Regular and frequent coaching. *Conducting formal review of performance.
*Recognizing and rewarding performance.

Front 15

12. peer appraisal

198

Back 15

*Performance appraisal done by fellow employees, generally on forms that are compiled into a single profile for use in the performance interview conducted by the employee's manager

Front 16

10. self-appraisal

197

Back 16

*Performance appraisal done by he employee being evaluated, generally on an appraisal form completed by the employee prior to the performance interview

Front 17

7. Outline the characteristics of an effective performance appraisal interview.

Back 17

*Ask the employees to evaluate their own performance prior to the interview.
*Invite and encourage active participation by employees in the discussion their performance.
* Express appreciation for what the employee Has done well.
*Minimize criticism.
*Change the behaviour, not the person.

Front 18

6. Explain the various methods used for performance appraisal.

Back 18

*Trait approaches are designed to measure the extent to which an employee possesses certain characteristics.
*Behavioural methods specifically describe which actions should For should not) be exhibited on the job. *Productivity measures look at results or outputs.
*Management by objectives (MBO) is a philosophy of management that has employees establish objectives (e.g., production costs, sales per product, quality standards, profits) through consultation wish their superiors and then uses these objectives as a basis for appraisal.