Following steps are undertaken for developing a workforce score card. (a) Identify critical and carefully defined outcome measures. (b) Translate the measures into specific actions and outcomes. (c) Identify high and low performing employees. (d) Develop and communicate detailed description of what is expected. (e) Develop supporting HRM and measurement systems. What is the correct chronological order of these steps ?
(a), (b), (d), (c)
Option 2 — (a), (b), (d), (c) is correct.
A workforce scorecard links what employees do to the strategic outcomes an organisation wants. Building it therefore starts with the ends and works back to the people, following a logical top-down sequence.
| Order | Step |
|---|---|
| 1 (a) | Identify critical, carefully defined outcome measures — decide what results matter. |
| 2 (b) | Translate those measures into specific actions and outcomes required from the workforce. |
| 3 (d) | Develop and communicate a detailed description of what is expected of employees. |
| 4 (c) | Identify high and low performing employees against those expectations. |
The logic flows from defining outcomes, to the actions that produce them, to communicating expectations, and finally to appraising who meets them. Step (e), developing supporting HRM and measurement systems, is not part of this particular four-step chronological chain.
Why the other options are wrong: Options 1, 3 and 4 either place (c) too early — you cannot sort performers before expectations are communicated — or insert (e) into the sequence, breaking the outcome-to-people flow.
Takeaway: Define outcomes, translate to actions, communicate expectations, then identify performers.
Similar Questions
Match List - I with List - II.
List - I
(Concept)List - II
(Description)A. Origin of performance appraisals I. Compulsory ranking at GE B. Bureaucratic evolution II. Military’s merit rating system C. Factors influencing appraisal changes III. Expensive and unpopular processes D. Current organizational focus IV. Agility, collaboration and continuous dialogue Choose the correct answer from the options given below :
When the supervisor keeps a log of positive and negative examples of a subordinate’s work-related behaviour, it refers to which one of the following methods of performance appraisal ?
Which one of the following methods of performance appraisal involves ranking employees from best to worst in a particular trait?
Arrange the steps of diagnostic model of human resource management in the correct sequence from the first to the last. Select the code of correct sequence:
a. Evaluate
b. Prescribe
c. Diagnose
d. Implement
Codes:
Which one of the following is a training technique in which trainees act out parts in a realistic management situation?
Read the following passage and answer the questions :
The Chairman astonished HR leaders by announcing the company’s discontinuation of annual reviews, substituting them with immediate feedback, goal-oriented coaching and weekly incentives. This transformation, once considered heretical, has gained widespread acceptance: around one-third of U.S. companies, including Adobe, Deloitte, GE, Microsoft and PwC, have transitioned from inflexible annual evaluations to regular, informal assessments. Conventional performance evaluations, previously effective for determining compensation and recognizing talent, have evolved into expensive, bureaucratic processes that are unpopular among both employees and managers. Critics contend that they prioritize historical conduct over prospective development, hinder collaboration and do not fulfill commercial requirements. Originating from the military’s merit rating system, performance appraisals have transitioned between accountability and development, influenced by variables including inflation, compulsory ranking at GE, executive compensation reforms and the competitive pursuit of talent. Currently, low inflation, streamlined organizational structures, agile work methodologies and the necessity for ongoing innovation have made annual reviews redundant. Organizations are currently emphasizing agility, collaboration, and personnel development, concentrating on continuous dialogue and immediate objective. Despite ongoing challenges-such as bias, salary discrepancies and inadequate supervisor training-organizations that implement continuous feedback mechanisms experience enhanced satisfaction, superior coaching and greater alignment with corporate objectives. The transition signifies a necessity: performance management must adapt to cultivate future talent.
__________ is a profile of job holders department-wise and offers a snapshot of who will replace if there is a job opening.
Under which method of performance appraisal many evaluators join together to judge employee’s performance in several situations with the use of a variety of criteria ?
Following steps are undertaken for developing a workforce score card:
(a) Identify critical and carefully defined outcome measures.
(b) Translate the measures into specific actions and outcomes.
(c) Identify high and low performing employees.
(d) Develop and communicate detailed description of what is expected.
(e) Develop supporting HRM and measurement systems.
What is the correct chronological order of these steps?
Which one of the following statements is not true in the case of Human Resource Management?
Important Questions from Concept, role and functions of HRM
Male staff should take which of the following precautions?
Arrange the following management functions in a logical sequence of getting things done.
A. Planning
B. Staffing
C. Organizing
D. Coordinating
E. Controlling
F. Directing
Choose the correct answer from the options given below:
Match List - I with List - II:
List - I (Concept) List - II (Description) A. Personnel management I. Focuses on profit maximization by contribution of the people B. Human Resource management II. Managing employee, employer relations amicably C. Industrial relation III. Managing Human resource challenges of international operations D. International HRM IV. Developing attitude of the people for their better contribution Choose the correct answer from the options given below :
Match List - I with List - II.
List - I
(Concept)List - II
(Description)A. Origin of performance appraisals I. Compulsory ranking at GE B. Bureaucratic evolution II. Military’s merit rating system C. Factors influencing appraisal changes III. Expensive and unpopular processes D. Current organizational focus IV. Agility, collaboration and continuous dialogue Choose the correct answer from the options given below :
- Match the items of List-I with those of List-II with regard to operative functions of HRM and indicate the code of correct matching.Codes :
List – I List – II a. Procurement i. Performance appraisal b. Development ii. Discipline c. Integration iii. Induction d. Maintenance iv. Personnel research
