- Explain performance management– 5 marks
- Define and explain KRA-KPI – 5 marks
- Difference between KRA and traditional PA system (table to show difference) – 10 marks
- Real-time vs yearly
- Time system, evident based, no subjectivity vs subjectivity
- Actual achievement vs individualistic
- Rewards, recognitions vs incentive & bonus
- Measureable based on SMART vs subjective measure
- Holistic vs individualistic.
- Pitfalls or disadvantages of traditional PA system (5 point) – 10 marks
- Bias
- Unfair
- Recent effect
- Not transparent
- Stereotype / HALO effect
- How KRA-KPI system can overcome the pitfall of traditional PA system – (5 reason) 10 marks
- Openness and transparency
- Total evident base
- Consistent and on-going
- Top down alignment with performance and goal. Bottom up objective measurement for individual employee.
- How companies can switch from traditional PA to KRA-KPI system – 10 marks
- Use a flow chart to show.