Page 145 - DMGT406_HUMAN_RESOURCE_MANAGEMENT

Human Resource Management

Notes 3. "Performance appraisal is not merely for appraisal but is for accomplishment and
improvement of performance". Discuss.
4. Discuss the appropriateness of performance management system in present time.

5. Being an HR manager how would you develop a performance plan.
6. Describe in detail the process of performance appraisal.
7. Discuss the merits and demerits of critical incident technique and graphic rating scales.
8. Why does current thinking indicate that appraisal for training should be conducted
separately from appraisal for promotion?
9. To what extent can appraisal problems be minimised through computerisation and by
taking adequate precautions?
10. Explain the post appraisal interview problem between the superior and the subordinate.
11. Evaluate the significance of performance appraisal in an educational institution. How
would you make it more effective?
12. "Performance appraisal is not merely for appraisal but is for accomplishment and
improvement of performance". Discuss.

13. Distinguish performance appraisal from potential appraisal.
14. What are the three methods of appraisal? Which method would you prefer as an employee?
As a manager? Why?

Answers: Self Assessment

1. (iii) 2. (ii)
3. T 4. F
5. T 6. T
7. F 8. Halo
9. twin 10. Regency

11. may 12. unclear
13. appraisals 14. Stereotyping
15. Performance management

8.9 Further Readings

Books Aswathapa, K. (2008), Human Resource Management, 5th ed., Tata McGraw Hill.

Dipak Kumar Bhattacharyya, Human Resource Management, Excel Books.
French, W.L. (1990), Human Resource Management, 4th ed., Houghton Miffin, Boston.
H.J. Bernardin, Human Resource Management, Tata McGraw Hill, New Delhi, 2004.
Ivancevich, J. M. (2008), Human Resource Management, Tata McGraw Hill.

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