Bachelor of Management Studies (B.M.S.) SEM V 2022 2023 Dec 2023 S HUMAN RESOURCE PERFORMANCE MANAGEMENT CAREER PLANNING Question Paper - Mumbai University | munotes

Questions asked in this paper

• (2) Figures to the right indicate full marks

1. Q1 (A) State whether the following statements are True or False (Any Eight): 8 marks
   • 1. Performance management can be defined as a systematic process for improving the organizational performance by improving the performance of individuals & continuous feedback to employees & work groups on their progress toward
   • 3. Job perfection skills are those that are needed to successfully perform one’s job
   • 4. Under performance is consistent failure to meet pre-defined, realistic objectives
   • 5. Metric Benchmarking involves measuring & comparing various units in order to find gaps & the reason behind it
   • 6. A list of desirable ethical behavior by an employee is called as Code of
   • 7. Providing Intensive Feedback & Coaching to New Employees can be considered as one of the Best Practices in PM
   • 8. A team’s achievement beyond a certain target, or a department’s successful completion of a critical project, may be rewarded by the way of individual
   • 9. Career planning is a managerial technique for mapping out the entire career of
   • 10. Performance appraisal can be defined as the informal review & rating of managers by their subordinates
2. Q1 (B) Choose the Correct answer: (Any Seven): 1 is considered to be the soul of High Performance Teams 7 marks
   • a) Innovation
   • b) Maximization
   • c) Aggressiveness 2 is identified as a method of identifying, learning & adopting outstanding practices from others
   • a) Process Benchmarking
   • b) Metric Benchmarking
   • c) Diagnostic Benchmarking 3 help determine the promotability of an individual to a
   • a) Career Planning
   • b) Career Development
   • c) Potential Appraisal 4 means improving the capability of employees to perform through training, giving assignments that introduce newer competencies or higher level of responsibility, improving work processes
   • a) Developing
   • b) Rewarding
   • c) Rating 5 One of the objectives of is to attract and retain the right type of persons in the organization
   • a) Career Development
   • b) Career Planning
   • c) Career Modification 6 may be generally defined as the ability of an individual to apply his or her knowledge & skills & the behaviours necessary to perform the job
   • a) Capability
   • b) Competency
   • c) Coaching 7 An is a preset, formal discussion between the manager & the employee to review the latter’s progress in meeting the agreed objectives & responsibilities in middle of the appraisal period
   • a) Periodic Appraisal
   • b) Performance Appraisal
   • c) Interim Review 8 Performance , iS a continuous process of evaluating employee
   • a) Management
   • b) Appraisal
   • c) Evaluation 9 A is an experienced person in a company or institution who trains
   • a) Mentor
   • b) Coach
   • c) Trainer 10 Setting Clear Goals is one of the essentials for establishing criteria
   • a) Management
   • b) Performance
   • c) Development
3. Q2 (a) Distinguish between Performance Appraisal & Performance Management 8 marks
   • (b) Explain the components of Performance Management 7
   • (c) Explain in detail all the steps of Performance Management Cycle 15
4. Q3 (a) Explain the strategies for effective implementation of Performance 15 marks
   • (b) Explain the methods & benefits of Performance Benchmarking 8
   • (c) Explain the steps for setting up performance criteria 7
5. Q4 (a) What do you mean by Ethical Performance Management? What are the principals of Ethical Performance Management? 15 marks
   • (b) What are Competency & skills based pay & their advantages & disadvantages 8
   • (c) Explain the key issues & challenges in Performance Management 7
6. Q5 (a) Explain the role of Mentor in Career Planning 8 marks
   • (b) Discuss the role of employer & employee in career development Short Notes (Any three): (15) 7
   • 1. Pyramidal Model of Career Development
   • 2. Under Performance
   • 4. Best Practices in Performance Management
   • 5. Need of Performance Management

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