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Fall
/ August 2012
Master
of Business Administration- MBA Semester 4
MU0016
–Performance Management and Appraisal- 4 Credits
(Book
ID: B1337)
Assignment
Set- 1 (60 Marks)
Note: Each
Question carries 10 marks. Answer all the questions.
Q1.State
the components of a performance management system.
Answer : Performance
management is a continuous process in this unit we will
discuss the cycle of
performance
management. A system is basically a set
of interacting components. The components or parts of
effective
performance management system are:
Performance planning:
This is the process of identifying employee objectives and
setting job
expectations and
goals for each
position in the company.
Each department in the company usually
has different
expectations for its employees based
on
the requirements of
the
positions in the department. Clearly defined expectations and
goals give
employees the greatest opportunity for advancing in the company. During this process managers also
discuss the review and feedback
process of
the
performance management system.
Ongoing performance
communication: A company is benefited
by
the performance
management system only when there is a timely employee review and feedback system implemented in the program. Timely employee reviews and
feedback sessions are dependent on the company's business operations and
human resource guidelines.
These review sessions
will
inform employees how well they are
performing in their positions and what areas need to
be corrected or
improved. Most companies have an annual review process, although six-month
reviews are often used. Performance
appraisal meetings: The supervisor
and
the employee meet to discuss the employees performance
during the appraisal period and
to discuss potential
goals for
the
upcoming appraisal period.
Performance rewards: This is an important
part of the performance management system. The
thought
of earning rewards for
their actions, whether
financial
rewards or another form of benefit
motivates employees. Usually an employee's performance review is linked with the financial
bonus
or pay raise, which
ensures that the company gets the best performance
out of each employee.
Other non-financial rewards such
as extra time
off, special company-paid vacations, gift
certificates, gifts for years of service
or
recognition banquets may also be
offered.
Performance diagnosis and coaching: Employees who do not
meet the criteria standards to
be eligible
for performance rewards may need additional training or coaching by their superiors to
improve their job skills.
Performance
reviews is the starting point for the additional training;
subsequent performance reviews may be scheduled to check if
the
employee has improved from
the time of the initial
review.
Performance management systems are ineffective if they only
reward employees for
good
performance. The system also needs to include training or coaching processes to ensure
that all company employees are able to
improve their performance.
Q2.What
are the major errors that may occur during performance evaluation?
Q3.Explain
the traditional methods of performance appraisal in detail.
Q4.Explain
career planning in detail.
Q5.Explain
the ‘Plan-Do-Review-Revise’ cycle of performance management.
Q6.Mr.Samuel
D’Costa is the HR executive at Evergreen Solutions Pvt.Ltd. He found that the
performance of the marketing team has been decreasing over the past four
months. Suggest measures that he can take up to improve the team performance of
the marketing team.
Fall
/ August 2012
Master
of Business Administration- MBA Semester 4
MU0016
–Performance Management and Appraisal- 4 Credits
(Book
ID: B1337)
Assignment
Set- 2 (60 Marks)
Note: Each
Question carries 10 marks. Answer all the questions.
Q1.What
are the aims of performance management?
Answer : One of the important
objectives of
performance management is identifying the strengths and
weaknesses of
employees and
finding ways to overcome their shortcomings. This is done by evaluating employee output
and the companys overall ability to
meet
the
goals by having quarterly
or annual audits.
Often, after an evaluation,
there will be widespread
company meetings where
managers and employees discuss concerns and solutions
to problems.
Another objective is to
discover where employees and
the company are falling short. This is done by going through
details such
as
profits earned,
new
clients acquired
and the contribution of employees to make these things happen. Employees whose contribution are
minimal
or not up to the mark are
counselled on how to
improve performance.
The evaluation of
an employees performance is based on
their work output
and
the amount of time
spent by them on the project. Although time spent in an office is not an accurate way of measuring performance,
most companies still have
the notion that better employees put in longer hours of
work. A better way of measuring employee productivity would be
to measure the output
of work and the accuracy of work completed.
Overall evaluation of
a company and
its ability to
set and reach goals is another important objective
of performance management.
Increasing revenue is the
overall goal of any company.
Other goals may be to
acquire more
or
specific clients, develop new products or hire new talent. It
is very easy to determine
which of these
goals have
been met, because
these are things that
can be seen or calculated.
The inability of
a company to
meet the goals is mainly due to poor leadership,
poor planning,
poor implementation or poor employee
performance. Economic factors also
play a major role, but
it is
better
for companies to concentrate on factors that are within their control. The best way of
improving
a companys overall output is motivating the employees and
improving their
performance.
To identify and remedy situations that hinder company performance is another important
objective
of performance management.
This includes replacing underperforming employees,
gaining new
clients,
developing new strategies for
reaching the goals and
discussing strategies that have
worked
in
the past.
In order to meet
the objectives of
performance management and
improve the overall performance
of a company,
every employee
must work with
the team members to
develop new techniques and
implement changes.
The aims of
performance management can be summarised into the following points.
o The aims of performance management are:
o To assist in the achievement of
enhanced standards of
work performance of an employee
or
class of
employees.
o To assist employees to
identify the knowledge
and skills to
perform their jobs
efficiently.
o To ensure that
the
employees work towards the defined
goals.
o To ensure that
the
employees receive
regular feedback on performance.
o To assist the employees to
achieve personal
growth through acquiring relevant knowledge
and
skills and attitudes.
o To evaluate the company and its ability to set and
reach
goals.
o To identify and remedy situations that are
hindering company performance.
Q2.What
are the features of a Performance management framework?
Q3.Explain
the two psychosomatic approaches of the reward system within an organisation.
Q4.State
the four essential components of 360 degree appraisal.
Q5.What
are the steps to be followed while building an ethical organisational culture?
Q6.The HR
department of a software company reviewed the performance of the employees. The
HR Manager wants to provide feedback of the performance review to the
employees. Describe the factors that have to be looked into while providing
performance review feedback.
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