MU0016 – Performance Management and Appraisal

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ASSIGNMENT

DRIVE	SUMMER 2014
PROGRAM	MBADS (SEM 4/SEM 6) MBAFLEX/ MBAN2 (SEM 4) PGDHRMN (SEM 2)
SUBJECT CODE & NAME	MU0016 – Performance Management and Appraisal
BK ID	B1868
Credit and Max. Marks	4 credits; 60 marks

Note – Answer all questions. Kindly note that answers for 10 marks questions should be approximately of 400 words. Each question is followed by evaluation scheme.

1 Discuss the various stages involved in the evolution of Performance Management

Explaining the evolution of Performance Management

Answer : The term performance management gained its importance from the times when the competitive pressures in the market place started rising and the organizations felt the need of introducing a comprehensive performance management process into their system for improving the overall productivity and performance effectiveness.

The performance management process evolved in several phases.

2. Discuss the principles and dimensions of Performance Management

Answer : The principles of performance management

                                                    

·         It translates corporate goals into individual, team, department and divisional goals.

·         It helps to clarify corporate goals.

·         It is a continuous and evolutionary process, in which performance improves over time.

·         It relies on consensus and co-operation rather than control or coercion.

·         It creates a shared understanding of what is required to improve performance and how it will be achieved.

3 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.

Answer : Performance Appraisals is the assessment of individual’s performance in a systematic way. It is a developmental tool used for all round development of the employee and the organization. The performance is measured against such factors as job knowledge, quality and quantity of output, initiative, leadership abilities, supervision, dependability, co-operation, judgment, versatility and health. Assessment should be confined to past as well as potential performance also. The second definition is more focused on behaviours as a part of assessment because behaviours do affect job results.

4. Write a brief note on the Employee’s responsibility in Performance Planning Mechanics

Answer : : Employee’s responsibility in Performance Planning Mechanics :

Employees share a responsibility for the implementation and success of the PM system. As such they need to be fully aware of their respective roles and responsibilities in terms of the different stages of performance management:          

STAGE

ROLE

5. Discuss the skills that a line manager require for effective Performance Management.

Answer : As a line manager you need to have the skills to prepare and run a successful performance appraisal meeting. Appraising and developing staff is essential to your role. Doing it well and leaving your staff feeling empowered and motivated is what will make the difference to team and individual success.

WHO SHOUD ATTEND

Suitable for individuals who carry out staff appraisals and are looking to build their confidence and effectiveness in this essential skill. The course is suited to those who are new to appraisals or have limited experience in the area.

6 Write short notes on the following:

a)MBO

Answer : Management by Objectives (MBO) is the most widely accepted philosophy of management today. It is a demanding and rewarding style of management. It concentrates attention on the accomplishment of objectives through participation of all concerned persons, i.e., through team spirit. MBO is based on the assumption that people perform better when they know what is expected of them and can relate their personal goals to organizational objectives. Superior subordinate participation, joint goal setting and support and encouragement from superior to subordinates are the basic features of MBO.

b)Behaviorally Anchored Rating Scales Method (BARS)

Answer : The BARS (behaviorally anchored rating scales) method of evaluating employees carries typical job appraisals one step further: Instead of relying on behaviors that can be appraised in any position in a company, the BARS method bases evaluations on specific behaviors required for each individual position in an individual company.

The BARS method explained

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