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ASSIGNMENT
DRIVE FALL 2015
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 aims of Performance Management
Answer : According to Lockett (1992), performance management aims at developing individuals
with the required commitment and competencies for working towards the shared meaningful
objectiveswithinanorganizational framework.Performance managementframeworksare designed
with the objective of improving both individual and organizational performance by identifying
performance requirements,providingregular feedback and assisting the employees in their career
development.
Performance managementaimsatbuildingahighperformance culture for both the individuals and
the teams so that they jointly take the responsibility of improving the business processes on a
continuousbasisandat the same time raise the competence barbyupgradingtheirownskillswithin
a leadershipframework.Itsfocusisonenablinggoal clarity for making people do the right things in
the right time. It may be said that the main
2. Discuss the steps in giving a constructive feedback.
Answer : Without a doubt, knowing how to give constructive feedback is one of the most valuable
skills you can have.
Step 1: State the constructive purpose of your feedback.
First,brieflystate yourpurpose byindicating what you'd like to cover and why it's important. If you
are initiatingfeedback,thisfocusgivesthe otherpersonaheadsupabouthow the conversation will
go. If the otherpersonhas requestedfeedback,afocusing statement will make sure that you direct
your feedback toward what the person needs. Remember to be clear and straight-to-the-point.

2. 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 purpose? Describe the
entire Performance Appraisal process.
Answer : Answer : Performance Appraisals is the assessment of individual’s performance in a
systematicway.Itisa developmental tool usedforall rounddevelopment 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.
Performance Appraisal process.
4. Explain the concept of 360-Degree feedback system. Discuss the purpose and components of a
360-degree appraisal method.
Answer : What is 360 Degree Feedback?
360 degree feedbackisamethodanda tool that provideseachemployeethe opportunitytoreceive
performance feedbackfromhisorher supervisor and four to eight peers, reporting staff members,
coworkersandcustomers.Most 360 degree feedbacktoolsare alsorespondedtoby each individual
in a self assessment.
360 degree feedback allows each individual to understand how his effectiveness as an employee,
coworker, or
5. Define the term ‘Ethics’. Discuss the key factors involved in ensuring Ethics in Performance
Management.
Answer : Answer : Ethics involved in Performance appraisals
Havingethicsas a manager doingperformance appraisalsisveryimportantformanyreasons.These
appraisalscanbe highlysubjective, which can impact the relationships between the managers and
the employee beingreviewed.There are manydifferent 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:

3. a) Forced Distribution Method
Answer:Companiesturnto the forceddistributionmethodof assessingworkers' performance in an
attempt to prevent the "grade inflation" that often develops in employee job reviews. More
commonly known as forced ranking or stack ranking, forced distribution makes it impossible for
managersto simplyrate all of theirworkers as excellent, good or even average. It requires them to
specifically identify the best performers and, more important, the worst performers.
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
(Prefer mailing. Call in emergency )