hrd t Essay

Submitted By monashona
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Pages: 10

IIBM Institute of Business Management
Examination Paper MM.100
Human Resource Development & Training
Section A: Objective Type & Short Questions (30 marks)

Part One:

Multiple choices:
1. HRD is the process of helping people to acquire________
Answer: c. Competencies

2. Techniques of human resource development are also called_______
Answer: d. All of above

3. In India HRD began only in______
Answer: b. 1980s

4. BARS Stand for______
Answer: a. Behaviorally Anchored Rating Scale

5. Levels of evaluations of Training programme are:
Answer: c. 5

6. Performance appraisal in a _________process of identifying, planning, developing employee
Answer: a. Multi-Stages

7. Halo effect is the tendency to the judge all aspects of a________
Answer: a. Person’s behaviour

8. QWL Stand for_______
Answer: a. Quality of work life

9. 360- degree feedback can be used as a tool for performance_______
Answer: a. Appraisal

10. Career planning is a _______that constitute what a person does for a living.
Answer: b. Sequence of jobs

Part Two:
1. Discuss the various methods of Appraisal?
Traditional Methods Of Appraisal are as follows:
1.Rating Scales Method creating Scales Method is commonly used method for assessing the performance of the employees and well-known traditional method of performance appraisal of employees. Many corporations and companies example in the country India, telecommunications company likely Airtel and US IT companies like Dell Corporation are using this method for evaluating the employees and subsequently take decisions on concerned employee.

Depending upon the job of employee under this method of appraisal traits like attitude, performance, regularity, accountability and sincerity etc., are rated with scale from 1 to 10. 1 indicates negative feedback and 10 indicates positive feedback as shown below.

Attitude of employee towards his superiors, colleagues and customers

1 2
Extremely Excellent

Regularity in the job

1 2
Extremely outstanding poor Under this method of performance appraisal, employee may be assessed by his superiors, colleagues, subordinates or sometimes by his customers which all depends on nature of the company or job which is added where the employee. Appraiser is a person who appraises employee will give rating for every trait given by marking or choosing number basing on his observation and satisfaction. ultimately all numbers chosen or marked will be added to determine highest score gained by employee. Employee who scored more points will be treated as top performer following descending scored employees will be treated as low performer and the least scored employee will be treated as non-performers.

This traditional form of appraisal, also known as “Free Form method” involves a description of the performance of an employee by his superior. The description is an evaluation of the performance of any individual based on the facts and often includes examples and evidences to support the information. A major drawback of the method is the inseparability of the bias of the evaluator.

Under this method, the rater is asked to express the strong as well as weak points of the employee’s behavior. This technique is normally used with a combination of the graphic rating scale because the rater can elaborately present the scale by substantiating an explanation for his rating. While preparing the essay on the employee, the rater considers the following factors:
Job knowledge and potential of the employee;
Employee’s understanding of the company’s programmes, policies, objectives, etc.;
The employee’s relations with co-workers and superiors;
The employee’s general planning,