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MU0016 ,MU0016 Performance Management and Appraisal,Performance Management and Appraisal

MU0016 ,MU0016 Performance Management and Appraisal,Performance Management and Appraisal

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MU0016 ,MU0016 Performance Management and Appraisal,Performance Management and Appraisal
MU0016 ,MU0016 Performance Management and Appraisal,Performance Management and Appraisal

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 Master of Business Administration-MBA Semester IV  Subject Code – MU0016  Subject Name – Performance Management and Appraisal  Assignment Set- 1 (60 Marks) Note: Each question carries 10 Marks. Answer all the questions.
1. Discuss the aims of performance management .he major 
objectives of performance management 
are discussed below:
To enable the employees towards achievement of superior standards of work  performance.
To help the employees in identifying the knowledge and skills required for  performing the job efficiently as this would drive their focus towards performing the right task in the right way.
 Boosting the performance of the employees by encouraging employeeempowerment, motivation and implementation of an effective reward mechanism.
 Promoting a two way system of communication between the supervisors and theemployees for clarifying expectations about the roles and accountabilities,communicating the functional and organizational goals, providing a regular and a transparent feedback for improving employee performance and continuouscoaching.
 Identifying the barriers to effective performance and resolving those barriersthrough constant monitoring, coaching and development interventions.
Creating a basis for several administrative decisions strategic planning, succession planning, promotions and performance based payment.
 Promoting personal growth and advancement in the career of the employees byhelping them in acquiring the desired knowledge and skills.
 Some of the key concerns of a performance management system in an organizationare:
 
Concerned with the output (the results achieved), outcomes, processes required  for reaching the results and also the inputs (knowledge, skills and attitudes).
Concerned with measurement of results and review of progress in theachievement of set targets.
Concerned with defining business plans in advance for shaping a successful  future.
Striving for continuous improvement and continuous development by creating alearning culture and an open system.
Concerned with establishing a culture of trust and mutual understanding that  fosters free flow of communication at all levels in matters such as clarification of expectations and sharing of information on the core values of an organizationwhich binds the team together.
Concerned with the provision of procedural fairness and transparency in the process of decision making.The performance management approach has become an indispensable tool in the handsof the corporates as it ensures that the people uphold the corporate values and tread inthe path of accomplishment of the ultimate corporate vision and mission. It is a forward looking process as it involves both the supervisor and also the employee in a process of  joint planning and goal setting in the beginning of the year. DEFINITION  Performance management is an ongoing, continuous process of communicating and clarifying job responsibilities, priorities and performance expectations in order to ensuremutual understanding between supervisor and employee. It is a philosophy which valuesand encourages employee development through a style of management which provides frequent feedback and fosters teamwork. It emphasizes communication and focuses onadding value to the organization by promoting improved job performance and encouraging skill development. Performance Management involves clarifying the jobduties, defining performance standards, and documenting, evaluating and discussing  performance with each employee.
 
2. Describe the process of defining expectation.3. List the characteristics of performance appraisal .4. Explain the methodology in 360 degree apprised.5. Explain the performance appraisal feedback model.6. How is data used for human resource decision .
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