Public Administration Mains 2018 : Solved Paper Public Administration : Paper-2-Question-6
Public Administration Mains 2018 : Solved Paper Question Paper-2 (Question-6)
SECTION-B
Q6. a. "Competency mapping is important for effective allocation of responsibilities to administrators.” Do you think that a generalist administrator can handle all issues as effectively as a specialist Discuss. (Civil Services)
ANSWER: ONLY FOR PAID MEMBERS
b. “The recommendations of various commissions on administrative reforms have not made a radical departure from the Paul Appleby Report.” Do you agree ? Give reasons. (Administrative Reforms since Independence)
ANSWER: ONLY FOR PAID MEMBERS
c. "Performance management requires identification of indicators and measures to ensure that goals are achieved efficiently." Discuss. (Financial Management)
ANSWER: Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas. Armstrong and Baron (1998) defined it as a "strategic and integrated approach to increase the effectiveness of companies by improving the performance of the people who work in them and by developing the capabilities of teams and individual contributors." A performance management system is often used by the managers in order to align the goals of the company to the goals of their employees, thereby ensuring productivity. First, a commitment analysis must be done where a job mission statement is drawn up for each job. The job mission statement is a job definition in terms of purpose, customers, product, and scope. The aim with this analysis is to determine the continuous key objectives and performance standards for each job position.
Following the commitment analysis is the work analysis of a particular job in terms of the reporting structure and job description. If a job description is not available, then a systems analysis can be done to draw up a job description. The aim with this analysis is to determine the continuous critical objectives and performance standards for each job.
The results of performance management exercises are used in:
- Employee development planning to select the most appropriate and suitable development intervention to improve employees' knowledge, skills and behavior
- Factual basis for compensation and rewards (pay raise & bonuses being the most common)
- Factual basis in consideration with other factors for mobility (Example: transfers and promotions)