Download GTU (Gujarat Technological University) MBA (Master of Business Administration) 2019 Summer 3rd Sem 3539235 Performance Management Previous Question Paper
Seat No.: ________ Enrolment No.___________
GUJARAT TECHNOLOGICAL UNIVERSITY
MBA ? SEMESTER 3 ? EXAMINATION ? SUMMER 2019
Subject Code: 3539235 Date:13/05/2019
Subject Name: Performance Management
Time: 02:30 PM To 05:30 PM Total Marks: 70
Instructions:
1. Attempt all questions.
2. Make suitable assumptions wherever necessary.
3. Figures to the right indicate full marks.
Q.1 Explain the following:
a) Performance Management System
b) Competency Mapping
c) Organizational Climate
d) MBO
e) Prot?g?
f) Self-Appraisal.
g) Performance agreements.
14
Q.2 (a) Discuss the characteristics of Performance Management in detail. 07
(b) How organizational culture is different from a bank to an educational
institute? Discuss the influence of culture on performance level of
employees.
07
OR
(b) Explain MBO technique for middle-level managers of FMCG sector. 07
Q.3 (a) Describe how PMS can be helpful to attain the goals of other functions of
HR?
07
(b) Discuss in brief: HR Scorecard 07
OR
Q.3 (a) Discuss in detail the performance mentoring process. How it is significant
to prot?g??s performance?
07
(b) Give a brief idea about 360-degree method with its applicability. 07
Q.4 (a) Explain Performance Management Cycle in brief. 07
(b) Explain various Errors of Performance Appraisal with its remedies. 07
OR
Q.4 (a) Define Performance Monitoring. Explain the role of Assessment Center
in monitoring performance of employees.
07
(b) How HR professional can frame performance-based Succession
Planning?
07
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Page 1 of 3
Seat No.: ________ Enrolment No.___________
GUJARAT TECHNOLOGICAL UNIVERSITY
MBA ? SEMESTER 3 ? EXAMINATION ? SUMMER 2019
Subject Code: 3539235 Date:13/05/2019
Subject Name: Performance Management
Time: 02:30 PM To 05:30 PM Total Marks: 70
Instructions:
1. Attempt all questions.
2. Make suitable assumptions wherever necessary.
3. Figures to the right indicate full marks.
Q.1 Explain the following:
a) Performance Management System
b) Competency Mapping
c) Organizational Climate
d) MBO
e) Prot?g?
f) Self-Appraisal.
g) Performance agreements.
14
Q.2 (a) Discuss the characteristics of Performance Management in detail. 07
(b) How organizational culture is different from a bank to an educational
institute? Discuss the influence of culture on performance level of
employees.
07
OR
(b) Explain MBO technique for middle-level managers of FMCG sector. 07
Q.3 (a) Describe how PMS can be helpful to attain the goals of other functions of
HR?
07
(b) Discuss in brief: HR Scorecard 07
OR
Q.3 (a) Discuss in detail the performance mentoring process. How it is significant
to prot?g??s performance?
07
(b) Give a brief idea about 360-degree method with its applicability. 07
Q.4 (a) Explain Performance Management Cycle in brief. 07
(b) Explain various Errors of Performance Appraisal with its remedies. 07
OR
Q.4 (a) Define Performance Monitoring. Explain the role of Assessment Center
in monitoring performance of employees.
07
(b) How HR professional can frame performance-based Succession
Planning?
07
Page 2 of 3
Q.5
CASE STUDY:
RamZee Electronics Corporation Ltd. Recently diversified its
activities and started producing computers. It employed personnel at
the lower level and middle level. It has received several applications
for the post of commercial manager ? computer division. It could not
decide upon the suitability of the candidate to the position, but did
find that r. Mayur is more qualified for the position than other
candidates. The corporation has created a new post below the cadre of
General Manager i.e. Joint General Manager and asked Mr. Mayur to
join the Corporation as Joint General Manager. Mr. Mayur agreed to
it view in that he will be considered for General Managers position
based on his performance. Mr. Manoj, the Deputy General Manager
of the Corporation and one of the candidates for General for General
Managers Position was annoyed with the managements practice. But,
he wanted to show his performance record to the management at the
next appraisal meeting. The management of the corporation asked
Mr. Chobey, General Manger of Televisions Division to be the
General Manager in charge of Computer Division for some time,
until a new General Manager is appointed. Mr. Chobey wanted to
switch over to Computer Division in view of prospects, prestige and
recognition of the position among the top management of the
Corporation. He viewed this assignment as a chance to prove his
performance.
The corporation has the system of appraisal of the superior?s
performance by the subordinates. The performance of the Deputy
General Manager, Joint General Manager and General Manager has
to be appraised by the same group of the subordinates. Mr. Manoj and
Mr. Chobey know very well about the system and its operation,
whereas Mr. Mayur is a stranger to the system as well as its modus
operandi. Mr. Chobey and Mr. Manoj were competing with each
other is convincing their subordinates about their performance and
used all sorts of techniques for pleasing them like promising them a
wage hike, transfers to the job of the interest, promotion, etc.
However these two offers functioned in collaboration with the view
to pull down Mr. Mayur. They openly told their subordinates that a
stranger should not occupy the ?chair?. They created several groups
among employees like pro Manoj?s group, pro Chobey group, Anti
Mayur and Mayur group.
Mr. Praksh has been watching the proceedings calmly and keeping
the top management in touch with all these developments. However,
Mr. Mayur has been quite work conscious and top management found
his performance under such a political atmosphere to be satisfactory.
Mayur?s pleasing manners and way of maintaining human relations
with different levels of employees did, however, prevent the
emergence of an anti Mayur wave in the company. But in view of the
political atmosphere within the company, there is no strong pro
Mayur?s group either.
Management administered the performance appraisal technique and
teh subordinates appraised the performance of all these three
managers. In the end, surprisingly, the workers assigned the
following overall scores. Mayur: 560 pints, Chobey: 420 points and
Manoj: 260 points.
Managers position was annoyed
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Page 1 of 3
Seat No.: ________ Enrolment No.___________
GUJARAT TECHNOLOGICAL UNIVERSITY
MBA ? SEMESTER 3 ? EXAMINATION ? SUMMER 2019
Subject Code: 3539235 Date:13/05/2019
Subject Name: Performance Management
Time: 02:30 PM To 05:30 PM Total Marks: 70
Instructions:
1. Attempt all questions.
2. Make suitable assumptions wherever necessary.
3. Figures to the right indicate full marks.
Q.1 Explain the following:
a) Performance Management System
b) Competency Mapping
c) Organizational Climate
d) MBO
e) Prot?g?
f) Self-Appraisal.
g) Performance agreements.
14
Q.2 (a) Discuss the characteristics of Performance Management in detail. 07
(b) How organizational culture is different from a bank to an educational
institute? Discuss the influence of culture on performance level of
employees.
07
OR
(b) Explain MBO technique for middle-level managers of FMCG sector. 07
Q.3 (a) Describe how PMS can be helpful to attain the goals of other functions of
HR?
07
(b) Discuss in brief: HR Scorecard 07
OR
Q.3 (a) Discuss in detail the performance mentoring process. How it is significant
to prot?g??s performance?
07
(b) Give a brief idea about 360-degree method with its applicability. 07
Q.4 (a) Explain Performance Management Cycle in brief. 07
(b) Explain various Errors of Performance Appraisal with its remedies. 07
OR
Q.4 (a) Define Performance Monitoring. Explain the role of Assessment Center
in monitoring performance of employees.
07
(b) How HR professional can frame performance-based Succession
Planning?
07
Page 2 of 3
Q.5
CASE STUDY:
RamZee Electronics Corporation Ltd. Recently diversified its
activities and started producing computers. It employed personnel at
the lower level and middle level. It has received several applications
for the post of commercial manager ? computer division. It could not
decide upon the suitability of the candidate to the position, but did
find that r. Mayur is more qualified for the position than other
candidates. The corporation has created a new post below the cadre of
General Manager i.e. Joint General Manager and asked Mr. Mayur to
join the Corporation as Joint General Manager. Mr. Mayur agreed to
it view in that he will be considered for General Managers position
based on his performance. Mr. Manoj, the Deputy General Manager
of the Corporation and one of the candidates for General for General
Managers Position was annoyed with the managements practice. But,
he wanted to show his performance record to the management at the
next appraisal meeting. The management of the corporation asked
Mr. Chobey, General Manger of Televisions Division to be the
General Manager in charge of Computer Division for some time,
until a new General Manager is appointed. Mr. Chobey wanted to
switch over to Computer Division in view of prospects, prestige and
recognition of the position among the top management of the
Corporation. He viewed this assignment as a chance to prove his
performance.
The corporation has the system of appraisal of the superior?s
performance by the subordinates. The performance of the Deputy
General Manager, Joint General Manager and General Manager has
to be appraised by the same group of the subordinates. Mr. Manoj and
Mr. Chobey know very well about the system and its operation,
whereas Mr. Mayur is a stranger to the system as well as its modus
operandi. Mr. Chobey and Mr. Manoj were competing with each
other is convincing their subordinates about their performance and
used all sorts of techniques for pleasing them like promising them a
wage hike, transfers to the job of the interest, promotion, etc.
However these two offers functioned in collaboration with the view
to pull down Mr. Mayur. They openly told their subordinates that a
stranger should not occupy the ?chair?. They created several groups
among employees like pro Manoj?s group, pro Chobey group, Anti
Mayur and Mayur group.
Mr. Praksh has been watching the proceedings calmly and keeping
the top management in touch with all these developments. However,
Mr. Mayur has been quite work conscious and top management found
his performance under such a political atmosphere to be satisfactory.
Mayur?s pleasing manners and way of maintaining human relations
with different levels of employees did, however, prevent the
emergence of an anti Mayur wave in the company. But in view of the
political atmosphere within the company, there is no strong pro
Mayur?s group either.
Management administered the performance appraisal technique and
teh subordinates appraised the performance of all these three
managers. In the end, surprisingly, the workers assigned the
following overall scores. Mayur: 560 pints, Chobey: 420 points and
Manoj: 260 points.
Managers position was annoyed
Page 3 of 3
(a) How do you evaluate the worker?s appraisal in this case?
07
(b) Do you suggest any techniques to avert politics creeping into the
process of performance appraisal by subordinates? Or do you suggest
the measure of dispensing with such appraisal systems?
07
OR
Q.5 (a) Do you think Mr. Mayur should act in any other different manner to
tackle the entire issue? Please give your input.
07
(b)
Do you support the judgment taken by top management with respect
to all three employees? If a chance is given, how much changes you
will make in points and why?
07
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This post was last modified on 19 February 2020