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23 Cards in this Set
- Front
- Back
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performance management
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process through which managers ensure that employees activities and outputs contribute to the organizations goals
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3 stages of performance management process
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specify relevant aspects of performance
appraise performance provide feedback -problem solving -rewards |
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strategic purpose
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effective performance management helps the organization achieve its business objectives. link employees behavior with the organizations goals
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administrative purpose
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management system refers to the ways in which organizations use the system to provide info for day to day decisions about salary, benefits, and recognition programs
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developmental purpose
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meaning that it serves as a basis for developing employee's knowledge and skills
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5 criteria for effective performance management
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fit with strategy
validity reliability acceptability specific feedback |
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simple ranking
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managers rank employees in their group from highest performer to poorest
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alternation ranking
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do highest then lowest and keep going like that
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forced distribution
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put in top 5 percent then next 10 and so on
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paired comparison method
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compare each employee to each other
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graphic rating scale
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lists traits and provides a rating scale for each trait
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mixed standard scales
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use several statements describing each trait to produce a final score for that trait
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critical incident method
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requires a manager to keep a record of specific examples of the employee acting in ways that are either effective or ineffective
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BARS (behaviorally anchored rating scale)
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performance management that rates behavior in terms of a scale showing specific statements of behavior that describe different levels of performance
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Behavioral observation scale (BOS)
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variation of bars, uses all behaviors necessary for effective performance to rate performance at a task
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organizational behavior modification (OBM)
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a plan for managing the behavior of employees througha formal system of feedback and reinforcement
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management by objectives (MBO)
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system in which people at each level of the organization set goals in a process that flows from top to bottom
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total quality management TQM
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looks at individual performance ad the system within the individual works
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360 degree performance appraisal
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measurement that combines info from the employees managers, peers, subordinates, self, and customers
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contrast errors
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the person should be measuring against a set of standards but instead measures against other emploees
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distributional errors
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when the tend to use just one part of rating scale
- leniency - central tendency |
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3 approaches to feedback
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tell and sell
tell and listen problem solving |
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2 aspects of improving performance
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ability
motivation |
