Master of Business Administration-MBA Semester IV Subject Code – MU0016 Subject Name – Performance Management and Appraisal 4 Credits

(Book ID: B1337)

Assignment Set- 1 (60 Marks) Note: Each question carries 10 Marks. Answer all the questions. 1. Discuss the aims of performance management .
One of the important objectives of performance management is identifying the strengths and weaknesses of employees and finding ways to overcome their shortcomings. This is done by evaluating employee output and the company’s overall ability to meet the goals by having quarterly or annual audits. Often, after an evaluation, there will be widespread company meetings where managers and employees discuss concerns and solutions to problems. Another objective is to discover where employees and the company are falling short. This is done by going through details such as profits earned, new clients acquired and the contribution of employees to make these things happen. Employees whose contribution are minimal or not up to the mark are counselled on how to improve performance. The evaluation of an employee’s performance is based on their work output and the amount of time spent by them on the project. Although time spent in an office is not an accurate way of measuring performance, most companies still have the notion that better employees put in longer hours of work. A better way of measuring employee productivity would be to measure the output of work and the accuracy of work completed. Overall evaluation of a company and its ability to set and reach goals is another important objective of performance management. Increasing revenue is the overall goal of any company. Other goals may be to acquire more or specific clients, develop new products or hire new talent. It is very easy to determine which of these goals have been met, because these are things that can be seen or calculated. The inability of a company to meet the goals is mainly due to poor leadership, poor planning, poor implementation or poor employee performance. Economic factors also play a major role, but it is better for companies to concentrate on factors that are within their control. The best way of improving a company’s overall output is motivating the employees and improving their performance. To identify and remedy situations that hinder company performance is another important objective of performance management. This includes replacing underperforming employees, gaining new clients, developing new strategies for reaching the goals and discussing strategies that have worked in the past. In order to meet the objectives of performance management and improve the overall performance of a company, every employee must work with the team members to develop new techniques and implement changes. The aims of performance management can be summarised into the following points. The aims of performance management are: · To assist in the achievement of enhanced standards of work performance of an employee or class of employees. · To assist employees to identify the knowledge and skills to perform their jobs efficiently.

List the characteristics of performance appraisal . Explain the performance appraisal feedback model. · To ensure that the employees receive regular feedback on performance. How is data used for human resource decision .· To ensure that the employees work towards the defined goals. 3. Describe the process of defining expectation. 4. · To identify and remedy situations that are hindering company performance. 6. August 2011 . · To assist the employees to achieve personal growth through acquiring relevant knowledge and skills and attitudes.com Ph: 09873669404 2. 5. For Solved SMU Assignment @ 1000 Rs Per Semester Email: mba8182@gmail. · To evaluate the company and its ability to set and reach goals. Explain the methodology in 360 degree apprised.

education. appearance. The appraiser is also required to discuss with the employee before the final assessment. organisations can be classified into three categories: · Organisations that have annual confidential reports which take into consideration only certain traits to be shown by the employee. for example sincerity. punctuality. Larsen & Toubro Limited follows such an appraisal system. Public sector industries like Bharath Heavy Electricals Ltd ( BHEL ). Performance appraisal systems of some organisations aim simultaneously at different objectives. . transfers and creation of a new organisational culture of openness.Master of Business Administration-MBA Semester IV Subject Code – MU0016 Subject Name – Performance Management and Appraisal 4 Credits (Book ID: B1337) Assignment Set. · Organisations that have semi-confidential formats require the employee who is being evaluated to state their accomplishments. In some of the small and medium sized organisations. it is common to find no formal mechanisms of appraising performance. Hindustan Machine Tools (HMT). 1. drive and loyalty and ignore fully the job-related accomplishments of the employee. there are organisations having appraisals with various degrees of sophistication. The following observations are made from the results of a survey of appraisal practices. for example the department of health and family welfare. Answer all the questions. Steel Authority of India (SAIL) and so on fall under this category.2 (60 Marks) Note: Each question carries 10 Marks. Bharath Earth Movers Limited (BEML). Most of the government departments in India fall into this category. promotions. At the time of promotion decisions. mutuality. · In between these two sets. Some have a performance-cum-trait based confidential report formats. energy and so on. Based on the appraisal practices. whereas some others have performance-cum-trait based appraisals open to the employee who is being evaluated for discussion and requiring the employee to make their comments before they are sent to the reviewing authority and then to the personnel department. They also take into account such statements of the employee for final assessment by the boss which is on work-related issues as well as behaviours of the employee. such as generating data to take personal decisions like rewards. which was conducted in 45 different organisations 34 private sectors and 11 public sectors: · Around 50 percent of the organisations seem to understand the purpose of their appraisal as a tool for regulating employee behaviour as well as developing employee capabilities. leadership. the top management takes the views of senior officers into consideration. hard work. job-rotation. Performance management system and appraisal practices in India Performance management and performance appraisal systems practiced in Indian organisations vary from almost no appraisal to a sophisticated appraisal system. trust and generation of enabling capabilities and employee development that use different components. Write a detailed note on the performance management system and appraisal . Informal appraisal reports are given by senior officers to the top management.

Write a note on traditional methods of performance appraisal .com Ph: 09873669404 2. 4. . List and explain the different types of teams in an organization. List the manager’s responsibility in performance planning. 6. What is BARS explain in detail . 3. Discuss the feedback and amendments . For Solved SMU Assignment @ 1000 Rs Per Semester Email: mba8182@gmail. 5.· About 30 percent of the organisations still use appraisals only for controlling and regulating employee behaviour.