(MS & MBA Executive)

Instructor: Miss Aliya Ahmad Shaikh

Total marks: 10

Subject: Performance Management (Finals)

Time allowed: 15min

Name : ___________________

Roll #__________________

Q1. Mark the below statements as True/False.

1. BARS use automatic rating scales that use critical incidents as anchors.
2. Competencies are the immeasurable clusters of KSAs that are critical in determining how
results will be achieved.
3. The executives being the supervisors can appraise their subordinates.
4. Peers are in the best position to evaluate performance in relation to the strategic
organizational goals.
5. Customers provide secondary information in the performance appraisal.
6. 640-Degree appraisals includes supervisors, peers, employees, team members, customers
and others with relevant information evaluate the employee
7. The appraisal process requires comparison of actual performance with standards.
8. The judgment in rating becomes harsher when the rater detects external attribution as a
cause of employees poor performance.
9. The obvious link between behavior and results favors behavioral approach to
performance measurement.
10. Rating inflation is done to shock employees, teach a rebellious employee a lesson, send a
message that the employee should consider leaving, build a record of poor performance.

(MS & MBA Executive)

Instructor: Miss Aliya Ahmad Shaikh
Subject: Performance Management(Finals)

Total marks: 25
Time allowed: 2 hrs.

Q2. Attempt all short questions. Support your answers with relevant examples.

(45=20)

a) Differentiate between trait approach, results approach and behavior approach.

b) Explain how declarative knowledge, procedural knowledge and motivation posit different
performance deliverables of employees.
c) Explain the errors on which raters are trained.
d) Enlist and explain the types of relative standards which are used to measure performance.
Q3. Short Case:

(5)

Below are the tasks, responsibilities and accountabilities extracted from the job description of an
HR practioner. Extract and list down the task and contextual performance required to deliver this
job.
Resolving conflicts of peers, building teams and unions, forming informal groups to facilitate
organizational learning and knowledge management, teaching coworkers, mentoring, coaching,
influencing others as a leader, embracing diversity, monitoring progress of subordinates,
providing constructive feedback, checking on employees adherence to ethical working, ordering
the cleaners for safety and tidiness, collecting appraisal reports, arranging HR workshops for
training and development, doing extra effort to perform job, doing job as per the required
procedures.