Assignment Set – 1

Q.1. Differentiate between Performance Management and Performance Appraisal. (10 Marks)

Ans 1.

Performance Management vs Performance Appraisal

Performance appraisal and management of performance are closely related but fundamentally different terms in the field of human resource management which are frequently confused with one another. Knowing the differences between them is crucial for designing effective HR systems that truly improve overall and personal performance.

Nature and Scope

It is a broad ongoing, strategic, and forward-looking process that encompasses every aspect of identifying the need to measure, develop, and aligning team and individual performances with

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Q.2. Explain control theory with its application in performance management. (10 Marks)

Ans 2.

Control Theory – Overview

Control theory can be described as a behavioral psychology model, which was most thoroughly constructed through William T. Powers in his Perceptual Control Theory and subsequently used to analyze organizational behavior through Charles Carver and Michael Scheier. The fundamental premise of controlling theory states that human behavior is goal-directed and self-regulating: the human mind constantly evaluates their present status or performance to the internal standard (goal) and make decisions in order to lessen any difference between the current

Q.3. Describe the principles of performance management in brief. (10 Marks)

Ans 3.

Principles of Performance Management

Performance management systems that are designed well, effectively used, and really effective contain a number of core rules that differentiate them from merely administrative compliance activities. These principles reflect both behavioral science insights and practical experience gained from many years of HR practice.

Strategic Alignment Principle

Each individual’s goals for performance must cascade logically from and contribute to

Assignment Set – 2

Q.4. Explain the components of feedback. (10 Marks)

Ans 4.                                                                  

Components of Feedback in Performance Management

Feedback is the information provided to an individual or team on their performance, behaviour or results in relation to their expectations. In performance management, feedback is the most important method through which employees are able to learn about how they’re performing in relation to their performance, areas where they could improve, and what they’re doing very well. Effective feedback is not an easy decision, but rather an integrated process of communication

Q.5. Discuss the advantages and disadvantages of Model 4 (Only Team Appraisal) of performance management. (10 Marks)

Ans 5.

Model 4: Only Team Appraisal

Model 4 of Performance Management evaluates only the collective performance as a whole rather than evaluating individual employees independently. In this approach, the team members receive a joint evaluation of performance based upon collective outcomes, and rewards including bonuses or merit increases are shared equally or at a set proportion among group members, based

Q.6. Enumerate four advantages of automation of PM. (10 Marks)

Ans 6.

Automation of Performance Management

The term “performance management automation” refers to using dedicated HR platforms for technology, performance management tools, and integrated systems for managing human capital to digitize, streamline, and enhance the processes of goal setting, continuous feedback, monitoring of performance as well as appraisal and development plans. Manual, paper-based system for managing performance are gradually substituted by systems like Workday, SAP SuccessFactors, Oracle HCM, Darwinbox, and PeopleStrong and PeopleStrong, all of which