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HRM 3706 ASSIGNMENT PACK WITH COMPLETE SOLUTIONS

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HRM 3706 ASSIGNMENT PACK WITH COMPLETE SOLUTIONS

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  • April 2, 2024
  • 134
  • 2023/2024
  • Exam (elaborations)
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HRM 3706 ASSIGNMENT PACK WITH COMPLETE SOLUTIONS TUTORIAL LETTER PERFORMANCE MANAGEMENT HRM 3706 ACADEMIC YEAR DEPARTMENT OF HUMAN RESOURCE MANAGEMENT IMPORTANT THIS TUTORIAL LETTER CONTAINS FEEDBACK ON ASSIGNMENT 01 QUESTION 1 Which of the following are some of the objectives of performance management? a Strategic purpose b Provide clear guidelines for the management and improvement of performance c Developmental purpose d Improve relationships between managers and employees 1 a and c 2 b and d 3 All the above 4 None of the above The correct answer is option 1 (a and d). Refer to chapter 1, table 1.1; and chapter 4, section 4.2.1, in the prescribed textbook. Option 1 is correct, because these are the only two objectives of the performance management process among the given options. The alignment of individuals’ goals with those of t he organisation takes place at stage 1; while the development objective happens at stage 5 - when employees, showing underperformance, are directed towards the necessary improvement initiatives, depending on what they are lacking. Option 2, (b and d) are incorrect. The performance management process provides clear guidelines to both management and the employee regarding employee performance improvement, not just to the management . Therefore, option b is incorrect. Yes, one of the benefits of the performan ce management process is the improved relationships between managers and employees, but this is not one of the objectives. Therefore, option d is incorrect. QUESTION 2 Which of the following describes a system of measuring behaviours where employees are compared to each other? a Simple rank order b Forced distribution c Behaviour checklist d Paired comparisons 1 a, b and c 2 b, c and d 3 a, c and d 4 a, b and d The correct answer is option 4 (a, b and d). Refer to chapter 7, section 7.2, in the prescribed textb ook. Option 4 is correct, because simple rank order, forced distribution and paired comparisons all fall under comparative methods of performance appraisal. Behaviour checklist is in the category of behavioural/objective methods, which combines elements of the traditional rating scales and the critical incident technique. Option c is therefore incorrect. QUESTION 3 Which of the following are ways in which goals affect performance? a They affect persistence b They direct attention and effort towards goal -relevant activities c They lead to greater effort d They stimulate the use of task-relevant knowledge and strategies 1 a, b and c 2 b, c and d 3 All of the above. The correct answer is option 3 (a, b, c and d). Refer to chapter 5, section 5.2, in the prescribe d textbook. All the statements are correct, therefore, option 4 is correct. According to Locke and Latham (2006), goals affect performance through all these four mechanisms. These four mechanisms are discussed in more detail in the referred chapter. QUEST ION 4 What is the ongoing process that links performance with the organisation’s strategic goals by directing, developing, supporting, aligning and improving the performance of individuals and teams in an organisation? 1 Performance appraisal 2 Reward system 3 Performance management 4 Strategic planning The correct answer is option 3. Performance management is a planned process of directing, developing, supporting, aligning and improving individual and team performance in enabling the achievement of organisation al objectives. It encompasses the entire process of managing employee performance. Option 3 is therefore correct. Refer to chapter 1, the key terms section, in the prescribed textbook. Performance appraisal is defined as the systematic approach of con solidating measurements of actual performance of individuals against performance expectations, giving feedback to employees and reaching agreement on ratings of performance. Options 1 is therefore incorrect. See more of the difference between performance management and appraisal in table 1.2. Although a reward system (taking place when good performers get incentives after the performance appraisal) and strategic planning (which takes place at stage 1 of the performance management process) are part of the performance process, not all of the elements stated in the question are embraced in each of these two options; therefore, options 2 and 4 are incorrect. QUESTION 5 Which dangers of a badly implemented performance management system manifest in the scenari o? a Managers gain insight about subordinates b Unclear ratings system c Increased risk of litigation d Employee turnover 1 a and c 2 b and d 3 b and c 4 d and a The correct answer is option 3 (b and c). Refer to chapter 1, section 1.4 in the prescribed textbo ok. An unclear ratings system and increased risk of litigation are the two dangers of a badly implemented performance management system, as manifested in the scenario. Therefore, options b and c are correct. Through a good performance management process, the managers gain insight about subordinates. The question asks about the signs that the performance management process was done in a bad way in the scenario; therefore, option a is incorrect . Although Thembi asked her employer on three occasions for the performance contract, without success, she did not show any sign that she may quit her job. Instead, Mrs le Roux, her manager, threatened to dismiss her because of her poor performance. Therefore, option d is incorrect.

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