CUSTOMER_CODE
SMUDE
DIVISION_CODE
SMUDE
EVENT_CODE
SMUAPR15
ASSESSMENT_CODE MU0016_SMUAPR15
QUESTION_TYPE
DESCRIPTIVE_QUESTION
QUESTION_ID
15864
QUESTION_TEXT
What are the aims of Performance Management? Briefly discuss
each one of them.
SCHEME OF
EVALUATION
1.To measure goal achievement:
Overall evaluation of a company and its ability to set and reach goals
is critical for success.
2.To identify the shortfall areas:
Another objective is to discover where employees and the company
are falling short.
3.To identify strengths and weakness:
PM, therefore, has the objective of measuring the strength and
weaknesses of an employee.
4.To evaluate the adequacy of effort:
An employee may have the strengths but he may fall short in effort
to produce the required result. PM is a direct measurement of this.
5.For timely remedial action:
To identify and remedy situations.
6.To evaluate leadership adequacy:
The inability of a company to meet the goals is often due to poor
leadership, poor planning, poor implementation or poor employee
performance.
7.To test the efficacy of teamwork:
Every employee must work with the team members to develop new
techniques and implement changes.
8.To assist enhancing standards:
PM contributes to enhanced standards of work performance of an
employee or class of employees.
9.To ensure alignment to the goal:
To ensure that the employees work towards the defined goals is an
important aim of PM since it is possible that employees are working
hard but not towards the organizational goal and, that too not in an
appropriate manner.
10.To facilitate feedback:
While it is accepted that employee should be given feedback as often
as possible, PM’s aim is that the employees receive at least the
minimum required feedback at regular intervals.
11.To enable personal growth:
To assist the employees to achieve personal growth by acquiring
relevant knowledge, skills and attitudes.
12.To enable a conversation:
PM is perhaps the ideal method for an intimate one – one
conversation with the supervisors. This in turn creates an excellent
work atmosphere.
QUESTION_TYPE
DESCRIPTIVE_QUESTION
QUESTION_ID
72364
QUESTION_TEXT
Explain the different aspects of performance expectations
defined by performance agreement.
SCHEME OF
EVALUATION
1.
2.
3.
4.
5.
Role requirement
Objectives and standards of performance e
Knowledge, skill and capabilities
Performance measures and indicators
Corporate core values or requirements
QUESTION_TYPE
DESCRIPTIVE_QUESTION
QUESTION_ID
72365
QUESTION_TEXT
Explain the major characteristics of performance appraisal.
1.
2.
3.
SCHEME OF EVALUATION
4.
5.
6.
Appraisal match the job descriptions
Appraisals are legally complaints
Appraisers must be trained
Appraisal system require follow up
Data generation system
Integrating device
QUESTION_TYPE DESCRIPTIVE_QUESTION
QUESTION_ID
72369
a. Explain the absolute standard evaluation system.
QUESTION_TEXT b. Discuss any three ethical dilemma situations under performance
management system
SCHEME OF
EVALUATION
a. Absolute standard evaluation system :This evaluation system
evaluates individuals for several criteria such as initiative, target
achievement, etc. And rates them accordingly. Employees are not
compared with each other.
4 marks
b) 1.Ethical dilemma 1: Use of trait-oriented or
subjective
evaluation criteria :
2. Ethical dilemma 2: problem in the writing of
performance
standards and measurement indicators.
3. Ethical dilemma 3: The use of different PA system
within
the same organisation.
4. Ethical dilemma 4: How are the results of PA to be used?
5. Ethical dilemma 5: who determines the objective standards
(6 marks)
QUESTION_TYPE
DESCRIPTIVE_QUESTION
QUESTION_ID
72370
QUESTION_TEXT
What are the factors of performance management which are
important to other HR processes
1.
SCHEME OF
EVALUATION
Recruiting:
Recruiting is the first step in getting human resources to the firm.
While recruiting, we use job descriptions or competencies. Both, in
the ultimate analysis, are a definition of the performance
recruitments.
2. On – boarding:
PM is important in the on-boarding process. Through PM, we are
able to clearly express the needs of the organization, its norms and
such other parameters which required for performance so that the
candidates come mentally tuned for the job.
3. Organizational performance:
PM is the process by which we define what portion of the
organizational goal a person should deliver. Hence PM traces the
individual competencies and deliverables to the organizational
strategy.
4. Learning and Development :
If we join a company and are not able to perform to the required
standards, then we need to learn the same. This is done through
training. We should also develop some new skills so that we can do a
job of value.
5. Reward and motivation:
Here we cover both intrinsic and extrinsic
rewards.
6.
Exit management:
There is an old adage popular in government organizations: “you
can be a ticketless passenger , but do not pull the chain” . In a
business set – up, you cannot even be a ticketless passenger. PM
clearly defines the performance requirements and enables an
organization to get rid of people who do not contribute to the
performance of the company. (10 marks)
QUESTION_TYPE
DESCRIPTIVE_QUESTION
QUESTION_ID
72373
QUESTION_TEXT
What are the types of Virtual Teams
SCHEME OF
EVALUATION
1. Networked teams :
These are geographically distributed and not necessarily from the
same organization. They are experts who come together to discuss
and solve a problem which is complex in nature and which needs
special expertise and are dissolved after the purpose.
2. Parallel teams :
They are similar to networked teams and may or may not be from the
same organization but they are not usually dissolved, but await other
tasks.
3. Project development teams :
The best example of this is a product development team. They are
similar to parallel teams but have recommendatory powers and,
often, accountability to create a product.
4. Work, production and functional teams :
Though they operate virtually, they are function –specific, for
example, finance teams which handle various aspects of global
finance in an organization.
5. Service teams :
They provide service to customers but are located in different time
zones and over the jobs as the time changes.
6. Offshore teams :
These are teams to which organizations sub-contract some of their
jobs.
(10 marks)