FACULTY OF MANAGEMENT STUDIES, UNIVERSITY OF DELHI

MBA (FT-II) EXAMINATIONS: NOV., 2020

PAPER: MBAFT: 7305: PERFORMANCE MANAGEMENT

Time: 3 Hours Max. Marks: 50
READ THE QUESTIONS CAREFULLY. ANSWER ALL QUESTIONS
ANSWER SHOULD BE STRICTLY AS PER THE QUESTIONS
Q. No. Question Marks
1 Given below is the Job Description of a Manager (Learning and 25
Development) from fast growing Life Sciences firm (Source: Linkedin). Read
the job profile carefully and answer each of the following questions in the
sequential order. Each question carries separate marks:
i) Identify at least 3 KRAs and 7 KPAs from the job profile (5 Marks)
ii) Define each KRAs (e.g. e.g. “Project Delivery” is defined as “….”);
and define each KPAs (e.g. ‘Leadership’ defined as”…..”) (10 Marks)
iii) Using Graphic Rating Scale (a 5-point scale) develop a format for all
the 7 KPAs. (10 Marks)
(or)
Using Balanced Score Card system, develop metrics and measures
for rating the job holder on all the 4 dimensions of BSC. Develop at
least 2 metrics for each dimension.
Position: Manager: Learning and Development
Relevant Experience: 5+ years
Level: Mid-Senior Level
Location: NCT of Delhi
Position Summary: ABC Life Sciences is seeking a motivated and
experienced Learning & Development Manager, as part of our
Organizational Development team. The individual will own the day-to-day
operations of our employee onboarding, performance management, and
training systems. Additionally, he/she will drive new implementations,
improvements, and refinements as we grow. The job holder you will have
the potential to directly enhance our award-winning employee experience
and professional development. This is a great role for an individual
interested in the intersections between training, performance, and
knowledge management. The ideal candidate must have a keen sense of
service-orientation, creativity, and interest in training and performance
software. This role reports to the Sr. Manager of Organizational
Development.
Duties & Responsibilities:
i) Onboarding/Training Administration
 Coordinates Onboarding process and scheduling for
incoming hires to ABC office, as well as other offices as
needed
 Provides hands-on support for ongoing training coordination
– scheduling, and tracking of attendance/feedback
  Implements and manages ABC’s Learning Management
System, employee demographics data, and org charts.
 Manages permissions, access, personalization, and similar
system operations and settings for end-users.
ii) Performance Management Administration
 Manages and enhances the Performance Management
System
 Addresses incoming requests to deploy feedback
forms/processes, or troubleshoot questions
 Assesses current back-end setup and workflows systems and
utilization; identifies and recommends improvements such
as training, re-configuration, and enhancements to maximize
value and efficiency for end-users.
 Prepares training materials, guides, and documentation.
iii) Staff Resourcing and Project Experience Tracking
 Manages and enhances skills/experience tracking system
 Compiles or assists with the preparation of data reports,
dashboards, summaries, and analyses for senior executives
and HR/Organizational Development staff.
 Syncs HR systems and related workflows to other adjacent
activities, including Resourcing, Knowledge Management, IT,
and other administrative operations.
iv) Internal Business Partnership
 Assist staff with general learning and development inquiries
and projects, as relevant
 Collaborates with internal team and organizational
leadership to modify or replace learning or performance
applications, modules, and systems to meet business
objectives.
Personal Competencies
 Proven experience to identify, analyze, and solve problems with
creative and successful solutions.
 Skilled and experienced in back-end process administration.
 Demonstrated success in being tuned in to leaders, managers,
peers, and others for relationships and strong teamwork purposes.
 Experience juggling multiple tasks and meeting deadlines.
 Experience working with a global and distributed workforce.
Knowledge, Skills, and Abilities
 Proficient experience and comfort using Learning or Performance
systems.
 Experience with LinkedIn Learning, Halogen a plus.
 Familiarity with human resources policies and procedures to ensure
work meets organizational needs and goals.
 Self-motivated takes initiative and pride in both day-to-day work
and longer-term projects
 Excellent technical troubleshooting skills.
  Excellent written and oral communication skills. Able to teach
others complex processes or tools in an easy-to-understand
manner.
 Comfort interacting professionally and with ease with colleagues of
varying seniority and varying comfort levels with internal systems.
 Organized and detail-oriented with a focus on accuracy and
excellence.
 Team player who is willing to assume additional responsibilities, as
needed, outside the scope of day-to-day job function.

2 In addition to the 7 KPAs identified (for Q1), identify another 3 KPAs and 10
develop a training needs survey questionnaire (for all the 10 KPAs).

3 Critically review any THREE of the following statements: 3x5=

i) Giving performance feedback (communication) with moderate 15
performers could be nerve wracking. Careless or poorly
communicated feedback could lead to many unintended
consequences. Manager and the sub-ordinates need careful
preparation. Why?
ii) Training is only one of the interventions for poor performance
among staff. Besides training other options to improve poorly /
moderately performing employees also need to be explored.
What are the other options?
iii) Not all employees are willing trainees. There are also reluctant
ones. This may be due to personality (e.g. introversion),
perceived self-image (e.g. ‘I am good, why I need training?’),
lack of system support or incentives to apply what is learn in the
training, etc. What are the other possible reasons and how to
help them overcome such reluctance?
iv) Why ‘Reactions’ alone is not sufficient in evaluating training
outcomes?