HR03
Performance Management
Assignment - I
Assignment Code: 2015HR03A1 Last Date of Submission: 15th May 2015
Maximum Marks: 100
Attempt all the questions. All the questions are compulsory and carry equal marks.
Section-A
1. i) Compare and contrast performance appraisal with performance management.
ii) Explain why performance management is important in accomplishing
organizational goals.
2. i) Discuss the components of manage performance?
ii) Discuss the concept of performance management theatre.
3. i) Explain how you would go about developing performance plan using critical incident approach.
ii) What kind of monitoring and mentoring behaviours are required from managers for effective management of performance?
4. i) Explain the process of setting performance criteria.
ii) What are the essential characteristics of effective performance criteria? Give suitable examples.
Section-B
Case Study: “SMART Practice Makes Perfect”
SMART goals are essential for anyone in any position to achieve success throughout their careers. However, creating SMART goals is not the only consideration. It is equally important to document specific activities and milestones to be reached toward the achievement of each goal. Specific activities created to reach the goals are important so that the goal maker can determine, at specific time intervals, whether or not they are on course in attaining their goals. Further, having a goal without a plan is a sure recipe for failure. Without a plan, many find that by the time they realize they will not reach their goal, it is too late to change course.
Case Questions:
5. (i) Choose a job position with which you are familiar and that is highly visible (e.g., Cashier of a fast food restaurant or a branded grocery store clerk). Imagine that you are the supervisor of this position. Create five SMART goals that would help someone in this position achieve success. Ensure that each goal is Specific, Measurable, Attainable, Relevant and Time-specific.
(ii) For each goal create specific activities that a person in this position could do each day, week, or month to help achieve these goals. If you do not know what tasks may be required for this position, use your imagination, take your best guess, or make up some ideas.
HR03
Performance Management
Assignment - II
Assignment Code: 2015HR03A2 Last Date of Submission: 15th May 2015
Maximum Marks: 100
Attempt all the questions. All the questions are compulsory and carry equal marks.
Section-A
1. i) Define what is reward in the context of performance management.
ii) How is it different from a reward system that is not performance centric?
2. i) What is the significance of teamwork in enhancing performance?
ii) How can team-based performance management be nurtured in an organization?
3. i) How change management can be operationalized through performance management?
ii) How does conflict among members of a team impact the team performance?
4. i) What is “360-degree feedback”?
ii) What advantage might it have over more traditional performance appraisal systems that use only downward feedback?
iii) What are some of the potential problems that could occur in using a 360-degree feedback system? (5+8+7)
Section-B
Case Study: “Consultant for a Day”
Changing the culture of a company is a task that has captured the hearts and minds of thousands of business professionals around the world, primarily because most fail at it in the long term. Proper performance evaluations lay at the heart of any meaningful change in any organization. To use an American football analogy, performance evaluations and feedback make up the “blocking and tackling” basics that allow companies to consistently beat the competition.
Imagine that you have been hired as a consultant for WidgetCo, the largest widget manufacturer in the region. WIDGETCO® manufactures and distributes precision engineered metal, plastic, cork, rubber and wood products to companies and private individuals worldwide. (The Company web url is http://www.widgetco.com). WidgetCo is composed of about 1000 employees, 100 of whom serve in management capacity. Your job will be to analyze the performance evaluation system currently in place at WidgetCo. You will then create a plan to improve the system. Finally you will implement it.
Case Questions:
5. (i) What are the top five things you would like to find out about the evaluation system at WidgetCo? What are the five most important issues that you would like to uncover at WidgetCo? What would some of the symptoms of those issues be? For example, one major issues could be lack of common evaluation standards.
(ii) Create a questionnaire or survey of ten to twenty questions to send out to employees and managers to learn about the effectiveness of the WidgetCo performance management evaluation process.
(iii) Assume that your questionnaire uncovered that, indeed, WidgetCo is deficient in all five categories you are investigating. Create an action plan for you to help WidgetCo become a top-tier company in performing evaluations and providing useful feedback to employees. Your action plan should answer the following questions:
a) What must be done specifically (activities, training, materials,
communication, etc) ?
b) Who will do what needs to be done?
c) How much management time and employee time will it take?
d) How much of your time will it take to help them implement this plan?
Will you need to hire employees to help you? How much will you charge?
(6+7+7)
Performance Management
Assignment - I
Assignment Code: 2015HR03A1 Last Date of Submission: 15th May 2015
Maximum Marks: 100
Attempt all the questions. All the questions are compulsory and carry equal marks.
Section-A
1. i) Compare and contrast performance appraisal with performance management.
ii) Explain why performance management is important in accomplishing
organizational goals.
2. i) Discuss the components of manage performance?
ii) Discuss the concept of performance management theatre.
3. i) Explain how you would go about developing performance plan using critical incident approach.
ii) What kind of monitoring and mentoring behaviours are required from managers for effective management of performance?
4. i) Explain the process of setting performance criteria.
ii) What are the essential characteristics of effective performance criteria? Give suitable examples.
Section-B
Case Study: “SMART Practice Makes Perfect”
SMART goals are essential for anyone in any position to achieve success throughout their careers. However, creating SMART goals is not the only consideration. It is equally important to document specific activities and milestones to be reached toward the achievement of each goal. Specific activities created to reach the goals are important so that the goal maker can determine, at specific time intervals, whether or not they are on course in attaining their goals. Further, having a goal without a plan is a sure recipe for failure. Without a plan, many find that by the time they realize they will not reach their goal, it is too late to change course.
Case Questions:
5. (i) Choose a job position with which you are familiar and that is highly visible (e.g., Cashier of a fast food restaurant or a branded grocery store clerk). Imagine that you are the supervisor of this position. Create five SMART goals that would help someone in this position achieve success. Ensure that each goal is Specific, Measurable, Attainable, Relevant and Time-specific.
(ii) For each goal create specific activities that a person in this position could do each day, week, or month to help achieve these goals. If you do not know what tasks may be required for this position, use your imagination, take your best guess, or make up some ideas.
HR03
Performance Management
Assignment - II
Assignment Code: 2015HR03A2 Last Date of Submission: 15th May 2015
Maximum Marks: 100
Attempt all the questions. All the questions are compulsory and carry equal marks.
Section-A
1. i) Define what is reward in the context of performance management.
ii) How is it different from a reward system that is not performance centric?
2. i) What is the significance of teamwork in enhancing performance?
ii) How can team-based performance management be nurtured in an organization?
3. i) How change management can be operationalized through performance management?
ii) How does conflict among members of a team impact the team performance?
4. i) What is “360-degree feedback”?
ii) What advantage might it have over more traditional performance appraisal systems that use only downward feedback?
iii) What are some of the potential problems that could occur in using a 360-degree feedback system? (5+8+7)
Section-B
Case Study: “Consultant for a Day”
Changing the culture of a company is a task that has captured the hearts and minds of thousands of business professionals around the world, primarily because most fail at it in the long term. Proper performance evaluations lay at the heart of any meaningful change in any organization. To use an American football analogy, performance evaluations and feedback make up the “blocking and tackling” basics that allow companies to consistently beat the competition.
Imagine that you have been hired as a consultant for WidgetCo, the largest widget manufacturer in the region. WIDGETCO® manufactures and distributes precision engineered metal, plastic, cork, rubber and wood products to companies and private individuals worldwide. (The Company web url is http://www.widgetco.com). WidgetCo is composed of about 1000 employees, 100 of whom serve in management capacity. Your job will be to analyze the performance evaluation system currently in place at WidgetCo. You will then create a plan to improve the system. Finally you will implement it.
Case Questions:
5. (i) What are the top five things you would like to find out about the evaluation system at WidgetCo? What are the five most important issues that you would like to uncover at WidgetCo? What would some of the symptoms of those issues be? For example, one major issues could be lack of common evaluation standards.
(ii) Create a questionnaire or survey of ten to twenty questions to send out to employees and managers to learn about the effectiveness of the WidgetCo performance management evaluation process.
(iii) Assume that your questionnaire uncovered that, indeed, WidgetCo is deficient in all five categories you are investigating. Create an action plan for you to help WidgetCo become a top-tier company in performing evaluations and providing useful feedback to employees. Your action plan should answer the following questions:
a) What must be done specifically (activities, training, materials,
communication, etc) ?
b) Who will do what needs to be done?
c) How much management time and employee time will it take?
d) How much of your time will it take to help them implement this plan?
Will you need to hire employees to help you? How much will you charge?
(6+7+7)
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