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30 Cards in this Set
- Front
- Back
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When do you implement/change performance managment system?
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no PM system at all (start ups)
new "leader" (new ownership/management) change to "their way" current is ineffective |
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"implementation" =
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create,
revise, improve, change performance management system |
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PMS Implementation Best practices
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top management buy in (key!!!)
system well communicated employee involvement ensure alignment with missions and vision communicate how each position fits in (all connected) must be fair raters skills monitor effectivness HR's influence (explain why they need to embrace it) |
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Developmental plans
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plans and acts to encourage continuous learning, promote ongoing effectiveness , and maintain motivation
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Developmental plans specific objectives
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improve performance (current issues)
sustain performance (good now, stay good) enrich current work experience prepare for advancement (investing in employee) |
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Who's responsible in development of their employee's:
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supervisor role
mentor tied to own department goals continual feedback look for "learning opportunities" support endorse 360-feedback (what is their perception of your employee) |
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2 Types of Employee recognition
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formal recognition:
informal recognition: |
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formal recognition:
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regular budged programs consistently awarded above and beyond daily mechanisms
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informal recognition:
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spontaneous, unofficial, programs, surprises
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Reward vs recognition
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reward has something tangible
recognition "noticing outloud |
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Employee recognition best practices:
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in public
sincere detail oriented pay attention reward must be meaningful if teams, recognize collaboration |
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How can recognition program fail
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reward deemed useless lacks value
wasn't sincere (checklist) no big in from top management not timely "winner" seems not worthy by those witnessing forget the good employee's programs become stale formal (budget constraints/few recipients) informal (unstructured) |
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What is Emplyee engagement:
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committed to a common goal
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Opposite of employee engagement:
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indifferent
disengaged survey 25% engaged 50% indifferent 25% disengaged |
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Equal Pay Act:
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Gives individuals the right to the same contractual pay and benefits as a person of the opposite sex in the same employment
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Civil Rights Act:
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Prohibits discrimination on the basis of race, color, religion, sex, or national origin
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Age Discminatnion in Employment Act: (ADEA)
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Prohibits discrimination on the basis of age
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Americans with Disabilities Act: (ADA)
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Illegal to discriminate on the grounds of disability status
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Family and Medical Leave Act (FMLA)
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Entitles eligible employees to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance covearge
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Defamation
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false, libelous, untrue info meant to defame; unfavorable
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Misrepresentation
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false favorable info
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Adverse Impact
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unintentional discrimination
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Disparate Treatment
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intentional discrimination
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Negligence
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Org doesn’t do what says it does
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Pregnancy Disc Act (PDA)
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Discrimination on the basis of pregnancy, childbirth, or related medical conditions
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Performance Review Format
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•Specific Time Frame
•Summary of Accomplishments •Summary of Areas of Improvement •Future Goals •Financial Component |
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Performance Reviews
Administration (Best Practice) |
No Surprises; not a disciplinary tool
Deliver Thoughtfully 2-Way Street Rater Errors |
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How to Monitor Performance
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Direct Observation
Customer Feedback Productivity Other Managers Input Peers |
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Job Description: General Considerations
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Job responsibilities (tasks)
Job requirements (what you need to do the job) General info (title, $, reporting structure) Additional Organizational-specific requirements |
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Performance management system serves the following 6 purposes:
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1. Strategic
• Help top management achieve strategic business objectives 2. Administrative • Furnish valid and useful data for making admin decisions about employees 3. Informational • To inform EEs how they are doing and about organization and sups expectations 4. Developmental • To allow managers to provide coaching to thier employees 5. Organizational maintenance • Provides information that can be used in workforce planning and allocation of human resources 6. Documentational • Performance mgmt systems allow organizations to collect useful info that can be used for various purposes |
