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Question 1 Differentiate Between An Incentive Plan And A Performance Plan And De

Question 1
Differentiate between an “incentive plan” and a “performance plan” and describe conditions under which each works best.
Question 2
I am sure some of you have invested (or intend to invest) in products listed on the Bursa Malaysia.
Explain how Bursa Malaysia mobilises the public to save for investment.
Question 3
Explain how through open market operations, Bank Negara Malaysia directly influences the money supply in the Malaysian economy.
Question 4
“Opportunity costs” and “sunk costs” are specific terminology in management accounting.
Differentiate with examples.
Question 5
Discuss any four (4) commonly accepted principles of corporate governance.
 
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  1. Determine the HRM’s role in the performance management process and explain how to ensure the process aligns with the organization’s strategic plan. Differentiate between the trait, behavioral, and results-based performance appraisal systems, providing an example where each would be most applicable. Identify best suited appraisal for the Maersk Customer Service –CARE Business Partner. Identify and describe a variety of performance rating scales that can be used in organizations including graphical scales, letter scales, and numeric scales.
  2. The experience of poor performance is universal; everyone has performed poorly at one time or another. The real significance of poor performance is found in correcting it—understanding why the poor performance occurred and developing plans to prevent similar poor performance in the future. The first step is describing the event in detail, including an assessment of how the performance came to be labeled as “poor”. The second step involves listing all the possible contributing causes of the poor performance. In doing so, consider internal as well as external factors. The rest of the process is largely useless if no plan is developed to ensure better performance in the future. How do you Correct Poor Performance? At one time or another, each of us has had a poor performance of some kind. It may have been a poor test result in school, a poor presentation at work, or a poor performance in an athletic event. Think of a poor performance event that you have experienced and work through the following three steps. Step 1. Briefly describe the specific event in some detail. Include why you label it a poor performance (bad score? someone else’s evaluation?). Step 2. Analyze the poor performance. a. List all the possible contributing causes to the poor performance. Be specific, such as the room was too hot, you did not get enough sleep, you were not told how to perform the task, etc. You might ask other people for possible ideas, too. 1. _________________________ 2. _________________________ 3. _________________________ 4. _________________________ 5. _________________________ 6. _________________________ 7. _________________________ b. Is there a primary cause for the poor performance? What is it? Step 3. Plan to correct the poor performance. Develop a step-by-step plan of action that specifies what you can change or do differently to improve your performance the next time you have an opportunity. Include seeking help if it is needed. Once your plan is developed, look for an opportunity to execute it.
  3. Differentiate between various performance appraisal methods (cite methods from Ch. 4, text) that would be most suitable for this particular job.
  4. Differentiate between various performance appraisal methods (cite methods from Ch. 4, text) that would be most suitable for this particular job.