PMS Assessment Reviewer PDF

UNIT 1 Fill in the blanks: 1. Performance deals with behavior and results 2. Performance management is multidimensional in concept. 3. Performance is best developed through practical challenges and experience. 4. Performance appraisal is a systematic evaluation of present potential capabilities...

UNIT 1 Fill in the blanks: 1. Performance deals with behavior and results 2. Performance management is multidimensional in concept. 3. Performance is best developed through practical challenges and experience. 4. Performance appraisal is a systematic evaluation of present potential capabilities of personnel and employees by their superiors, superior’s or a professional form outside. 5. The performance management approach focuses more on observed behaviors and concrete results based on the previously established smart objectives. 6. Performance management is a much broader term in comparison with performance appraisal. 7. MBO means Management by Objectives. 8. Performance management may be regarded as a continuous process. State whether the following statements are true or false: True 9. Performance management translates organizational objectives into work units, departmental team and individual goals. True 10. Performance management is a continuous and integrated process. False 11. In the present scenario, the organizations have shifted their focus from performance management to performance appraisals. False 12. Performance management focuses on top down assessment. False 13. Performance appraisal is not directly linked with pay. True 14. Performance management creates a system of regular feedback with positive reinforcement of employee’s behavior and action. True 15. Performance management is more of a developmental tool rather than administration of financial rewards. UNIT 2 Fill in the blanks: 1. In the organization with performance management systems, 85 percent had performance pay and 76 percent rated performance. 2. The goals and objectives of an organisation determine the organizational strategy. 3. e-performance management offers the same benefits of system of performance management at a much lower cost. 4. Development is perhaps the most important function of performance management. 5. Performance management is regarded as a number of inter-linked processes rather than a single system. 6. Competencies are the knowledge, skills and personal attributes required for excellent performance in a job, role or specific business. 7. Competency analysis is concerned with the behavioral dimensions of the roles. 8. Performance management is concerned with creating a culture in which organizational and individual learning and development are a continuous process. 9. The performance management for teams deserves more attention. 10. The e-performance management product allows organizations to maintain a record of core skills and competencies into the employee’s performance management process. State whether the following statements are true or false: True 11. Implementing performance management across and organization creates the potential for a large amount of administrative overhead. True 12. e-performance management enables rule-based routing of performance documents for editing and approval. False 13. Performance management processes are not effective in tightly nit and long standing project teams. False 14. Performance management is not concerned with outputs. True 15. An effective PMS link performance requirements to pay, especially for senior managers. UNIT 3 Fill in the blanks: 1. The performances aspect of the plan obtained agreement on what has to be done to achieve objectives, raise standards and improve performance. 2. Performance planning is a continuous process which starts with understanding of organisational objectives and ends with setting of performance criteria. 3. Performance planning is an integral part of performance management system. 4. Key performance area includes the identification of priority area to an employee and subsequent working on the specified area. 5. The term key results area may be defined as general area of outcomes for which a role is responsible. 6. Key results area areas capture about 80 percent of a work role. 7. An organization’s ultimate goals determine its strategy. 8. Performance objectives and results to be achieved should be focused on results and set in order of priority. 9. Indian companies tend to spend 30% time on planning and remaining 70% on implementation. State whether the following statements are true or false: False 10. MNCs usually spend 60% time on performance planning and the remaining 40% time on strategy implementation. False 11. Key results area areas capture about 90 percent of a work role. UNIT 4 Fill in the blanks: 1. The competencies of the respective job description also become factors for assessment on performance evaluation. 2. Exceptional competencies of high performers are set as standards for evaluating competency levels of employees. 3. The Assessment Centre is a powerful tool in the hands of the management for selection and development. 4. Positive gaps between desired and displayed competencies indicate areas of improvement. State whether the following statements are true or false: True 5. Assessment center is a mechanism to identify the potential for growth. True 6. The competencies gaps can be found out by comparing the desired competency (profi ciency) levels and displayed competency levels. True 7. Average assessment results are used to identify strengths and gaps in an organization’s capabilities. False 8. On-the-job performance of the individual is evaluated on the basis of a performance planning. True 9. The competency framework includes technical competencies, behavioral competencies and the profi ciency levels required for each competency. UNIT 5 Fill in the blanks: 1. Informal appraisals are unplanned as they include just statements being made about employee performance. 2. Performance appraisal undertaken for employee development gives employees a complete feedback on their performance. 3. Performance of an individual employee is monitored after the appraisal process. 4. Work centered appraisal systems are directly job related. 5. In a open ended appraisal, the performance of the employees is not disclosed. 6. Performance appraisal is a systematic evaluation of present potential capabilities of personnel and employees by their superiors, superior’s or a professional form outside. 7. Organizations need to measure employee performance to determine whether acceptable standards of performance are being maintained. 8. A meaningful performance appraisal is a two-way process that benefits both the employee and the manager. 9. Behavioral descriptive systems feature detailed job analysis and job descriptions, including specific statements of the actual behavior required from successfully employees. 10. When introducing performance appraisal a job description in the form of a questionnaire has to be preferred. UNIT 6 Fill in the blanks: 1. In traditional rating method of appraisal, the immediate superior to the employees, fi ll up a performance review forms. 2. In forced distribution method, the employees are assessed relatively to the other employees working in his group. 3. Internal customers are also known as Peers whose feedback on employee performance is instrumental in improving team spirit. 4. An employee’s current evaluation is largely influenced by his previous performances. This type of error is known as spill over effect. 5. Performance appraisal is present oriented, whereas potential appraisal appraisal is future oriented. State whether the following statements are true or false: True 6. Performance appraisal can be either formal or informal. True 7. MBO may be viewed as a system of management rather than an appraisal method. False 8. A 360-degree appraisal is generally found less suitable for the managers. True 9. Traditional rating involves a completion of a form by the immediate supervisor of the individual who is being evaluated. True 10. The 360-degree feedback is time consuming and cost consuming assessment process. UNIT 7 Fill in the blanks: 1. Successful business management requires the ongoing monitoring of performance in order to generate data by which to judge the success or otherwise of specific strategies. 2. Progress in implementing the personal development plan can also be monitored during the year. 3. PfM explicitly promotes the value that a manager and her managee accept joint responsibility for monitoring progress on the tasks and goals agreed upon during the initial performance planning or expectation setting meeting and subsequent review meetings. 4. Improvement in performance can only be realistically achieved when management is properly informed about current performance. 5. Performance monitoring identifi es areas for competency improvement. 6. Progress in implementing the personal development plan can also be monitored during the year. 7. Performance monitoring helps in maintaining the employees’ performance as per the goals and objectives of the organisation. State whether the following statements are true or false: False 8. Training and development are not an internal part of performance monitoring. True 9. Performance monitoring provides scope for modifi cation. True 10. Monitoring facilitates career development of employees. UNIT 8 Fill in the blanks: 1. The concept of mentors and protégés traces its origin to Greek mythology. 2. Mentoring is a dynamic and reciprocal relationship in a work environment between a manager (mentor) and an employee (protege) aimed at promoting the career development of both. 3. A mentor who knows about a subordinate’s skills and talents can help that person reach his or her career goals. 4. The relationship of a mentor to a protégé is that of a staff capacity as opposed to a line capacity. 5. Mentoring has something in common with coaching but, at its best, has a different emphasis. 6. Many organizations provide orientation or training for mentors, to provide a base-line or a common approach. 7. Cross-cultural research indicates that managers in different national cultures work from different sets of assumptions and priorities. State whether the following statements are true or false: False 8. Mentoring is same as coaching. True 9. The main purpose of the mentoring relationship is to help mentees develop their own thinking and planning about their career and development. UNIT 9 Fill in the blanks: 1. Counselling is a dyadic process. 2. Performance counselling essentially focuses on the analysis of performance on the job and identification of training needs for further improvement. 3. Performance appraisal does not serve the purpose of developing employees unless an effective system of performance counselling is introduced and practiced in the organization. 4. Listening involves paying attention to the various messages being sent by the other person. 5. Questions can facilitate or hinder the process of communication. 6. Communication involves both receiving messages (listening), giving messages (responding), and giving feedback. 7. Influencing would mean making an impact on the person in relationship. 8. Listening to feelings and concerns is very important for effective counselling. 9. Counselling can be effective if the focus is kept on the work-related goals rather than diffusing attention into various other areas. 10. A climate of minimum trust and openness is essential for effective counselling. State whether the following statements are true or false: True 11. The focus of performance counselling is the employee’s performance on the task assigned to him. False 12. Counselling is a one-way process of communicating. False 13. Performance counselling is only related to the achievement of goals. True 14. Performance counselling may not serve its purpose if it includes discussion about salary raise, rewards, etc. False 15. Communication may get distorted if people are not empathic to each other and do not try to understand each others’ point of view. UNIT 10 Fill in the blanks: 1. Performance management is a broader concept which includes the performance planning, performance appraisal, monitoring and performance evaluation. 2. Training is an important tool to enhance the performance of employees. 3. Communication provides feedback of work performance, clarifies all the important aspects related with performance management. 4. The reward link pay improves the employee motivational level and affects the performance of employees. 5. A supportive leadership and management make the implementation strategy easy and effective. 6. It would be very difficult to effectively manage the human resource without an instrument that measures its effectiveness and capability. 7. Organisations need to develop policies on how performance results will be used for operational and fiscal decision-making. 8. The organisations should introduce a participative work culture where both the managers and employees can discuss their views. State whether the following statements are true or false: False 9. Performance Management is a highly individual effort. True 10. Communication and reporting of performance and feedback on an ongoing basis i essential. False 11. The reward link pay reduce the employee motivational level. UNIT 11 Fill in the blanks: 1. A high performance team is a group of individuals working together in harmony to achieve what others might think of as the impossible. 2. An organisational culture may be generally described as a set of norms, beliefs, principles and ways of behaving that together give each organisation a distinctive character. 3. Building a strong performance culture facilitates the organisations in improving the performance and financial results of the organisation. 4. A strong culture is development oriented. 5. Corporate culture should be such that it encourages team working, ownership of problems, risk taking or entrepreneurship, and orientation towards continuous improvement. 6. Team goals should include both immediate workflow, and also working on goals to improve how the team works together. State whether the following statements are true or false: True 7. Change and learning are built right into the same fabric. True 8. A team needs to have a sense of being a team. True 9. Running effective meetings is key to organising and to building the team. False 10. Performance depends on a few variables.