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DRIVESPRING 2014
PROGRAMMBADS (SEM
4/SEM 6) MBAFLEX/ MBAN2 (SEM 4) PGDHRMN (SEM 2)
SUBJECT CODE &
NAME-MU0016 – Performance Management and Appraisal
BK ID-B1868
CREDIT & MARKS-4
Credits, 60 marks
Q1 Discuss the
various stages involved in the evolution of Performance Management
(Explaining the
evolution of Performance Management)10
Answer.
Evolution of
Performance Management
Prior to the era of competition,
performance management had little role in organisations. But even then, some
form of evaluation existed. In the manufacturing industry, it is easy to
evaluate performance since the output of the work can be physically counted.
However, in the service industry, it is more difficult. For example, how do you
measure the
Q2 What are the key
contents of a Performance Agreement? Explain
(Explaining the key
contents of a Performance Agreement)10
Answer.
Key contents of
a Performance Agreement
Performance agreement defines the
following aspects of performance expectations:
1. Role requirements: Every
job is intended to fulfil a role. These are defined as key-result areas (KRAs) of
the role. A role holder, i.e. the employee, in the organisation is expected to
accomplish the KRAs. Achieving those KRAs require some competencies. Therefore,
the role profile should define not only the achievements but also the
Q3 Assume that you
have joined as an HR in an organization. The first task assigned to you is to
conduct the Performance Appraisal Process. What according to you is its
purpose? Describe the entire Performance Appraisal process.
(Explain any three
purpose of Performance Appraisal, Explain the Performance Appraisal Process) 3,
7
Answer.
Purpose of
Performance Appraisal
Performance appraisals are
essential for the effective management and evaluation of staff. Appraisals help
develop individuals, improve organisational performance, and feed into business
planning. Formal performance appraisals are generally conducted annually for
all staff in the organisation. Each employee is appraised by his/her line
manager. Directors are appraised by the CEO, who, in turn, is appraised by the
chairman or company owners, depending on the size and structure of the
organisation. Performance appraisals generally review an individual's
performance against
Q4 Explain the
concept of 360-Degree feedback system. Discuss the purpose and components of a
360-degree appraisal method.
(Concept of
360-degree feedback system, Explaining the purpose of a 360-degree appraisal
method, Explaining the components of a 360-degree appraisal method) 2,4,4
Concept of
360-degree feedback system
In 360-degree appraisal, the
feedback about an employee’s performance comes from all the sources. The number
(360) indicates all-round appraisal. While 180-degree refers to top-down and
bottom-up feedback, numbers more than this indicate feedback from various other
groups apart from the top-down and bottom-up across the organisation. For
example, these additional groups can be peers who are engaged in the same level
of job as the recipient of the
Q5 Define the term
‘Ethics’. Discuss the key factors involved in ensuring Ethics in Performance
Management(PM)
(Definition of
Ethics, Explaining the key factors to ensure Ethics in PM) 2, 8
Answer.
Ethics
The word 'ethics' comes from the
Greek word 'ethikos'. It refers to one's moral character and the way in which
society expects people to behave in accordance with accepted principles. Most
philosophers conclude that ethical failure occurs because of lack of character
or, in other words, virtuous people will live ethically. Therefore, we need to
think
Q6 Write short notes
on the following:
a)MBO
b)Behaviorally
Anchored Rating Scales Method (BARS)
(Explaining the
meaning and steps in MBO, Explaining the
concept and process of BARS) 5,5
Answer.
a) MBO
This method involves setting
particular calculable goals with each employee and then respectively discussing
his/her progress towards these goals. The term MBO refers to an inclusive
organisation-wide goal setting and appraisal
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