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Fall-2013 Master of Business Administration - MBA Semester 4 MU0016–Performance Management and Appraisal-4 Credits (Book ID: B1868) Assignment (60 Marks) Note: Answers for 10 marks questions should be approximately of 400 words. Each question is followed by evaluation scheme. Each Question carries 10 marks 6 X 10=60. Q1. What is “Performance management planning”? How does planning affect a manager? Answer. Performance management (PM) includes activities which ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product of service, as well as many other areas. PM is also known as a process by which organizations align their resources, systems and employees to strategic objectives and priorities. Managing employee Q2. Define performance appraisal. What are the dimensions of performance appraisal? Describe the characteristics of performance appraisal. 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 Q3. Describe the traditional methods of performance appraisal. Answer. Traditional methods of performance appraisal: 1. Rating Scales: Rating scales consists of several numerical scales representing job related performance criterions such as dependability, initiative, output, attendance, attitude etc. Each scales ranges from excellent to poor. The total numerical scores are computed and final conclusions are derived. Advantages – Adaptability, easy to use, low cost, every type of job can be evaluated, large number of employees covered, no formal training required. Disadvantages – Rater’s biases

2. Checklist: Q4. What is performance feedback? Why is it used? What are the levels of performance feedback? Answer. Performance feedback: Regular conversations should take place throughout the year between supervisors and employees, and employees are encouraged to seek feedback from their supervisors. Supervisors should informally alert employees to any performance issues as soon as possible. Supervisors have a responsibility to address work-related concerns and complaints employees have a responsibility to participate in such communications. Many performance concerns can be resolved when they Q5. What is meant by “360 Degree feedback”? Explain its purpose. What are the advantages and disadvantages of 360 degree feedback? Answer. 360 Degree Feedback is a system or process in which employees receive confidential, anonymous feedback from the people who work around them. This typically includes the employee's manager, peers, and direct reports. A mixture of about eight to twelve people fill out an anonymous online feedback form that asks questions covering a broad range of workplace competencies. The feedback forms include questions that are measured on a rating scale and also ask raters to provide written comments. The person receiving feedback also fills out a self-rating survey that includes Q6. Write a brief note on Ethics in performance management. Answer. Importance of ethics in PM:
In today’s business climate, acting and behaving ethically is more important than ever. Project professionals face unique challenges as they navigate political and social dynamics both inside and outside their organizations. It may not always be clear how you should act when faced with an ethical dilemma. Ethics, also known as moral philosophy, is a branch of philosophy that involves systematizing, defending and recommending concepts of right and wrong conduct. Managers may also fail to take their personal feelings into account when issuing performance judgment, which can bias their

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