HRM

INTERNAL-1

1. You have a team of 15 Assistant Vice Presidents across functions (sales, marketing, finance,
digital, HR) in your company. Which of the following methods of appraisal will you use for
promoting them to the Vice President's position? Why?
a) Assessment Centre
b) BARS
c) 360-degree appraisal
d) 720-degree appraisal

1. Answer:-
For promoting Assistant Vice Presidents to Vice President positions across functions (sales,
marketing, finance, digital, HR), I would choose the method of assessment centre appraisal
method.
●Comprehensive Evaluation: They provide a thorough assessment of candidates'
competencies and skills relevant to the Vice President role, including leadership, strategic
thinking, decision-making, communication, and problem-solving.
●Objective Assessment: The assessment centre process is structured and standardized,
reducing biases and subjectivity in the evaluation. This ensures a fair and objective
assessment of all candidates based on their performance in the exercises and simulations.
●Realistic Simulations: The exercises and simulations used in assessment centres mimic
real-world scenarios and challenges that Vice Presidents may encounter in their roles. This
allows for a realistic assessment of candidates' capabilities to handle the demands of the
position.
●Developmental Feedback: Assessment centres not only assess candidates' current abilities
but also provide valuable feedback for development. Candidates receive feedback on their
strengths and areas for improvement, enabling them to work on their development areas
effectively.

2.You want to guide the Area Sales Manager of your company regarding his
performance using
Individual Development Plans.
Which of the following methods will you use and why?
a) 360-degree appraisal
b) 720-degree appraisal
 2.Answer:-
For guiding the Area Sales Manager's performance using Individual Development Plans , I would
choose the method of 360-degree appraisal.
● 360-degree appraisal gathers feedback from multiple sources, including supervisors, peers,
subordinates, and even external stakeholders. This provides a comprehensive view of the Area Sales
Manager's performance from various perspectives.
●By collecting feedback from multiple sources, including those who directly work with the Area
Sales Manager, the evaluation becomes more holistic and reflective of their actual performance and
impact on others.
●360-degree feedback can enhance self-awareness in the Area Sales Manager by providing insights
into how their behaviour and actions are perceived by others. This can lead to greater self-reflection
and growth

3.Reliance Industries wants its marketing managers to design an appraisal program for their
juniors. Design a 360-degree appraisal for the juniors stating the advantages and disadvantages
of the feedback.
3.Answer:-
In a 360-degree appraisal program for junior marketing managers at Reliance Industries, feedback
will be collected from various sources including:-
1. subordinates
2. Self-Assessment
3. Peer Feedback
4. Supervisor
5. Client or Customer Input

Advantages of 360-Degree Appraisal:

 Comprehensive Feedback: Provides a holistic view of the junior marketing
manager's performance from multiple perspectives.
 Enhanced Self-awareness: Helps junior managers gain insights into their strengths
and development areas, self-awareness and personal growth.
 Promotes Development: Identifies specific areas for improvement, enabling targeted
development initiatives and training programs.
 Encourages Collaboration: Encourages collaboration and teamwork by involving
peers and subordinates in the appraisal process.
 Fair and Balanced Assessment: Reduces biases and subjectivity by incorporating
feedback from multiple sources, leading to a more balanced and objective assessment.
Disadvantages of 360-Degree Appraisal:
 Time-Consuming: Collecting feedback from multiple sources and analyzing it can
be time-consuming and resource-intensive.
  Potential for Bias: Appraisers may exhibit biases in their feedback based on personal
relationships or past experiences with the junior marketing manager.
 Complexity: Managing the logistics and confidentiality of a 360-degree appraisal
process can be complex, requiring careful planning and coordination.

4.You are the Operations Manager of a telecommunication company overseeing customer care
activities of over 150 sales executives. Design a Behaviourally Anchored Rating Scale to
evaluate their performance and explain the advantages of doing so?
4.Answer:-
BARS (Behaviorally Anchored Rating Scale) is a method for evaluating the performance of sales
executives in a telecommunication company.
1. Problem Solving:
●Shows good problem-solving skills by spotting customer problems and fixing them fast.
●Always impresses customers by coming up with smart solutions to tough problems.
2.Communication:
● Communicates clearly and effectively with customers, using appropriate language and tone to
convey information.
● Listens actively to customer concerns, demonstrates empathy, and ensures understanding before
proceeding.
● Provides accurate and relevant information to customers, avoiding jargon and technical terms
whenever possible.
3.Empathy:
● Demonstrates genuine empathy and understanding towards customers' feelings and concerns,
building rapport and trust.
● Acknowledges customer frustrations or dissatisfaction empathetically, taking ownership of the
situation and working towards a solution.
4.Example of Behavioral Indicators for Sales Skills:
●Poor: Fails to meet sales targets consistently, lacks proactive approach in identifying new leads.
●Satisfactory: Meets sales targets occasionally, demonstrates basic negotiation skills.
●Outstanding: Consistently exceeds sales targets, effectively identifies and capitalizes on sales
opportunities.
Advantages:
 Provides specific and observable behavioural indicators for each level of
performance.
 Enhances validity and reliability of the appraisal process.
 Facilitates targeted development efforts.
 Consistency.
 Improves feedback quality by focusing on observable behaviours.
 Promotes fairness and transparency in evaluations.