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ASSIGNMENT
DRIVE FALL 2014
PROGRAM MBADS (SEM 4/SEM 6)
MBAFLEX/ MBAN2 (SEM 4)
PGDHRMN (SEM 2)
SUBJECT CODE & NAME MU0016 – Performance Management and Appraisal
BK ID B1868
Credit and Max. Marks 4 credits; 60 marks
Note – Answer all questions. Kindly note that answers for 10 marks questions should be
approximately of 400 words. Each question is followed by evaluation scheme.
1 Discuss the principles and dimensions of Performance Management
Answer : The principles of performance management
 It translates corporate goals into individual, team, department and divisional goals.
 It helps to clarify corporate goals.
 It is a continuous and evolutionary process, in which performance improves over time.
 It relies on consensus and co-operation rather than control or coercion.
 It creates a shared understanding of what is required to improve performance and how it
will be achieved.
 It encourages self-management of individual performance.
 It requires a


Q2 What are the key contents of a Performance Agreement? Explain
Answer : Contents of performance agreement :
Each agency uses performance agreements to define accountability for specific organizational goals
and to help its executives align their daily operations with the agency's program goals. Performance
agreements, like performance appraisal plans, define individual employee performance expectations
and establish results-oriented goals. When the agency aligns executive performance agreements
with its goals, executives can better understand the connection between their organization's daily
activities and agency goal achievement.
Q.3. Assume that you have joined as an HR in an organization. The first task assigned to you is to
conduct the Performance Appraisal Process. What according to you is its ? Describe the entire
Performance Appraisal process.

2. 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 second
definition is more focused on behaviours as a part of assessment because behaviours do affect job
results.
Q.4 Discuss the skills that a line manager require for effective Performance Management.
Answer : As a line manager you need to have the skills to prepare and run a successful performance
appraisal meeting. Appraising and developing staff is essential to your role. Doing it well and leaving
your staff feeling empowered and motivated is what will make the difference to team and individual
success.
WHO SHOUD ATTEND
Suitable for individuals who carry out staff appraisals and are looking to build their confidence and
effectiveness in this essential skill. The course is suited to those who are new to appraisals or have
limited experience in the area.
5 Define the term ‘Ethics’. Discuss the key factors involved in ensuring Ethics in Performance
Management(PM)
Answer : Ethics involved in Performance appraisals
Having ethics as a manager doing performance appraisals is very important for many reasons. These
appraisals can be highly subjective, which can impact the relationships between the managers and
the employee being reviewed. There are many different ways that a meeting can do from ethical to
unethical. Listed are some of the general appraisal characteristics and an understanding on how it
can be unethical:
Rewards, punishments and threats
6 Write short notes on the following:
a)MBO
Answer : Management by Objectives (MBO) is the most widely accepted philosophy of management
today. It is a demanding and rewarding style of management. It concentrates attention on the
accomplishment of objectives through participation of all concerned persons, i.e., through team
spirit. MBO is based on the assumption that people perform better when they know what is
expected of them and can relate
b)Behaviorally Anchored Rating Scales Method (BARS)
Answer : The BARS (behaviorally anchored rating scales) method of evaluating employees carries
typical job appraisals one step further: Instead of relying on behaviors that can be appraised in any
position in a company, the BARS method bases evaluations on specific behaviors required for each
individual position in an individual company.
The BARS method explained

3. Development of BARS evaluations requires an in-
Dear students get fully solved SMU MBA Fall 2014 assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601