MU0016 – Performance Management and Appraisal

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ASSIGNMENT

DRIVE	FALL 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 aims of Performance Management

Answer :  According to Lockett (1992), performance management aims at developing individuals with the required commitment and competencies for working towards the shared meaningful objectives within an organizational framework. Performance management frameworks are designed with the objective of improving both individual and organizational performance by identifying performance requirements, providing regular feedback and assisting the employees in their career development.

Performance management aims at building a high performance culture for both the individuals and the teams so that they jointly take the

2. Discuss the steps in giving a constructive feedback.

Answer : Without a doubt, knowing how to give constructive feedback is one of the most valuable skills you can have.

 Step 1: State the constructive purpose of your feedback.

First, briefly state your purpose by indicating what you'd like to cover and why it's important. If you are initiating feedback, this focus gives the other person a heads up about how the conversation will go. If the other person has requested feedback, a focusing statement will make sure that you direct your feedback toward what the person needs. Remember to be clear and straight-to-the-point.

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 : 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. Explain the concept of 360-Degree feedback system. Discuss the purpose and components of a 360-degree appraisal method.

Answer :

5. Define the term ‘Ethics’. Discuss the key factors involved in ensuring Ethics in Performance Management.

Answer : Answer : Ethics involved in Performance appraisals

 Having ethics as a manager doing performance appraisals is very important for many reasons. These appraisals can be highly subjective, which can impact the relationships between the managers and the employee being reviewed. There are many different ways that a meeting can do from ethical to unethical. Listed are some of the general appraisal characteristics and an understanding on how it can be unethical:

6. Write short notes on the following:

a) Forced Distribution Method

Answer : Companies turn to the forced distribution method of assessing workers' performance in an attempt to prevent the "grade inflation" that often develops in employee job reviews. More commonly known as forced ranking or stack ranking, forced distribution makes it impossible for managers to simply rate all of their workers as excellent, good or even average. It requires them to specifically identify the best performers and, more important, the worst performers.

One common error in evaluating employees is

b) Essay Appraisal Method

Answer : In the essay method approach, the appraiser prepares a written statement about the employee being appraised.

The statement usually concentrates on describing specific strengths and weaknesses in job performance. It also suggests courses of action to remedy the identified problem areas.

The statement may be

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