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A comprehensive resource for designing, implementing, and evaluating performance management systems that align employee goals with organizational objectives.
The meeting between the employees and the manager during the Performance Review stage is called __.
Supervisors rate individual employees thru documents, reports and verifiable output
The process used to ensure an organization connects its vision/mission to the work of its employees.
_______________: Correct performances and deviations
Five (5) job performance areas that should be included in a performance evaluation form of most staff positions
______________: Individual ratings are based solely on performance, no need for self-rating
As Performance Evaluation focuses on employee evaluation, Performance Management centers on employee __.
The method used to ensure that a company relates its vision / mission to its staff's work.
A researcher who developed a model to explore how a person reacts to a conversation about performance.
_______________ for reasonable office rules and regulations and simple neglect of duty for supervisors or employees responsible for delay or non-submission OPCR and IPCR.
Praise immediately on observing ______________.
Name at least two (2) components of a standard written warning form
Discussions on strengths, gaps, career paths
Performance evaluation forms being used should focus only on the essential job performance areas.
To overload a person reduces the _____________ that the feedback will be used.
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.
Written disciplinary and termination procedures should outline the actions that will be taken when employee performance deteriorates.
Performance management is a partnership between an employee and his/her supervisor to optimize performance.
By promoting recognition of staff and improving communication, a performance evaluation system can motivate staff to do their best for themselves and practice.
Office performance is assessed
Revisit Vision, Mission and Functions
An iterative process of goal-setting, communication, observation, and evaluation to support, retain and develop exceptional employees for organizational success
At the Performance Planning stage, ongoing performance feedback and coaching must be considered.
Ask the receiver to rephrase the ____________ received to verify that it corresponds to what you had in mind.
A researcher who has created a model to talk about how an individual responds to a performance conversation
It is defined as benchmarks against which performance is measured
Limited to the amount of ____________ the receiver can use rather than the amount you would like to give.
______________: Information system is established
Done on a regular basis & at all levels
_______________: Establishment of OPCR & IPCR
Performance signing
Too often people give feedback to make themselves feel better.
Four (4) most influential bodies of research and innovation that are impacting Performance Management today
Six (6) stages of the Performance management Process.
Performance evaluation shall be done ______________.
Constructive feedback can praise good performance or correct poor performance and should be tied to the _______________.
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.
Done before the start of rating period
Performance objectives provide employers with an opportunity to assess their employees’ contributions to the organization.
One of the more time-consuming parts of creating a performance evaluation system can be the development of standard performance measures.
Name at least four (4) performance management system characteristics.
Performance expectations should go beyond the job description and entail a range of expected answers.
Six (6) Factors Reshaping Organizations Today (SHRM Conference, 2015)
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.
Five (5) steps for a system of performance evaluation
Name at least four (4) characteristics of an ideal Performance Management System.
Performance Assessment helps the organization to use the information obtained in a productive manner for the future requirements.
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.
One way to ensure consistency in developing an evaluation form is to use a varied evaluation form for each evaluation.
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.
Five (5) steps to a Performance Evaluation system
Starting January 2015, all _______________ (NGAs, GOCCs, GFIs, SUCs, LGUs) must fully migrate to and adopt SPMS.
A stage in the Performance Management Process which involves meeting between employees and the manager
Evaluations should be conducted fairly, consistently and subjectively to protect the employees and the organization’s practice.
No SPMS, all personnel actions will be affected such as promotions, incentives, scholarships,______________and other rewards and recognition programs.
_____________: Type of interventions are identified
Focused on behavior rather than on the person. It is important that we refer to what a person does.
A performance evaluation system can motivate staff to do their best for themselves and the practice by promoting staff recognition and improving communication.
The ______________ period is not longer than one (1) calendar year.
Given in order to help, not hurt.
Performance Management forms are designed to evaluate performance and plan for employee development.
The _______________ period is at least ninety (90) calendar days or three (3) months.
Discussions happen when salary increases are awarded or performance problems emerge.
Developing standard performance measures can be one of the more time-consuming parts of creating a performance evaluation system.
Note how ______________ (or exceeding) standards helps work group/organization meet strategic objectives.
_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).
______________: “Diary” concept of evaluation
A performance evaluation is a part of performance management.
Followed up on at a later date. Be aware of the_____________ of your feedback.
The information collected by a Performance management system is most frequently used for identification of employee strengths and weaknesses.
It is known as a benchmark for measuring performance.
No matter what the intent, feedback is often perceived as threatening thus subject to considerable distortion or ______________.
The primary goals of a performance evaluation system are to provide an equitable measurement of an employee’s communication to the workforce.
_Feedback presented at an inappropriate time may do more harm than good.
________________: PMT calibrates and consolidates results
These are defined as benchmarks against which performance is measured
Setting up of developmental programs to improve performance
Checked for ____________.
Detects “Red Flags” and “Gaps”
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.
Improve team performance
It is pointless and frustrating to be reminded of a trait over which one has no control.
Directed toward behavior which the receiver can do something about.
One of the purposes of Performance Management system is that it facilitates Marketing decisions.
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
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