Performance Appraisal and Management

These flashcards cover key concepts related to Performance Appraisal and Performance Management based on the lecture notes.

What is the primary purpose of Performance Management (PM)?

The continuous process of identifying, measuring, and developing the performance of employees/teams in alignment with organizational goals.

What is the key difference between Performance Appraisal (PA) and Performance Management (PM)?

PA is typically retrospective and focuses on individual performance evaluation, while PM is prospective and encompasses ongoing improvement and employee engagement.

What are some issues associated with Performance Appraisal?

Performance appraisals are often seen as failures, take up managers' time, and may create anxiety for employees being evaluated.

What theoretical perspectives inform Performance Management?

Theoretical perspectives include Social Exchange Theory, Goal Setting Theory, Leader-Member Exchange Theory, and Agency Theory.

How has the perception of Performance Appraisal shifted over time?

It is now seen more as a developmental, social, communication, and political tool rather than just a measurement process.

What are the characteristics of an ideal Performance Management system?

Characteristics include strategic congruence, thoroughness, practicality, reliability, validity, and fairness.

What contextual factors affect Performance Appraisal and Performance Management?

Distal factors include national culture and legal environment, while proximal factors include organizational culture and supervisor-subordinate relationships.

What are recommended procedures for legally sound Performance Appraisal?

Use objective criteria, standardize for all employees, and ensure communication and documentation of procedures.

What is the relationship between Performance Appraisal and the Law in the U.S.?

While appraisals are not legally required in most cases, they can be legally mandated in public sector jobs and heavily regulated industries.

What are the purposes of Performance Management systems?

Purposes include strategic alignment with business objectives, administrative decision-making, employee feedback, developmental coaching, organizational maintenance, and documentation.