Performance Management Definitions and Usage Scenarios
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Question 1: Define the three broad purposes for performance management (strategic, administrative and developmental purposes), and provide an example of a situation that relates to each purpose.
Question 2: You have just been promoted to manager of your department. Your supervisor has asked that you review the current performance management system measures in place, and make any possible suggestions. Would you enlist input from the employees in your department? Why, or why not? List and interpret the criteria you would use to evaluate the current performance management system.
Question 3: Evaluate the importance of employee feedback from the manager's stand point, as well as, the employee's stand point. Discuss the three approaches managers can take to conducting feedback (tell-and-sell, tell-and listen, and problem solving). In your opinion, what is the approach you would prefer and why?
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Solution Summary
There are three broad purposes for performance management: strategic, administrative and developmental. Examples are provided for each, along with practical scenarios of being a newly promoted manager needing to conduct evaluation of the performance system. 645 words.
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1. The strategic purposes for conducting performance management are to document potential issues for building a case where termination of employment may need to occur; along with providing a basis for matching current employee skills with the current, and future needs of the organization. The process can often assist in defining employee capabilities as a means for a skills inventory, which will allow the organization to know if there are enough employees with the requisite skills for future growth. An example would be to conduct a "mini interview" during a performance management session, to ask the employee what skills they possess in order to perform their current tasks; and what other duties they enjoy doing. The main administrative purpose of performance management is to encourage positive actions and correct any negative behavior. It can also be used as a tool in documenting issues in the event that termination may be the only option remaining if corrective measures fail. During a performance appraisal, an example ...
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