MU0016- PERFORMANCE MANAGEMENT AND APPRAISAL

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ASSIGNMENT

DRIVE	SPRING 2016
PROGRAM	MBA
SEMESTER	4
SUBJECT CODE & NAME	MU0016- PERFORMANCE MANAGEMENT AND APPRAISAL
BK ID	B1868
Credit & Marks	4 CREDIT, 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.

Question.1. Explain the aims and purpose of “Performance management’’?

Answer:Performance Management is a key process of HRM that provides basis for developing individual and business performance. And is a part of the reward system in the most general sense. The intention is to improve the performance of the individuals and teams. It is about getting better results by understanding and managing performance through an agree framework of planned goals, standards and competency requirements.

Question.2. Define performance appraisal. What are the dimensions of performanceappraisal? Describe the characteristics of performance appraisal.

Answer:A performance appraisal (PA), also referred to as a performance review, performance evaluation, (career) development discussion, or employee appraisal is a method by which the job performance of an employee is documented and evaluated. Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations.

Main features

Question.3. Explain 5 traditional and 5 modern methods of performance appraisal.

Answer:

Traditional Methods:

Ranking Method:It is the oldest and simplest formal systematic method of performance appraisal in which employee is compared with all others for the purpose of placing order of worth. The employees are ranked from the highest to the lowest or from the best to the worst.

Question.4. What is performance feedback? List any 3 important principles offeedback? Explain some of the pitfalls of performance feedback?

Answer:Regardless of whether you are a senior executive or just starting out, everyone wants to know how she is doing at her job. Feedback is an essential communication tool in business performance management. One of the most effective techniques is constructive feedback, but all feedback calls for giving and receiving information.

The performance feedback process is

Question.5. What is meant by “360 Degree feedback”? Explain its purpose. What arethe advantages and disadvantages of 360 degree feedback?

Answer:In human resources or industrial psychology, 360-degree feedback, also known as multi-rater feedback, multi source feedback, or multi source assessment, is a process utilized by organizations to solicit information from a variety of workplace sources on an employee's work-related behavior and performance. Most often, information solicited in a 360-degree feedback process will include feedback from an employee's subordinates, peers (colleagues), and supervisor(s), as well as a self-evaluation by the employee him or herself. Such feedback can also include, when relevant, feedback from external sourc

Question.6. Write a brief note on Ethics in performance management.

Answer:Performance evaluations are, by nature, somewhat subjective. This leaves employee reviews open to potential ethical complications. Managers may intentionally or unintentionally evaluate staffers using different criteria, which can elevate or devalue individual scores in an unethical manner. Managers may also fail to take their

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