HRM2604
Assignment 5
(COMPLETE
ANSWERS)
Semester 2 2024
- DUE 29
October 2024
, HRM2604 Assignment 5 (COMPLETE
ANSWERS) Semester 2 2024 - DUE 29 October
2024
QUESTIONS 1. Which of the three main approaches to measuring performance would be
most suitable to Oliver’s job? Provide a reason for your answer with reference to the
scenario. (4) 2. Briefly explain how the approach you suggested in question 1 is generally
applied to measure employee performance. (4) 3. Identify and explain the three
determinants of performance. Then apply each one to Oliver’s performance in the
scenario. (9) 4. Indicate the relationship between the three determinants of performance
that you discussed in question 3 and analyse Oliver’s performance based on this
relationship. (3) 5. Which one-on-one performance appraisal method will Felicity use to
rate Oliver’s performance? Use the information in the scenario to guide your discussion.
Briefly explain how this approach is used and why it would be advantageous to use this
method in Oliver’s case. (6) 6. Explain what a personal developmental plan is (PDP).
Would Oliver need such a plan? Motivate your answer. (4) 7. Describe any four
developmental activities that could assist Oliver to reach the objectives that were set in his
PDP. (4) 8. What type of reward incentive is applied at Red Arrow? Describe how this type
of incentive is used and the challenges that could arise from using it in Oliver’s position.
(6) 9. Analyse the scenario to determine and explain the type of coaching style used by
Felicity. Offer a suggestion for improvement. (5) 10. Since Oliver is a new employee, if he
does not perform well during the first three months of employment, can poor work
performance be used as a fair reason for his dismissal? (5)
1. Which of the three main approaches to measuring performance would be most suitable to
Oliver’s job?
The three main approaches to measuring performance are Trait-based, Behavior-based, and Results-based
approaches. The Results-based approach would be the most suitable for Oliver’s job. This approach focuses
on the outcomes or results that an employee achieves, which aligns well if Oliver’s role involves measurable
deliverables such as sales targets, project completion, or specific job-related objectives.
Reason:
A results-based approach is ideal for jobs where there are clear, measurable goals or outputs. If Oliver’s role at
Red Arrow involves meeting specific targets (e.g., completing projects, reaching sales quotas, or achieving
performance goals), this approach would fairly and effectively evaluate his performance.
2. How is the Results-based approach applied to measure employee performance?
In the Results-based approach, employee performance is assessed based on the achievement of specific
objectives or outcomes. Here’s how it is generally applied:
Assignment 5
(COMPLETE
ANSWERS)
Semester 2 2024
- DUE 29
October 2024
, HRM2604 Assignment 5 (COMPLETE
ANSWERS) Semester 2 2024 - DUE 29 October
2024
QUESTIONS 1. Which of the three main approaches to measuring performance would be
most suitable to Oliver’s job? Provide a reason for your answer with reference to the
scenario. (4) 2. Briefly explain how the approach you suggested in question 1 is generally
applied to measure employee performance. (4) 3. Identify and explain the three
determinants of performance. Then apply each one to Oliver’s performance in the
scenario. (9) 4. Indicate the relationship between the three determinants of performance
that you discussed in question 3 and analyse Oliver’s performance based on this
relationship. (3) 5. Which one-on-one performance appraisal method will Felicity use to
rate Oliver’s performance? Use the information in the scenario to guide your discussion.
Briefly explain how this approach is used and why it would be advantageous to use this
method in Oliver’s case. (6) 6. Explain what a personal developmental plan is (PDP).
Would Oliver need such a plan? Motivate your answer. (4) 7. Describe any four
developmental activities that could assist Oliver to reach the objectives that were set in his
PDP. (4) 8. What type of reward incentive is applied at Red Arrow? Describe how this type
of incentive is used and the challenges that could arise from using it in Oliver’s position.
(6) 9. Analyse the scenario to determine and explain the type of coaching style used by
Felicity. Offer a suggestion for improvement. (5) 10. Since Oliver is a new employee, if he
does not perform well during the first three months of employment, can poor work
performance be used as a fair reason for his dismissal? (5)
1. Which of the three main approaches to measuring performance would be most suitable to
Oliver’s job?
The three main approaches to measuring performance are Trait-based, Behavior-based, and Results-based
approaches. The Results-based approach would be the most suitable for Oliver’s job. This approach focuses
on the outcomes or results that an employee achieves, which aligns well if Oliver’s role involves measurable
deliverables such as sales targets, project completion, or specific job-related objectives.
Reason:
A results-based approach is ideal for jobs where there are clear, measurable goals or outputs. If Oliver’s role at
Red Arrow involves meeting specific targets (e.g., completing projects, reaching sales quotas, or achieving
performance goals), this approach would fairly and effectively evaluate his performance.
2. How is the Results-based approach applied to measure employee performance?
In the Results-based approach, employee performance is assessed based on the achievement of specific
objectives or outcomes. Here’s how it is generally applied:
