Human resource managementLesson 1 of 2 in the course Human Resource Management

Performance Management: Appraisal, Feedback, and Global HR Alignment

5 flashcards · 5 quiz questions · 5 match pairs · 5 fill-in sentences · English

Save course
Lesson progress
0 / 5

Your progress is kept in this browser only.Sign up to save it

Summary

Performance management connects individual contributions to organizational results. This lesson explains why it is a business responsibility, how its purpose has changed over time, and why many organizations are moving toward more frequent, development-focused feedback.

Performance management is the set of processes an organization uses to clarify expectations, assess contributions, support improvement, and connect work to organizational goals. Human resources (HR) typically designs and facilitates these processes, but managers must use them and communicate their relevance to employees.

All flashcards

What is performance management?
An ongoing business process for aligning, assessing, and developing employee performance in support of organizational goals.
What was the purpose of the World War I merit rating system?
The U.S. military used it to identify poor performers for discharge or transfer.
What is forced ranking, and what is one risk of using it?
It places employees into performance categories; it can encourage internal competition and weaken teamwork.
What does the SMART framework help organizations do?
Make goals Specific, Measurable, Achievable, Relevant, and Timebound.
What is local adaptation in global human resource management?
Adjusting HR practices to fit local market, cultural, or legal conditions while supporting broader organizational strategy.

Quiz questions

  1. Why is performance management considered a business process rather than solely an HR task?Answer: Managers and leaders must use it to connect employee performance with organizational goals.
  2. How did performance systems’ purpose expand as companies faced shortages of managerial talent?Answer: They increasingly supported employee development into supervisory and executive roles.
  3. Why did many organizations move away from forced ranking?Answer: It could encourage internal competition and undermine collaboration and teamwork.
  4. Why may employees accept an unfavorable performance outcome?Answer: They are more likely to accept it when they believe the process is fair.
  5. Which practice is commonly established globally in a multinational organization?Answer: Shared performance standards and competency profiles tied to company strategy.

Based on Principles of Management by David S. Bright, Anastasia H. Cortes, Eva Hartmann, K. Praveen Parboteeah, Jon L. Pierce, Monique Reece, Amit Shah, Siri Terjesen, Joseph Weiss, Margaret A. White, Donald G. Gardner, Jason Lambert et al. (OpenStax), licensed CC BY 4.0. Adapted into a summary, flashcards and quizzes.

More in Human resource management

All Human resource management lessons
Human resource managementStrategic Talent Acquisition and Leadership Hiring5 flashcards · 5 quiz questions · 4 gamesPlay free →Human resource managementEmployee Training Methods and International Assignment Support5 flashcards · 5 quiz questions · 4 gamesPlay free →Human resource managementHR Management, Job Analysis, and Workforce Planning5 flashcards · 5 quiz questions · 4 gamesPlay free →