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A comprehensive resource for designing, implementing, and evaluating performance management systems that align employee goals with organizational objectives.
No SPMS, all personnel actions will be affected such as promotions, incentives, scholarships,______________and other rewards and recognition programs.
Starting January 2015, all _______________ (NGAs, GOCCs, GFIs, SUCs, LGUs) must fully migrate to and adopt SPMS.
The information collected by a Performance management system is most frequently used for identification of employee strengths and weaknesses.
Constructive feedback can praise good performance or correct poor performance and should be tied to the _______________.
It is known as a benchmark for measuring performance.
______________: Individual ratings are based solely on performance, no need for self-rating
It is pointless and frustrating to be reminded of a trait over which one has no control.
_Feedback presented at an inappropriate time may do more harm than good.
One way to ensure consistency in developing an evaluation form is to use a varied evaluation form for each evaluation.
_Feedback is most useful at the earliest opportunity after the behavior you want to address has been demonstrated (depending on the person's readiness to hear it, privacy, time available for discussion, etc).
One of the purposes of Performance Management system is that it facilitates Marketing decisions.
Performance management is a partnership between an employee and his/her supervisor to optimize performance.
The method used to ensure that a company relates its vision / mission to its staff's work.
The meeting between the employees and the manager during the Performance Review stage is called __.
One of the more time-consuming parts of creating a performance evaluation system can be the development of standard performance measures.
At the Performance Planning stage, ongoing performance feedback and coaching must be considered.
The process used to ensure an organization connects its vision/mission to the work of its employees.
Setting up of developmental programs to improve performance
As Performance Evaluation focuses on employee evaluation, Performance Management centers on employee __.
No matter what the intent, feedback is often perceived as threatening thus subject to considerable distortion or ______________.
_____________: Type of interventions are identified
By promoting recognition of staff and improving communication, a performance evaluation system can motivate staff to do their best for themselves and practice.
Five (5) steps for a system of performance evaluation
The employee should be validated as a person in the handling of termination procedures, perhaps by giving a negative slant to the potential of the employee in the job market.
The average performance rating of all individual employees shall NOT go higher than the ________________ of the office.
Performance Management forms are designed to evaluate performance and plan for employee development.
A performance evaluation system can motivate staff to do their best for themselves and the practice by promoting staff recognition and improving communication.
Done before the start of rating period
A performance evaluation is a part of performance management.
______________: Information system is established
Discussions happen when salary increases are awarded or performance problems emerge.
A stage in the Performance Management Process wherein the manager uses the insights and information gained from other phases to reset performance goals for employees.
An iterative process of goal-setting, communication, observation, and evaluation to support, retain and develop exceptional employees for organizational success
Six (6) stages of the Performance management Process.
In handling termination procedures, the employee should be validated as a person, perhaps by giving a negative slant to the employee’s potential in the job market
Detects “Red Flags” and “Gaps”
Improve team performance
Evaluations should be conducted fairly, consistently and subjectively to protect the employees and the organization’s practice.
These are defined as benchmarks against which performance is measured
Discussions on strengths, gaps, career paths
Written disciplinary and termination procedures should outline the actions that will be taken when employee performance deteriorates.
Performance evaluation shall be done ______________.
Too often people give feedback to make themselves feel better.
Two important prerequisites before PM system are knowledge of the organization mission and strategic goals and knowledge of the job which is done through job description.
To overload a person reduces the _____________ that the feedback will be used.
Performance objectives provide employers with an opportunity to assess their employees’ contributions to the organization.
________________: PMT calibrates and consolidates results
Directed toward behavior which the receiver can do something about.
Performance evaluation forms being used should focus only on the essential job performance areas.
A researcher who developed a model to explore how a person reacts to a conversation about performance.
Five (5) steps to a Performance Evaluation system
Name at least two (2) components of a standard written warning form
Name at least four (4) characteristics of an ideal Performance Management System.
Note how ______________ (or exceeding) standards helps work group/organization meet strategic objectives.
Followed up on at a later date. Be aware of the_____________ of your feedback.
A researcher who has created a model to talk about how an individual responds to a performance conversation
Focused on behavior rather than on the person. It is important that we refer to what a person does.
Limited to the amount of ____________ the receiver can use rather than the amount you would like to give.
Ask the receiver to rephrase the ____________ received to verify that it corresponds to what you had in mind.
Revisit Vision, Mission and Functions
Office performance is assessed
Done on a regular basis & at all levels
The primary goals of a performance evaluation system are to provide an equitable measurement of an employee’s communication to the workforce.
Five (5) job performance areas that should be included in a performance evaluation form of most staff positions
Performance expectations should go beyond the job description and entail a range of expected answers.
No _______________ means agency’ s ineligibility to Grant of Step Increment based on Meritorious Performance pursuant to Joint CSC-DBM Circular No. 1, Series of 2012.
_______________ for reasonable office rules and regulations and simple neglect of duty for supervisors or employees responsible for delay or non-submission OPCR and IPCR.
Performance Assessment helps the organization to use the information obtained in a productive manner for the future requirements.
Four (4) most influential bodies of research and innovation that are impacting Performance Management today
Checked for ____________.
Supervisors rate individual employees thru documents, reports and verifiable output
Praise immediately on observing ______________.
A stage in the Performance Management Process which involves meeting between employees and the manager
Given in order to help, not hurt.
The _______________ period is at least ninety (90) calendar days or three (3) months.
To be told that one is "dominating" will not be as useful as being told that, "In the meeting that just took place, you switched topics without asking if there were additional comments". This is an example of constructive feedback.
Six (6) Factors Reshaping Organizations Today (SHRM Conference, 2015)
_______________: Correct performances and deviations
______________: “Diary” concept of evaluation
_______________: Establishment of OPCR & IPCR
Name at least four (4) performance management system characteristics.
The ______________ period is not longer than one (1) calendar year.
Developing standard performance measures can be one of the more time-consuming parts of creating a performance evaluation system.
As pointed out by Edie Goldberg during the SHRM Conference 2015, for documentation to occur employees need to personally commit to the goals that they are trying to achieve.
It is defined as benchmarks against which performance is measured
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