MGMT 3860 EXAM 3 QUESTIONS AND ANSWERS WITH
COMPLETE SOLUTIONS VERIFIED LATEST UPDATE
Performance management
is a kind of compass one that indicates actual direction as well as desired direction
performance appraisal
Many managers incorrectly equate it with __________________an administrative exercise they typically
do once a year to identify and discuss job-relevant strengths and weaknesses of individuals or work
teams
The process of performance management are
Define performance, Facilitate performance, and Encourage performance
Defining performance key elements are
goals, measures, and assessment
Encouraging Performances are
Provide a sufficient amount of rewards that employees really value, in a timely, and fair manner
What is fairness?
voice, consistency, relevance, and communication
Important practices of fairness is a voice
,Collect employee input through surveys or interviews
Important practices of fairness is Consistency
Ensure that all employees are treated consistently when seeking input and communicating about the
process for administering rewards
Important practices of fairness is Relevance
Include rewards that employees really care about
Important practices of fairness is Communication
Explain clearly the rules and logic of the rewards process
Goa setting
proven track record of success in improving performance in a variety of settings and culture by improving
productivity by 10% but limit to no more than 4 goals
measures
such as the number of defective parts produced per million or the average time to respond to a
customer's inquiry are much more tangible.
assessment
of progress toward goals focuses the attention and efforts of an employee or team
facilitate performance
have measures available to get the job done right and on time, and a third is to pay careful attention to
selecting employees
provide adequate resources for example
,capital resources material resources and human resources
careful selection of employees
having ill suited people for the job it can lead to excessive labor cost, over staffing, and reduced
production
The purpose to performance appraisals
to improve employees' work performance by helping them ralize and use their full potential in carrying
out their firms mission and to provide information to employees for use in making work related
decisions
Appraisals provide legal and formal
organizational justification for employment decisions to promote outstanding performance to weed out
marginal and low performers: to train, transfer and discipline others.
Appraisals are used as
criteria in test validations, to evaluate the hypothesis that test scores predict job performance
Relevance, Sensitivity, and Reliability
Legally and scientifically, the key requirements of any appraisal system are
Acceptability and Practicality
In the context of ongoing operations, the key requirements are
Relevance
, Clear links between the performance standards for a particular job and organizational objectives, and
Clear links between the critical job elements identified through a job analysis and the dimensions to be
rated on an appraisal form
Appraisals provide feedback
to employees and thereby serve as vehicles for personal and career development
Appraisals can help identify
developmental needs of employees and also to establish objectives for training programs
Appraisals can help diagnose
organizational problems by identifying training needs and the personal characteristics to consider in
hiring and they also provide a basis for distinguished between effective and ineffective performers.
Appraisals represent
the beginning of a process rather than an end product.
Performance standards
translate job requirements into levels of acceptable or unacceptable employee behavior. They play a
critical role in the job analysis-performance appraisal linkage
Job or work analysis
describe work and personal requirements of a particular job
performance appraisal
Describe the job relevant strengths and weaknesses of an individual or team
Reliability
COMPLETE SOLUTIONS VERIFIED LATEST UPDATE
Performance management
is a kind of compass one that indicates actual direction as well as desired direction
performance appraisal
Many managers incorrectly equate it with __________________an administrative exercise they typically
do once a year to identify and discuss job-relevant strengths and weaknesses of individuals or work
teams
The process of performance management are
Define performance, Facilitate performance, and Encourage performance
Defining performance key elements are
goals, measures, and assessment
Encouraging Performances are
Provide a sufficient amount of rewards that employees really value, in a timely, and fair manner
What is fairness?
voice, consistency, relevance, and communication
Important practices of fairness is a voice
,Collect employee input through surveys or interviews
Important practices of fairness is Consistency
Ensure that all employees are treated consistently when seeking input and communicating about the
process for administering rewards
Important practices of fairness is Relevance
Include rewards that employees really care about
Important practices of fairness is Communication
Explain clearly the rules and logic of the rewards process
Goa setting
proven track record of success in improving performance in a variety of settings and culture by improving
productivity by 10% but limit to no more than 4 goals
measures
such as the number of defective parts produced per million or the average time to respond to a
customer's inquiry are much more tangible.
assessment
of progress toward goals focuses the attention and efforts of an employee or team
facilitate performance
have measures available to get the job done right and on time, and a third is to pay careful attention to
selecting employees
provide adequate resources for example
,capital resources material resources and human resources
careful selection of employees
having ill suited people for the job it can lead to excessive labor cost, over staffing, and reduced
production
The purpose to performance appraisals
to improve employees' work performance by helping them ralize and use their full potential in carrying
out their firms mission and to provide information to employees for use in making work related
decisions
Appraisals provide legal and formal
organizational justification for employment decisions to promote outstanding performance to weed out
marginal and low performers: to train, transfer and discipline others.
Appraisals are used as
criteria in test validations, to evaluate the hypothesis that test scores predict job performance
Relevance, Sensitivity, and Reliability
Legally and scientifically, the key requirements of any appraisal system are
Acceptability and Practicality
In the context of ongoing operations, the key requirements are
Relevance
, Clear links between the performance standards for a particular job and organizational objectives, and
Clear links between the critical job elements identified through a job analysis and the dimensions to be
rated on an appraisal form
Appraisals provide feedback
to employees and thereby serve as vehicles for personal and career development
Appraisals can help identify
developmental needs of employees and also to establish objectives for training programs
Appraisals can help diagnose
organizational problems by identifying training needs and the personal characteristics to consider in
hiring and they also provide a basis for distinguished between effective and ineffective performers.
Appraisals represent
the beginning of a process rather than an end product.
Performance standards
translate job requirements into levels of acceptable or unacceptable employee behavior. They play a
critical role in the job analysis-performance appraisal linkage
Job or work analysis
describe work and personal requirements of a particular job
performance appraisal
Describe the job relevant strengths and weaknesses of an individual or team
Reliability
