DHRM402 PERFORMANCE MANAGEMENT & APPRAISAL JULY-AUGUST 2025

Description

SESSION	JUL – AUG 2025
PROGRAM	MASTER OF BUSINESS ADMINISTRATION (MBA)
SEMESTER	IV
COURSE CODE & NAME	DHRM402 PERFORMANCE MANAGEMENT & APPRAISAL

 

 

 

Assignment Set – 1

 

 

Q1. Explain the evolution of performance management.  10       

Ans 1.

Evolution of Performance Management

The concept of performance management has evolved significantly over the past century from a narrow system of evaluating employee activities to a holistic process aimed at continuous improvement and organisational growth. Early management practices focused mainly on controlling employee behaviour, measuring output, and ensuring compliance. Over time, organisations realised that performance is influenced by motivation, clarity of goals, organisational culture, and developmental opportunities. This shift transformed performance

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Q2. Describe goal theory and its application in performance management.       10      

Ans 2.

Goal Theory

Goal theory, developed primarily by Edwin Locke and Gary Latham, states that specific and challenging goals lead to higher levels of performance compared to vague or easy goals. The theory is grounded in the belief that conscious goals regulate human behaviour by directing attention, motivating effort, and sustaining persistence. According to goal theory, performance improves when employees have clear expectations, measurable targets, and

 

 

Q3. Write short notes on:

1. Principle of specificity
2. Principle of measurability 5+5

Ans 3.

1. Principle of Specificity

The principle of specificity emphasises that performance expectations must be clear, detailed, and unambiguous. In performance management, specificity ensures employees fully understand what tasks they must perform, the standards required, and the outcomes expected. When goals or performance criteria are vague, employees experience confusion, which leads to inconsistent performance and reduced accountability. Specificity eliminates ambiguity by describing tasks in precise terms, outlining behaviours to be demonstrated, and defining

 

 

Assignment Set – 2

 

 

Q4. Briefly explain the role of feedback in performance appraisal feedback system 10

Ans 4.            

Role of Feedback

Feedback is a central component of any performance appraisal system because it bridges the gap between actual performance and expected performance. It provides employees with clear information about how well they are performing and what areas require improvement. Without meaningful feedback, performance appraisal becomes a mechanical rating exercise with little developmental value. A structured feedback process encourages open

 

 

Q5. Discuss the merits and demerits of 360-degree appraisal. 10

Ans 5.

360-Degree Appraisal

A 360-degree appraisal is a comprehensive evaluation method where feedback is collected from multiple sources—supervisors, peers, subordinates, customers, and sometimes even external stakeholders. Instead of relying on a single evaluator, this system provides a holistic view of an employee’s performance, behaviour, and interpersonal skills. Although widely

Q6. Discuss the challenges of linking performance with rewards. 10

Ans 6.

Linking performance with rewards is an essential aspect of modern performance management systems. Organisations aim to motivate employees by offering monetary or non-monetary rewards based on their level of performance. Although this approach appears logical, the process involves several complexities. Differences in roles, subjective assessments, organisational constraints, and employee perceptions create substantial challenges.

Challenge 1: Measuring Performance Objectively

One of the primary challenges is identifying appropriate metrics for assessing performance.