Download JNTUA MBA 2018 May-June Supply 3rd Sem 14E00314 Performance Management Question Paper

Download JNTUA (JNTU Anantapur) MBA (Master of Business Administration) 2018 May-June Supplementary 3rd Sem 14E00314 Performance Management Previous Question Paper

Code: 14E00314

MBA III Semester Supplementary Examinations May 2018
PERFORMANCE MANAGEMENT
(For students admitted in 2014, 2015 & 2016 only)
Time: 3 hours Max. Marks: 60

PART ? A
(Answer the following: (05 X 10 = 50 Marks)

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1 Distinguish performance management from performance appraisal.
OR
2 Describe and explain the key features of an ideal performance management system.

3 Explain the concept of mentoring. What are the benefits of mentoring?
OR
4 What are the responsibilities of a mentor and mentee?

5 Explain the qualities of a good coach.
OR
6 Discuss in detail the function of counseling and the steps involved in counseling process.

7 Explain the relevance of goal setting theory to performance management.
OR
8 Explain the features and applications of balanced score card.

9 What is a learning organization? Explain the different learning approaches.
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10 What do you understand by the concept of compensation objectives? What are types of fringe
benefits?

PART ? B
(Compulsory question, 01 X 10 = 10 Marks)
11 Case Study:
The knowledge intensive IT-enabled service (ITeS) organization in India, which primarily serve
the international clients, should realize, in a competitive market, the survival mantra is to exceed the
customer expectations, It requires people to develop their competencies, reviewing their knowledge
and skills. In ITeS, skill and knowledge life cycles are short and unless it is completely renewed,
people become redundant. Replacing people with the hiring of new skill sets is not only expensive but
also at times raises performance questions. New hires take time to deliver the results, and the
opportunity costs in the process get increased.
In a company called Centrix realizing such operational difficulties and cost over-runs, the
management decided the introduction of personal development programmes for employees known as
?SHARP EDGE?. Every employee gets the performance feedback in a quarterly performance review
meeting with their seniors, who explain the changing skill sets in their verticals and how they can
develop such skill-sets within house training supports. The performance review meeting among
others also highlights on their skill compatibility based on degree of interchange ability ?SHARP
EDGE? programmes are integrated with the long term business needs of the organization and allow
credit points to the employees who acquire the new skill sets. Learning of acquisition of skills could
only be established when employees obtain an external certification after in-house learning and
implement successfully their learned knowledge in their changing work process. Credit points help the
employees in career advancements and pay rise in annual performance reviews.
Starting ?SHARP EDGE? helped the company retain the manpower and reduce the costs of
manpower redundancies. Over and above, the company could stay ahead in competition.
Questions:
(a) What steps did Centrix company take to reduce reduncies in its manpower?
(b) Can you call Centrix a learning organization, if yes how did it stay ahead of the learning curve?
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