Performance Appraisals in Action

This activity is important because managers must be able to determine whether their workers are doing an effective and efficient job, with a minimum of errors and disruptions. They do so by using a performance appraisal, an evaluation that measures employee performance against established standards in order to make decisions about promotions, compensation, training, or termination.

Managing effectively means getting results through top performance. That's what performance appraisals at all levels of the organization are forincluding at the top, where managers benefit from review by their subordinates. In the 360-degree review, management gathers opinions from all around the employee, including those under, above, and on the same level, to get an accurate, comprehensive idea of the worker's abilities.

The goal of this activity is to demonstrate your knowledge of the performance appraisal process.

Instructions: Match the example with the appropriate step in the performance appraisal process.

Performance Appraisals in Action This activity is important because managers must be able to determine whether their workers are doing an effective and efficient job, with a minimum of errors and disruptions. They do so by using a performance appraisal, an evaluation that measures employee performance against established standards in order to make decisions about promotions, compensation, training, or termination. Managing effectively means getting results through top performance. That's what performance appraisals at all levels of the organization are forincluding at the top, where managers benefit from review by their subordinates. In the 360-degree review, management gathers opinions from all around the employee, including those under, above, and on the same level, to get an accurate, comprehensive idea of the worker's abilities. The goal of this activity is to demonstrate your knowledge of the performance appraisal process. Instructions: Match the example with the appropriate step in the performance appraisal process. 1 Making Decisions Taking Action 3 Establishing Performance Standards 5 Communicating Standards Discussing Results 4 6 Evaluating Performance Match each of the options above to the items below. Suzy, the HR Specialist, is busy working with the quality control (QC) manager trying to refine the expected standards of performance for the employees of that department. 3 Gwen, the quality control (QC) department manager, is meeting with one of her employees to discuss performance standard expectations. 4 Doug, the sales manager in a mid-size firm, is checking how well his salespersons have done at meeting their sales goals. 6 Meg, a supervisor at a department store, is meeting with each employee in her department to discuss how well they have performed over the past year. 5 JT, a new manager at a car dealership, is putting together some strategies to help those employees who feel short on their performance standards. 1 Ryan, the store manager at a grocery store, is making promotion decisions based on the performance records of the store's employees. 2