HRM3706 EXAM REVISION PACK

HRM 3706 PERFORMANCE MANAGEMENT EXAM REVISION PACK 2015 Written by TWP 2015 Tel: 7 Welcome If you are reading these notes you are studying HRM3706 with UNISA. These notes are being written in collaboration with all our Together We Pass HRM3706 group members this term, and will be built upon year on year to create the best set of study notes, with the most useful summaries, hints and tips we can possibly put together. How this works: 1. Your tutor will assign each member a learning outcome to describe or summarise 2. Once you have completed it, you will be assigned another 3. We encourage you to work through as many as possible, and also read and comment on others explanations as this is the BEST way of learning. 4. We are creating COMPREHENSIVE notes so try to put everything that needs to be covered into your summary 5. Your tutors will compile this into this set of notes, drawing on other explanations, YouTube videos or resources they feel might be useful Good luck this term, and we look forward to working with you! Our contact details should you need help: Together We Pass PHONE 7 EMAIL WEB FB GGLE+ Together We Pass on Google Plus TWITR @togetherwepass PERFORMANCE MANAGEMENT HRM3706 © 2014 Together We Pass. All rights reserved. SECTION A MULTIPLE CHOICE QUESTIONS 1. Performance Management is: a. The activity where a line manager sets objectives for his/her staf b. To develop punitive steps to address poor performance c. To ensure all stakeholder requirements will be met d. To comply with the requirements of HR 2. Planning of Performance requires: a. Translating the job description into objectives and measures b. Assessing your culture c. Setting aligned KPA’s and objectives d. Defining a development plan for employees 3. Maintaining performance includes: a. Checking up staf to ensure they perform optimally b. Provide coaching and training where gaps exist c. Formal feedback d. Disciplining poor performance 4. Key Value Drivers are: a. The assets of the company b. The requirements and expectations of all key stakeholders c. Formally reported in the annual report © 2014 Together We Pass. All rights reserved. d. The basis of strategy and operational focus areas 5. A training and development plan: a. Is drafted as part of the planning process b. Is based on the available budget as determined by the management team c. Should address the gaps in performance d. Must include the latest trends in the market 6. The training strategy should: a. Be aligned with the retention strategy of the business b. Only focus on problem employees c. Assist the company to get money back through levies and grants d. Be done to be compliant 7. Benefits of a good PM system can include: a. An efective HR Department b. Reduced labor costs c. Improved communication d. Focused development 8. Key factors that can contribute to successful implementation are: a. Do what the competition is doing b. Relevance – to strategy and goals of the business c. To have a paper-less system d. To be able to diferentiate between poor and good performers 9. Coaching is: a. Not part of Performance management – it is a separate process © 2014 Together We Pass. All rights reserved. b. It is more or less the same as on-the-job-training and mentoring c. A process of dialogue, feedback and development d. To assist with personal problems 10. Mentoring can be seen as: a. A trusting relationship and focus on the holistic development and growth of a person b. Questions about life, work and beliefs c. A very formal relationship d. Job observation 11. The following is important when giving feedback: a. It should be forceful and personal to make an impact b. It can be given to assist changing a person’s personal preferences c. It should be immediate d. It should allow for a response from the recipient 12. Barriers to feedback can include: a. It is vague and non-specific b. Trust that is lacking c. Avoidance of conflict d. Language barriers 13. Feedback will be effective when: a. It makes a person aware of his personality style and its impact on others b. It is comparative (i.e. comparing people with each other) c. It is very specific and includes examples and consequences