Performance Management is
Interpersonal influence, exercised by a leader in specific situations or in response to critical incidents or developmental opportunities
Formal and more general feedback and information at predetermined intervals
Have the employee understand and accept changes that will increase his/her effectiveness and performance
Information for management decision making - rewards compensation, discipline, promotions etc
Designed to enhance performance in work related efforts. Focuses on specific criteria to be met. Typically a job performance deficit may be identified and the employee must extend to "fix" the problem area
The employee becomes the best he/she can based on internal gifts, qualities and values. As a result, performance in many areas almost always improves
Performance management is about setting mutually agreed upon goals
True
False
Performance Management is about just the appraisal form and/or system
Performance Management is about addressing both what an employee should achieve and should avoid
A managers involvement in helping employees set goals includes all but which item?
Provide direction
Provide clarity
Provide initiative
Provide support
One of the key reasons you help employees set goals is to plan and agree upon the behaviours you want from your employees?
Difficult management conversations focus on three main objectives. Choose the item that does not belong
To correct performance, not to punish the performer
To protect employee rights
To protect you and the organisation
To project manpower needs for the coming year
