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2.It helps in giving feedback of the performance which in turn helps in performance
improvement.
3. Below the performance, as in the case above, can also indicate training needs.
4.It gives insight into the contribution of employees and enables an organization to
categories employees into high value, medium value, etc.
5.It acts as a control measure and helps in evaluating the efficacy of the job and
identify whether the incumbent requires more competency or resources to execute
it effectively.
6. Reduce grievances because it is systematically comparable.
7.Gives vital input into strategic decision making since the evidence of existence of
high levels of competency in the organization encourages investment decisions,
expansion and the like.
2.Explain the performance Appraisal process:Employee fills the self-appraisal form and submits to the manager;-this is
done in format similar to part II of the PM planning format we saw in the earlier
section and is the starting point of PA. in relation to each objective and KRA, the
individual will record his performance as evaluated by him.
Manager concurs or differs with the self-appraisal:- When he /she does not
concur, it is normal to give reasons or site critical incidents to substantiate that.
Manager sets up a meeting with the employee: This is done on a one-on-one
basis and perhaps, will take 45 minutes to one hour. The manager should prepare in
advance about the feedback he has to give
Employee concurs or gives a rebuttal:- the employee should be given a chance
to rebut the decision of the manager. This is important to meet the ends of justice.
The concurrence and rebuttal should be recorded any signed by both.
The documents are sent to HR for record:- the documents are processes to HR
for post appraisal actions.
Quns: 4? Explain the concept of 360-Degree feedback system Discuss the
purpose and components of a 360-degree appraisal method.
Ans: Concept of 360-degree feedback system:-In 360-degree appraisal, the
feedback about an employees performance comes from all the sources. The
number (360) indicates all-round appraisal. while 180-degree refers to top-down and
bottom-up feedback, numbers more than this indicate feedback from various other
groups apart from the top-down and bottom-up across the organization. The data
collection is organized, i.e., prepared in a systematic way through aptitude tests or
Explaining the components of a 360-degree appraisal method1.Self appraisal:-Self appraisal allows the employee to compare his/her abilities, limitations,
sucesswith others and judge his/her own performance.
2.Superior appraisal:Superior appraisal follows the traditional concept-t of performance appraisal, where an employees
tasks and actual presentation is rated by the superior. This form of evaluation involves the assessment
of individuals by supervisors on pre-determined parameters, along with the evaluation of the team
and the work scenario by senior managers.
3.Subordinate appraisal: Subordinates evaluate a superior on parameters such as communication,
convincing ability, leadership quality, ability to assign work in an equitable way etc.
Quns 5? Define the term Ethics. Discuss the key factors involved in ensuring Ethics in
performance management?
Ans: 1. Definition of Ethics:- A system of accepted belief which controls behavior, especially a
system based on morals. Ethics management should be integrated along with other management
practice, for example, during the stage of strategic planning, while developing the values statement,
etc. It cannot be a standalone ethical code for PM. ethics is an ongoing process and that it involves
the incorporation of values and associated behaviors. The most important aspect from the ethics
perspective is process of reflection and discussion that produces these deliverables.
to define the ethical standards for internal actions, particularly PM. The PM document should have a
chapter containing what is considered ethical and what is not in the PM context and the consequences
of following these or disobeying them.
Plan the PM well in advance:- It is unethical to include goals in retrospect i.e. you should give the
goals at least a month prior to its being effective so that the employee has a head start.
Take collective decisions explaining the key factors to ensure Ethics in performance
management:-we will discuss issues related to creating an ethical PM system. The success of an
ethics programmed lies in the accomplishment of fair and just behaviors exhibited at the workplace:
practice that generate the lists of ethical values, or codes of ethics, must also be able to generate
policies, procedures and training required to translate these values to acceptable behaviors.
Define and describe the ethical standards:- Along with ethical standards to handle the external
agencies, It is necessary:- The decisions made as a group usually produce better quality decisions as
this will be inclusive of the diverse interests and perspectives. Such decisions taken generally
increase the credibility of the process and in turn benefit the outcome because of the reduce suspicion
of unfair bias.
Define the objectives and get it mutually accepted:-The objectives should be mutually agreed
upon. Managers often tend to argue that if the employees are permitted to define their own goals,
these will be suboptimal.
Mutually agree on the measures: The measures can often be deceptive and it is therefore important
to accept the measures mutually, including the inherent challenges and weaknesses of the measure.
The participants to the PM should accept such limitations and then agree to work within the
limitation and not bring up the issues of imperfection of the measure later to justify a performance
that is below expectations. Measures such as BARS are good ways to create objective measures.
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