Human Resource Management (MGT501)
Marks: 10 (3+3+4) Due Date: August 2, 2021
Important Note: Before attempting the assignment, make sure that you have listened to the relevant
video lecture, read handouts and thoroughly understood the relevant concepts. Read all the cases
and relevant questions carefully.
Case 1: Error/Problem Justification.
In a small business, no formal
appraisal system is placed. An
employee who completed all the
assigned tasks made a major
mistake just before the annual
appraisal. Consequently, his
supervisor rated him negatively
and he could not get any
financial benefit. The employee
worked hard during the year and
was demotivated after the
Identify the error and explain.
Case 2: Error/Problem Justification.
In a project team, there are a
total of 10 members including
the team lead. Three of them are
very enthusiastic, hardworking
and ready to take initiative while
other members are somehow
reluctant in accepting individual
responsibility. One of the team
members did not work properly
throughout the project duration.
The project was completed
successfully within budgeted
time and constraints. In the end,
while assessing the individuals,
the team lead used the graphical
rating scale and rated all
members at an average
level. Identify the performance
appraisal issue and justify.
Case 3: Objectives How these features can help in meeting the identified objectives?
The performance appraisal
system of XYZ has the following
Performance strengths &
weaknesses are discussed semi‐
annually during an appraisal
meeting. Reasons for good/poor
performance are discussed and
relevant guidance is provided at
this stage. The record of this
appraisal meeting is well‐
maintained for annual appraisal.
Which of the performance
appraisal objectives can be met
with the help of above
mentioned features? How these
features can help in meeting the
identified objectives? Explain
The problem with this performance appraisal method is that the there is no formal performance appraisal method being used. An employee who completed all his tasks but did a major mistake before annual appraisal and his supervisor rated him negatively and he loses the financial benefit. The employee is demotivated although he worked hard during the whole year. The business may lose a hard working employee as a result.
The problem with this performance appraisal method is that the performance is measured on graphical rating scale and rated all members at an average level although out of 10, 3 members were very enthusiatic, hard working and ready to take initiative while other members are reluctant in accepting the individual responsibility. This method is not reflecting the actual performance of all members on the project.
The objectives are good performance and improving the weakness in the performance.
The semi annual performance meeting helps to discuss the issues and provide relevant guidance to achieve the objectives and its record is also maintained for annual appraisal. This may result for the employees to try their level best to achieve the objectives.