Performance Management System - NMIMS Solved assignments 2025 Latest

 

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Performance Management System

Jun 2025 Examination

 

 

 

Q1. Performance Management at NexonTech

NexonTech, a mid-sized IT solutions firm, has been facing challenges with its performance management system. The company recently hired Aditi as the new HR Director to revamp its approach to performance management and align it with the organization’s strategic goals.

During her initial assessment, Aditi realized that employees were unclear about their performance expectations, leading to inconsistent appraisals and dissatisfaction. Managers conducted performance reviews without a structured performance planning process, causing gaps between individual contributions and the company’s long-term objectives.

To address this, Aditi proposed a structured Performance Planning framework where employees set clear, measurable goals in alignment with NexonTech’s strategic vision. She also introduced regular check-ins and feedback loops to ensure continuous performance tracking.

However, as she rolled out the new system, ethical concerns emerged. Some employees feared that performance ratings could be manipulated to favor certain individuals, while others questioned if the evaluation metrics were truly objective. Aditi had to ensure fairness, transparency, and ethical integrity in the system to maintain employee trust and motivation.

As NexonTech moves forward, Aditi must balance individual growth with organizational priorities, ensuring that employees see how their contributions directly impact the company’s success.

Question: - How does performance planning serve as a precursor to effective performance management systems in organizations? (10 Marks)

 

 

Q2. Performance Management at NexonTech

NexonTech, a mid-sized IT solutions firm, has been facing challenges with its performance management system. The company recently hired Aditi as the new HR Director to revamp its approach to performance management and align it with the organization’s strategic goals.

During her initial assessment, Aditi realized that employees were unclear about their performance expectations, leading to inconsistent appraisals and dissatisfaction. Managers conducted performance reviews without a structured performance planning process, causing gaps between individual contributions and the company’s long-term objectives.

To address this, Aditi proposed a structured Performance Planning framework where employees set clear, measurable goals in alignment with NexonTech’s strategic vision. She also introduced regular check-ins and feedback loops to ensure continuous performance tracking.

However, as she rolled out the new system, ethical concerns emerged. Some employees feared that performance ratings could be manipulated to favor certain individuals, while others questioned if the evaluation metrics were truly objective. Aditi had to ensure fairness, transparency, and ethical integrity in the system to maintain employee trust and motivation.

As NexonTech moves forward, Aditi must balance individual growth with organizational priorities, ensuring that employees see how their contributions directly impact the company’s success.

Question: - Analyze the ethical considerations involved in performance management and how they impact organizational practices. (10 Marks)

 

 

 

Q3 (A) Performance Management at NexonTech

NexonTech, a mid-sized IT solutions firm, has been facing challenges with its performance management system. The company recently hired Aditi as the new HR Director to revamp its approach to performance management and align it with the organization’s strategic goals.

During her initial assessment, Aditi realized that employees were unclear about their performance expectations, leading to inconsistent appraisals and dissatisfaction. Managers conducted performance reviews without a structured performance planning process, causing gaps between individual contributions and the company’s long-term objectives.

To address this, Aditi proposed a structured Performance Planning framework where employees set clear, measurable goals in alignment with NexonTech’s strategic vision. She also introduced regular check-ins and feedback loops to ensure continuous performance tracking.

However, as she rolled out the new system, ethical concerns emerged. Some employees feared that performance ratings could be manipulated to favor certain individuals, while others questioned if the evaluation metrics were truly objective. Aditi had to ensure fairness, transparency, and ethical integrity in the system to maintain employee trust and motivation.

As NexonTech moves forward, Aditi must balance individual growth with organizational priorities, ensuring that employees see how their contributions directly impact the company’s success.

Question:-Evaluate the importance of aligning individual performance with organizational strategic goals. (5 Marks)

 

 

Q3 (B) Performance Management at NexonTech

NexonTech, a mid-sized IT solutions firm, has been facing challenges with its performance management system. The company recently hired Aditi as the new HR Director to revamp its approach to performance management and align it with the organization’s strategic goals.

During her initial assessment, Aditi realized that employees were unclear about their performance expectations, leading to inconsistent appraisals and dissatisfaction. Managers conducted performance reviews without a structured performance planning process, causing gaps between individual contributions and the company’s long-term objectives.

To address this, Aditi proposed a structured Performance Planning framework where employees set clear, measurable goals in alignment with NexonTech’s strategic vision. She also introduced regular check-ins and feedback loops to ensure continuous performance tracking.

However, as she rolled out the new system, ethical concerns emerged. Some employees feared that performance ratings could be manipulated to favor certain individuals, while others questioned if the evaluation metrics were truly objective. Aditi had to ensure fairness, transparency, and ethical integrity in the system to maintain employee trust and motivation.

As NexonTech moves forward, Aditi must balance individual growth with organizational priorities, ensuring that employees see how their contributions directly impact the company’s success.

Question: - Discuss the role of technology in enhancing the effectiveness of Performance Management Systems (PMS). (5 Marks)

 

Dear Students,
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