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MEP711S - MANAGING EMPLOYEE PERFORMANCE - 1ST OPP - JUNE 2024 |
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nAmlBIA unlVERSITY
OF SCIEnCE Ano TECHnOLOGY
FACULTY OF COMMERCE, HUMAN SCIENCESAND EDUCATION
DEPARTMENT OF GOVERNANCE AND MANAGEMENT SCIENCES
QUALIFICATION: BACHELOR OF HUMAN RESOURCE MANAGEMENT
QUALIFICATION CODE: 07BHRM
LEVEL: 7
COURSE CODE: MEP711S
COURSE NAME: MANAGING EMPLOYEE
PERFORMANCE
DATE: JUNE 2024
DURATION: 3 HOURS
PAPER: THEORY
MARKS: 100
EXAMINER(S)
FIRST OPPORTUNITY QUESTION PAPER PAPER
Mr. SIMASIKU KAMWI
MODERATOR:
MS. LUNZA MARGARET SEZUNI
INSTRUCTIONS
1. Answer all questions
2. Answer the asked question
PERMISSIBLE MATERIALS
1. Examination script, pen and ruler
THIS FIRST OPPORTUNITY QUESTION PAPER CONSISTS OF 5 PAGES (Including the
cover page)
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QUESTION 1: Essay
(24 marks)
Read the passage below and answer all questions
Employee Performance Management: Definition, Benefits, and How to do it
Effectively
The performance management process is essentially continuous rather than an annual
review. The goal of performance management focuses on building your employees'
ability to perform their work better. Skills improvement and professional development
are both essential parts of performance management. However, performance
management is also a two-way street. You need to gauge whether an employee is a fit
for their job and whether the job utilizes the employee's skill set to its fullest. In other
words, it involves aligning one's job assignments and skills with the goals of the
employee's team and Organisation.
Management expert Peter Drucker once famously said, "What gets measured gets
managed." In an age where employers look at performance as more than the revenue
their employees bring into the company, this saying is still relevant. Why should your
company measure employee performance in the first place? One recent study
published by Capgemini argues that employee performance, including productivity
and engagement, is closely linked to the employee experience. In other words, high-
performing employees and teams work in a high-performance workplace and vice-
versa.
Before you set your goals, you need to assess your team's skills, availability, and
performance. By measuring and managing employee performance, you get a better
idea of your team's ability to accomplish goals. As a result, you can either adjust your
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goals to account for your team's strengths and weaknesses or hire additional resources
to help you reach your targets.
Source: Written by Akshay Chakrapani, Last updated: 23 Jan 2024
https://blog.empuls.io/employee-performance-management/#author-details
Questions
1.1 Explain the key differences between a traditional annual performance review and
an effective performance management process.
(8 Marks)
1.2 According to the essay, it is important to measure employee performance. Narrate
how this integrates employee experience.
(6 marks)
1.3 In the above essay, Chakrapani suggests that the concept of performance
management is a "two-way street". Clarify what this means, outlining two
advantages such an approach offers to both the employee and the organisation.
(10 marks)
QUESTION 2: Multiple choice - Write the correct answer.
(10 marks)
2.1 The strategic purpose of a performance management system involves?
(2 marks)
a) Identifying individual strengths and weaknesses
b) Communicating organisational goals
c) Documenting administrative decisions
d) Assessing future training needs
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2.2 What characteristic of an ideal performance management system ensures that the
system measures only what the employee can control?
(2 marks)
a) Thorough
b) Reliable
c) Specific
d) Valid
2.3 Returns with moderate dependency on the performance management system
include:
(2 marks)
a) Cost of Living Adjustment
b) Contingent Pay
c) Work/Life Focus
d) Income Protection
2.4 Which of the following is not part of the comparative ranking system
a) Simple rank order
b) Forced distribution
c) Alternation rank order
d) Alternative rank order
(2 marks)
2.SThe organisational maintenance aspect of the performance management
system involves:
(2 marks)
a) Linking individual goals with organisational goals
b) Plan effective workforce
c) Providing feedback on performance
d) Documenting administrative decisions
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SECTION 3:
(66 marks)
3.1 There are eight desirable features of the performance appraisal form. List and
elaborate on any four features.
(8 marks)
3.2 Multiple assessments are key in performance management. Evaluate key reasons
behind their implementation
(8 marks)
3.3 In establishing performance standards, standards comprise three aspects of
performance objectives. Identify and elaborate on each one of these three aspects.
(6 marks)
3.4 Discussthe impact of poorly managed performance management systems and the
dangers they pose to organisations.
(8 marks)
3.5 Distinguish between differentiating competencies and threshold competencies in
the context of evaluating performance levels and provide an example to illustrate
the distinction.
(8 marks)
3.6 Discuss the six characteristics of good performance standards
{12 marks)
3.7 Broad-banding is the most commonly used bay structure. This Pay structure
collapses job classes into fewer(:::; 5) categories. Explain five advantages ofthis pay
structure.
(10 marks)
3.8 Distinguish between task performance and contextual performance. Explain with
two examples how each contributes to overall job performance.
(6 marks)
End of paper
Total marks: 100
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