Title: Lecture Materials: (CU2 M2) Performance Management & Enhancement
Course: SkillsCom BA 224 15.1 > Section: Credit Unit 2 Module 2

Seven Factor Model

One way to look at performance is using what has been dubbed the “Seven Factor Model." This model can be used to assess problems with performance and to identify how to address them.

The seven factors to consider are: Aptitude-does the person have an innate ability for the task; Skill level-has the person learned or can learn the skills necessary; Understanding the task-does the person have a clear understanding of the task and expectations; Choice to give effort-Is the person willing to make the effort needed; Degree of effort-is the person giving their full effort, if not, they may not produce the best results; Persistence-is the person persisting over time and completing tasks; and Outside factors-are there personality conflicts or exterior factors affecting performance.

A person who shows "red flags" in any of these factors will have performance issues which need to be addressed.

Additional Information for your review:
- Most employers still base pay and promotional decisions on the employee's appraisal. Appraisals also let the boss and subordinate develop a plan for correcting any deficiencies, and serve a useful career planning purpose. Creating a strategy map is not a likely purpose for conducting a performance appraisal.
- The acronym SMART stands for specific, measurable, attainable, relevant, and timely.
- Effective goals should be specific, measurable, attainable, relevant, and timely. Goals should be challenging but doable, and employee participation should be encouraged. Giving consequences for failing to meet goals is not recommended and unlikely to motivate employees.
- The purpose of providing feedback to the employee is to motivate him or her to eliminate performance deficiencies or to continue to perform above par.
- Performance appraisal means evaluating an employee's current and/or past performance relative to his or her performance standards. Performance appraisal always involves setting work standards, assessing the employee's actual performance relative to those standards, and providing feedback to the employee.