8 5B 5 FB B7 0 71 CA D 0

89 95B 758 8FB B7 500 071C CA 0D0 002 234A

5 75 F B 50 7 A 0D 0 3 C
5B B75 8FB BB7 750 071 1CA 0D 002 234 4AC 31
8 0 C 0 A 3 A
B7 758 FBB B75 500 71C A0 0D0 023 34A C3 1A 4B
58 FB 75 00 71C A0 D0 02 4A C3 1A 4B 895
58 FB B75 00 71C A0 D0 02 34A C3 1A 4B 895 B7
B 3
8F FBB 750 007 71C A0D D00 023 4A C31 1A4 4B8 895B B75 58F
BB 75 07 1C A0 0 23 4A C3 A B8 95 7 8F BB
BB 75 007 1C A0 D0 023 4A C3 1A 4B8 95 B7 58F BB 75
0 A D 0 C 1 4 B 5 B 0
B7 750 071 1CA 0D 002 234 4AC 31A A4B B89 95B 758 8FB B7 7500 071
5 0 C 0 0 A 3 5 7 F B 5 C N.B.:

57872
75 007 71C A0 D0 023 34A C3 1A 4B8 895 B7 58F BB 75 007 71C A0
00 1C A0 D0 02 4A C3 1A 4B 95 B7 58 BB 75 00 1C A0 D0

2.
1.

Q.1. (B)
00 71C A0 D0 02 34A C3 1A 4B 895 B7 58 FBB 75 00 71C A0 D0 023
3 F 7
07 71C A0D D00 023 4A C31 1A4 4B8 895B B75 58F BB 750 007 1CA A0D D00 0234 4AC
1C A0 0 23 4A C3 A B 95 7 8F BB 75 07 1C 0 0 23 A 3
A0 D0 02 4A C3 1A 4B 895 B7 58F BB 75 007 1C A0 D0 023 4A C3 1A
D0 02 34A C3 1A 4B 895 B7 58F BB 75 00 1C A0 D0 023 4A C3 1A 4B
02 34A C3 1A 4B 895 B7 58 BB 75 00 71C A0 D0 02 4A C3 1A 4B 895
34 C 1A 4B 89 B 58 FB 7 00 71 A D 02 34 C 1A 4B 89 B7
AC 31 4 8 5B 75 FB B7 50 71 CA 0D 00 34 AC 31 4 89 5B 58
31 A4 B89 95B 75 8FB B7 50 071 CA 0D 00 234 AC 31 A4B B89 5B 758 FB

individual
A4 B8 5B 75 8F B 50 07 CA 0D 00 23 AC 31 A4 8 5B 75 FB B7
B8 95 75 8F BB 750 07 1C 0D 00 23 4A 31 A4 B8 95B 75 8F B 50

(E) Planning
95 B7 8F BB 75 07 1C A0 00 23 4A C3 A4 B8 95 75 8F BB 750 07
B7 58 BB 75 00 1C A0 D0 23 4A C3 1A B 95 B7 8F BB 75 07 1C
58 FB 75 00 71C A0 D0 02 4A C3 1A 4B 895 B7 58 BB 75 00 1C A0

A
FB B7 00 71 A D 02 34 C 1A 4B 89 B 58 FB 7 00 71 A D

(B) Development

(J) Trait Approach

B7 50 71 CA 0D 002 34 AC 31A 4B 89 5B 758 FB B7 500 71 CA 0D 002
50 071 CA 0D 00 34 AC 31 4 89 5B 75 FB B7 50 71 CA 0D 002 34

about inspiring them

07 C 0D 00 23 A 31 A4 B8 5B 75 8F B 50 07 CA 0D 00 34 AC
1C A0 0 23 4A C3 A B 95 7 8F BB 75 07 1C 0 0 23 A 3
A0 D0 02 4A C3 1A 4B 895 B7 58F BB 75 007 1C A0 D0 023 4A C3 1A

(F) Obsolescence Model

(G) Behavioral Approach
(C) Feedback mechanism
D0 02 34A C3 1A 4B 895 B7 58F BB 75 00 1C A0 D0 023 4A C3 1A 4B

(D) Performance Appraisal

02 34A C3 1A 4B 895 B7 58 BB 75 00 71C A0 D0 02 4A C3 1A 4B 895

structure to a flat structure.

34 C 1A 4B 89 B 58 FB 7 00 71 A D 02 34 C 1A 4B 89 B7
AC 31 4 8 5B 75 FB B7 50 71 CA 0D 00 34 AC 31 4 89 5B 58

(A) Performance management

(I) The Japanese Career Model

31 A4 B89 95B 75 8FB B7 50 071 CA 0D 00 234 AC 31 A4B B89 5B 758 FB
A4 B8 5B 75 8F B 50 07 CA 0D 00 23 AC 31 A4 8 5B 75 FB B7

Match the Columns (Any Seven):

objectives performance standards

B8 95 75 8F BB 750 07 1C 0D 00 23 4A 31 A4 B8 95B 75 8F B 50
95 B7 8F BB 75 07 1C A0 00 23 4A C3 A4 B8 95 75 8F BB 750 07
strategies to enable the organization

B7 58 BB 75 00 1C A0 D0 23 4A C3 1A B 95 B7 8F BB 75 07 1C
58 FB 75 00 71C A0 D0 02 4A C3 1A 4B 895 B7 58 BB 75 00 1C A0
FB B7 00 71 A D 02 34 C 1A 4B 89 B 58 FB 7 00 71 A D

Page 1 of 2
B7 50 71 CA 0D 002 34 AC 31A 4B 89 5B 758 FB B7 500 71 CA 0D 002
50 071 CA 0D 00 34 AC 31 4 89 5B 75 FB B7 50 71 CA 0D 002 34

(7) BARS
07 C 0D 00 23 A 31 A4 B8 5B 75 8F B 50 07 CA 0D 00 34 AC
(2 ½ Hours)

1C A0 0 23 4A C3 A B 95 7 8F BB 75 07 1C 0 0 23 A 3
A0 D0 02 4A C3 1A 4B 895 B7 58F BB 75 007 1C A0 D0 023 4A C3 1A

performance
D0 02 34A C3 1A 4B 895 B7 58F BB 75 00 1C A0 D0 023 4A C3 1A 4B

management
(5)Component
02 34A C3 1A 4B 895 B7 58 BB 75 00 71C A0 D0 02 4A C3 1A 4B 895

B
34 C 1A 4B 89 B 58 FB 7 00 71 A D 02 34 C 1A 4B 89 B7
(2) Figures to the right indicate full marks.

AC 31 4 8 5B 75 FB B7 50 71 CA 0D 00 34 AC 31 4 89 5B 58

(2) Annual Process

AC31A4B895B758FBB750071CA0D00234
31 A4 B89 95B 75 8FB B7 50 071 CA 0D 00 234 AC 31 A4B B89 5B 758 FB
A4 B8 5B 75 8F B 50 07 CA 0D 00 23 AC 31 A4 8 5B 75 FB B7
B8 95 75 8F BB 750 07 1C 0D 00 23 4A 31 A4 B8 95B 75 8F B 50

of
(3) Continuous Process
95 B7 8F BB 75 07 1C A0 00 23 4A C3 A4 B8 95 75 8F BB 750 07

(9) Increase in efficiency

B7 58 BB 75 00 1C A0 D0 23 4A C3 1A B 95 B7 8F BB 75 07 1C

(H) Advantage of skill-based pay (8) Graphic Rating Scales

4. Performance appraisal process connects performance to pay

58 FB 75 00 71C A0 D0 02 4A C3 1A 4B 895 B7 58 BB 75 00 1C A0
FB B7 00 71 A D 02 34 C 1A 4B 89 B 58 FB 7 00 71 A D
intangible returns as part of an employee-employer relationship

B7 50 71 CA 0D 002 34 AC 31A 4B 89 5B 758 FB B7 500 71 CA 0D 002

50 071 CA 0D 00 34 AC 31 4 89 5B 75 FB B7 50 71 CA 0D 002 34
07 C 0D 00 23 A 31 A4 B8 5B 75 8F B 50 07 CA 0D 00 34 AC
Performance is always measured in terms of results and not efforts

1C A0 0 23 4A C3 A B 95 7 8F BB 75 07 1C 0 0 23 A 3
(1) All questions are compulsory subject to internal choice.

A0 D0 02 4A C3 1A 4B 895 B7 58F BB 75 007 1C A0 D0 023 4A C3 1A

(1) Strengthens good performance

(10)Promotions based on seniority

Q.1. (A) State whether the following statements are True or False (Any Eight):

8. Constructive feedback needs to be action based and not person based.

D0 02 34A C3 1A 4B 895 B7 58F BB 75 00 1C A0 D0 023 4A C3 1A 4B

6. A good career planning requires the development of a single alternative.

02 34A C3 1A 4B 895 B7 58 BB 75 00 71C A0 D0 02 4A C3 1A 4B 895

(6) Training of experienced employees

34 C 1A 4B 89 B 58 FB 7 00 71 A D 02 34 C 1A 4B 89 B
AC 31 4 8 5B 75 FB B7 50 71 CA 0D 00 34 AC 31 4 89 5B (4)Defining expected levels of employee

performance
31 A4 B89 95B 75 8FB B7 50 071 CA 0D 00 234 AC 31 A4B B89 5B 75
9. Good performance coaching is more about recruiting the right people & less
3. Career management is the process of designing & implementing goals

5. A reward system is the set of mechanisms for distributing both tangible &

10. Under Ranking Method, each individual is compared with every other
Under-performance is occasional failure to meet pre-defined, realistic

7. Organizational structures are steadily making a transition from a pyramid

A4 B8 5B 75 8F B 50 07 CA 0D 00 23 AC 31 A4 8 5B 75
Total Marks: 75

B8 95 75 8F BB 750 07 1C 0D 00 23 4A 31 A4 B8 95B 75 8
95 B7 8F BB 75 07 1C A0 00 23 4A C3 A4 B8 95 75 8F
B7 58 BB 75 00 1C A0 D0 23 4A C3 1A B 95 B7 8F
------------------------------------------------------------------------------------------------------------------------------

(7)
(8)

58 FB 75 00 71C A0 D0 02 4A C3 1A 4B 895 B7 58 BB
FB B7 00 71 A D 02 34 C 1A 4B 89 B 58 FB
Paper / Subject Code: 46011 / Human Resource: Performance Management & Career Planning

B7 50 71 CA 0D 002 34 AC 31A 4B 89 5B 758 FB B7

50 071 CA 0D 00 34 AC 31 4 89 5B 75 FB B7
07 C 0D 00 23 A 31 A4 B8 5B 75 8F B 50
1C A0 0 23 4A C3 A B 95 7 8F BB 75
A0 D0 02 4A C3 1A 4B 895 B7 58F BB 75 00
D0 02 34A C3 1A 4B 895 B7 58F BB 75 00
02 34A C3 1A 4B 895 B7 58 BB 75 00 71
34 C 1A 4B 89 B 58 FB 7 00 71
AC 31 4 8 5B 75 FB B7 50 71 C
3 A4 B8 95 75 8F B 50 07 CA
 8 5B 5 FB B7 0 71 CA D 0
89 95B 758 8FB B7 500 071C CA 0D0 002 234A
5 75 F B 50 7 A 0D 0 3 C
5B B75 8FB BB7 750 071 1CA 0D 002 234 4AC 31
8 0 C 0 A 3 A
B7 758 FBB B75 500 71C A0 0D0 023 34A C3 1A 4B
58 FB 75 00 71C A0 D0 02 4A C3 1A 4B 895
58 FB B75 00 71C A0 D0 02 34A C3 1A 4B 895 B7
B 3
8F FBB 750 007 71C A0D D00 023 4A C31 1A4 4B8 895B B75 58F
BB 75 07 1C A0 0 23 4A C3 A B8 95 7 8F BB
BB 75 007 1C A0 D0 023 4A C3 1A 4B8 95 B7 58F BB 75
0 A D 0 C 1 4 B 5 B 0
B7 750 071 1CA 0D 002 234 4AC 31A A4B B89 95B 758 8FB B7 7500 071
0 C

Q.5.
Q.5.
Q.4.
Q.3.
Q.2.
5 C 0 0 A 3 5 7 F B 5

57872
75 007 71C A0 D0 023 34A C3 1A 4B8 895 B7 58F BB 75 007 71C A0
00 1C A0 D0 02 4A C3 1A 4B 95 B7 58 BB 75 00 1C A0 D0

(c)

5.
4.
3.
2.
1.
(b)
00 71C A0 D0 02 34A C3 1A 4B 895 B7 58 FBB 75 00 71C A0 D0 023
F 7

(c)
(c)
3

(a)
(a)
(a)
(a)

(b)
(b)
(b)
07 71C A0D D00 023 4A C31 1A4 4B8 895B B75 58F BB 750 007 1CA A0D D00 0234 4AC
1C A0 0 23 4A C3 A B 95 7 8F BB 75 07 1C 0 0 23 A 3
A0 D0 02 4A C3 1A 4B 895 B7 58F BB 75 007 1C A0 D0 023 4A C3 1A
D0 02 34A C3 1A 4B 895 B7 58F BB 75 00 1C A0 D0 023 4A C3 1A 4B
02 34A C3 1A 4B 895 B7 58 BB 75 00 71C A0 D0 02 4A C3 1A 4B 895
34 C 1A 4B 89 B 58 FB 7 00 71 A D 02 34 C 1A 4B 89 B7
AC 31 4 8 5B 75 FB B7 50 71 CA 0D 00 34 AC 31 4 89 5B 58

appraisal
31 A4 B89 95B 75 8FB B7 50 071 CA 0D 00 234 AC 31 A4B B89 5B 758 FB
A4 B8 5B 75 8F B 50 07 CA 0D 00 23 AC 31 A4 8 5B 75 FB B7
B8 95 75 8F BB 750 07 1C 0D 00 23 4A 31 A4 B8 95B 75 8F B 50
95 B7 8F BB 75 07 1C A0 00 23 4A C3 A4 B8 95 75 8F BB 750 07
B7 58 BB 75 00 1C A0 D0 23 4A C3 1A B 95 B7 8F BB 75 07 1C
58 FB 75 00 71C A0 D0 02 4A C3 1A 4B 895 B7 58 BB 75 00 1C A0

Pyramidal Model
FB B7 00 71 A D 02 34 C 1A 4B 89 B 58 FB 7 00 71 A D
B7 50 71 CA 0D 002 34 AC 31A 4B 89 5B 758 FB B7 500 71 CA 0D 002
50 071 CA 0D 00 34 AC 31 4 89 5B 75 FB B7 50 71 CA 0D 002 34
07 C 0D 00 23 A 31 A4 B8 5B 75 8F B 50 07 CA 0D 00 34 AC performance appraisal
1C A0 0 23 4A C3 A B 95 7 8F BB 75 07 1C 0 0 23 A 3

Contribution Based Pay

A0 D0 02 4A C3 1A 4B 895 B7 58F BB 75 007 1C A0 D0 023 4A C3 1A

Short Notes (Any three):

D0 02 34A C3 1A 4B 895 B7 58F BB 75 00 1C A0 D0 023 4A C3 1A 4B
02 34A C3 1A 4B 895 B7 58 BB 75 00 71C A0 D0 02 4A C3 1A 4B 895
34 C 1A 4B 89 B 58 FB 7 00 71 A D 02 34 C 1A 4B 89 B7
AC 31 4 8 5B 75 FB B7 50 71 CA 0D 00 34 AC 31 4 89 5B 58
31 A4 B89 95B 75 8FB B7 50 071 CA 0D 00 234 AC 31 A4B B89 5B 758 FB
A4 B8 5B 75 8F B 50 07 CA 0D 00 23 AC 31 A4 8 5B 75 FB B7
B8 95 75 8F BB 750 07 1C 0D 00 23 4A 31 A4 B8 95B 75 8F B 50
95 B7 8F BB 75 07 1C A0 00 23 4A C3 A4 B8 95 75 8F BB 750 07
B7 58 BB 75 00 1C A0 D0 23 4A C3 1A B 95 B7 8F BB 75 07 1C

Objectives of Performance Monitoring

58 FB 75 00 71C A0 D0 02 4A C3 1A 4B 895 B7 58 BB 75 00 1C A0
OR

OR
OR
OR

FB B7 00 71 A D 02 34 C 1A 4B 89 B 58 FB 7 00 71 A D

Page 2 of 2
B7 50 71 CA 0D 002 34 AC 31A 4B 89 5B 758 FB B7 500 71 CA 0D 002
50 071 CA 0D 00 34 AC 31 4 89 5B 75 FB B7 50 71 CA 0D 002 34
07 C 0D 00 23 A 31 A4 B8 5B 75 8F B 50 07 CA 0D 00 34 AC
1C A0 0 23 4A C3 A B 95 7 8F BB 75 07 1C 0 0 23 A 3
A0 D0 02 4A C3 1A 4B 895 B7 58F BB 75 007 1C A0 D0 023 4A C3 1A
Discuss the future of Performance Management

D0 02 34A C3 1A 4B 895 B7 58F BB 75 00 1C A0 D0 023 4A C3 1A 4B

02 34A C3 1A 4B 895 B7 58 BB 75 00 71C A0 D0 02 4A C3 1A 4B 895
Explain the concept of performance benchmarking

Ethical Performance Management & its significance

34 C 1A 4B 89 B 58 FB 7 00 71 A D 02 34 C 1A 4B 89 B7
AC 31 4 8 5B 75 FB B7 50 71 CA 0D 00 34 AC 31 4 89 5B 58

************************

AC31A4B895B758FBB750071CA0D00234
31 A4 B89 95B 75 8FB B7 50 071 CA 0D 00 234 AC 31 A4B B89 5B 758 FB

Results / Outcomes Approach in Performance Appraisal

A4 B8 5B 75 8F B 50 07 CA 0D 00 23 AC 31 A4 8 5B 75 FB B7
B8 95 75 8F BB 750 07 1C 0D 00 23 4A 31 A4 B8 95B 75 8F B 50

What is Career & Career Planning? What are its Objectives

95 B7 8F BB 75 07 1C A0 00 23 4A C3 A4 B8 95 75 8F BB 750 07
B7 58 BB 75 00 1C A0 D0 23 4A C3 1A B 95 B7 8F BB 75 07 1C
58 FB 75 00 71C A0 D0 02 4A C3 1A 4B 895 B7 58 BB 75 00 1C A0
Discuss the need & importance for Performance Management

FB B7 00 71 A D 02 34 C 1A 4B 89 B 58 FB 7 00 71 A D
B7 50 71 CA 0D 002 34 AC 31A 4B 89 5B 758 FB B7 500 71 CA 0D 002 Explain the role of employer & employee in career development
Explain the various phases of Performance Management Process

50 071 CA 0D 00 34 AC 31 4 89 5B 75 FB B7 50 71 CA 0D 002 34
07 C 0D 00 23 A 31 A4 B8 5B 75 8F B 50 07 CA 0D 00 34 AC
1C A0 0 23 4A C3 A B 95 7 8F BB 75 07 1C 0 0 23 A 3
A0 D0 02 4A C3 1A 4B 895 B7 58F BB 75 007 1C A0 D0 023 4A C3 1A
D0 02 34A C3 1A 4B 895 B7 58F BB 75 00 1C A0 D0 023 4A C3 1A 4B
02 34A C3 1A 4B 895 B7 58 BB 75 00 71C A0 D0 02 4A C3 1A 4B 895

Difference between Performance Appraisal & Performance Management

What are High Performance Teams? Highlight their typical characteristics

Explain the concept of Potential Appraisal & discuss the steps in potential

34 C 1A 4B 89 B 58 FB 7 00 71 A D 02 34 C 1A 4B 89 B
AC 31 4 8 5B 75 FB B7 50 71 CA 0D 00 34 AC 31 4 89 5B
Highlight some of the key issues & challenges in Performance Management

31 A4 B89 95B 75 8FB B7 50 071 CA 0D 00 234 AC 31 A4B B89 5B 75

What is Ethical Performance Management? Elaborate on the principles of

A4 B8 5B 75 8F B 50 07 CA 0D 00 23 AC 31 A4 8 5B 75
B8 95 75 8F BB 750 07 1C 0D 00 23 4A 31 A4 B8 95B 75 8
95 B7 8F BB 75 07 1C A0 00 23 4A C3 A4 B8 95 75 8F
B7 58 BB 75 00 1C A0 D0 23 4A C3 1A B 95 B7 8F
(7)
(8)
(07)
(07)
(07)

(15)
(08)
(15)
(08)
What is Performance Appraisal? Explain in brief the various approaches to (15)
(15)
(08)

58 FB 75 00 71C A0 D0 02 4A C3 1A 4B 895 B7 58 BB
FB B7 00 71 A D 02 34 C 1A 4B 89 B 58 FB
Paper / Subject Code: 46011 / Human Resource: Performance Management & Career Planning

B7 50 71 CA 0D 002 34 AC 31A 4B 89 5B 758 FB B7

50 071 CA 0D 00 34 AC 31 4 89 5B 75 FB B7
07 C 0D 00 23 A 31 A4 B8 5B 75 8F B 50
1C A0 0 23 4A C3 A B 95 7 8F BB 75
A0 D0 02 4A C3 1A 4B 895 B7 58F BB 75 00
D0 02 34A C3 1A 4B 895 B7 58F BB 75 00
02 34A C3 1A 4B 895 B7 58 BB 75 00 71
34 C 1A 4B 89 B 58 FB 7 00 71
AC 31 4 8 5B 75 FB B7 50 71 C
3 A4 B8 95 75 8F B 50 07 CA