Performance Management

Performance Management:

Performance management is the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities.

Success = People + Assets

Performance Management Vs Performance Appraisal:

	Performance Appraisal	Performance Management
	The formal assessment and rating of individual by their managers.	Performance Management is more natural management
Assessment	Yearly once or twice	Continuous
Expected Act by Manager	As Judge	As Coach
Gap between Management & employee	High	Very Low

Training Design Process

Training is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors’ to enhance the performance of employees.

¡  The installation of new equipment or technique

¡  A change in working methods or products produced

¡  A realization that performance is inadequate

¡  Labour shortage, need for the upgrading of some employees

¡  A desire to reduce the amount of scarp and to improve quality

¡  An increase in the number of accidents

¡  Promotion or transfer of individual employees

¡  Ensures availability of necessary skills and there could be a pool of talent from which to promote from.

The Selection Process in HRM

The selection process typically consists of eight steps:

1.    Initial screening interview

2.    Completion of the application form

3.    Employment tests

4.    Comprehensive interview

5.    Background investigation

6.    Conditional job offer

7.    Medical/physical exam

8.    Permanent job offer

1.       Initial Screening

• Involves screening of inquiries and screening interviews.
• Job description information is shared along with a salary range.

2.       Completing the Application Form:  Key Issues

—  Gives a job-performance-related synopsis of what applicants have been doing, their skills and accomplishments.

¢  Legal considerations

—  Omit items which are not job-related; e.g., sex, religion, age, national origin, race, color, and disability.

—  Includes statement giving employer the right to dismiss an employee for falsifying information.

—  Asks for permission to check work references.

—  Typically includes “employment-at-will” statement.

¢  Weighted application forms

—  Individual items of information are validated against performance and turnover measures and given appropriate weights.

—  Data must be collected for each job to determine how well a particular item (e.g., years of schooling, tenure on last job) predicts success on target job.

¢  Successful applications

—  Information collected on application forms can be highly analytical of successful job performance.

—  Forms must be validated and continuously reviewed and updated.

—  Data should be verified through background investigations.

3.       Employment Tests

Estimates say 60% of all organizations use some type of employment tests.

—  Performance simulation tests:  requires the applicant to engage in specific job behaviors necessary for doing the job successfully.

—  Work sampling:  Job analysis is used to develop a miniature replica of the job on which an applicant demonstrates his/her skills.

—  Assessment centers:  A series of tests and exercises, including individual and group simulation tests, is used to assess managerial potential or other complex sets of skills.

—  Testing in a global arena:  Selection practices must be adapted to cultures and regulations of host country.

4.       Comprehensive Interviews: 

·         Interviews involve a face-to-face meeting with the candidate to probe areas not addressed by the application form or tests. 

·         They are a universal selection tool.

¢  Interview Effectiveness

·         Interviews are the most widely used selection tool.

·         Often are expensive, inefficient, and not job-related.

·         Possible biases with decisions based on interviews include prior knowledge about the applicant, stereotypes, interviewee order.

¢  Behavioral Interviews

·      Candidates are observed not only for what they say, but how they behave.

·      Role playing is often used.

5.       Background Investigation: 

·         Verify information from the application form

·         Typical information verified includes:

§  Former employers

§  Previous job performance

§  Education

§  Legal status to work

§  Credit references

§  Criminal records

¢  Qualified privilege:

·           Employers may discuss employees with prospective employers without fear of reprisal as long as the discussion is about job-related documented facts.

·         One-third of all applicants exaggerate their backgrounds or experiences. 

·         A good predictor of future behavior is an individual’s past behavior.

¢  Background Investigation Methods:

§  Internal investigation:  checks former employers, personal references and possibly credit sources.

§  External investigation:  Uses a reference-checking firm which may obtain more information, while complying with privacy rights.

¢  Background Investigation: Documentation, including who called, questions asked, information obtained/not obtained, is important in case an employers’ hiring decision is later challenged.

6.       Conditional Job Offers:

·         Offers of employment made contingent upon successful completion of background check, physical/medical exam, drug test, etc. 

·         May only use job-related information to make a hiring decision.               

7.       Medical/Physical Examination

·      Should be used only to determine if the individual can comply with the essential functions of the job.

·      Americans with Disabilities Act requires that exams be given only after conditional job offer is made.

8.       Job Offers

·      Actual hiring decision generally made by the department manager.

·      Candidates not hired deserve the courtesy of prompt notification.

Procedure

1.            Calculate the sum/average of two numbers using a sub procedure.

Call sum()

End Sub

Sub sum()

Dim a As Integer = 2

Dim b As Integer = 3

TextBox1.Text = (a + b) / 2

End Sub

2.            Determine whether a number is even or odd using a sub procedure.

Call check()

End Sub

Sub check()

Dim a As Integer = TextBox1.Text

If a Mod 2 = 0 Then

TextBox2.Text = "even"

Else : TextBox2.Text = "ODD"

End If

End Sub

3.            Calculate the Area of a rectangle/square/triangle/circle using a sub procedure.

Call area()

End Sub

Sub area()

Dim a As Integer = TextBox1.Text

Dim b As Integer = TextBox2.Text

TextBox3.Text = a * b

TextBox4.Text = a * a

TextBox5.Text = 0.5 * a * b

TextBox6.Text = 3.1416 * a * a

End Sub

4.            Determine whether a company has made Profit or Loss from Cost and Revenue of the company using a sub procedure.

Call Check()

End Sub

Sub check()

Dim a As Integer = TextBox1.Text

Dim b As Integer = TextBox2.Text

If a > b Then

TextBox3.Text = "Profit"

Else : TextBox3.Text = "Loss"

End If

End Sub

5.            Calculate the factorial of a number using a sub procedure.

Call factorial()

End Sub

Sub factorial()

Dim i As Integer = 1

Dim output As Integer = 1

Do While i <= TextBox1.Text

output = output * i

i = i + 1

Loop

End Sub

6.            Determine a person’s first name from his/her full name using a sub procedure.       [Hint: Use space(“ ”) to separate the first name and last name]

Call Main()

End Sub

Sub Main()

Dim s1 As String = "Zulfekar"

Dim s2 As String = "Shumon"

TextBox3.Text = s1 & s2

End Sub

Array

1.            Calculate the sum of numbers stored in an array.

Dim i As Integer

Dim s As Integer = 0

Dim a(4) As Integer

For i = 0 To 3

a(i) = i

s = s + a(i)

Next i

TextBox1.Text = s

End Sub

2.            Determine the maximum and minimum number among the numbers stored in an array.

Dim i As Integer

Dim s As Integer = 0

Dim a(3) As Integer

For i = 0 To 2

a(i) = i

Next i

If a(0) > a(1) And a(0) > a(2) Then

TextBox1.Text = "a(0) is max)"

ElseIf a(1) > a(0) And a(1) > a(2) Then

TextBox1.Text = "a(1) is max"

Else

TextBox1.Text = "a(2) is max"

End If

End Sub

3.            Display the name of a month from the month number. For instance, if the user inputs 2, the program should display February. [Hint: Create an array of 12 strings, one for each month of the year]

Dim j As Integer

Dim a(12) As String

a(1) = "january"

a(2) = "february"

a(3) = "march"

a(4) = "april"

a(5) = "may"

a(6) = "june"

a(7) = "july"

a(8) = "august"

a(9) = "september"

a(10) = "october"

a(11) = "november"

a(12) = "december"

j = TextBox1.Text

If j = 1 Then

 TextBox2.Text = "January"

ElseIf j = 2 Then

TextBox2.Text = "February"

ElseIf j = 3 Then

TextBox2.Text = "March"

ElseIf j = 4 Then

TextBox2.Text = "April"

ElseIf j = 5 Then

TextBox2.Text = "May"

ElseIf j = 6 Then

TextBox2.Text = "June"

ElseIf j = 7 Then

TextBox2.Text = "July"

ElseIf j = 8 Then

TextBox2.Text = "August"

ElseIf j = 9 Then

TextBox2.Text = "September"

ElseIf j = 10 Then

TextBox2.Text = "October"

ElseIf j = 11 Then

TextBox2.Text = "November"

ElseIf j = 12 Then

TextBox2.Text = "December"

Else

TextBox2.Text = "out of the count"

End If

End Sub

4.            Calculate the average marks obtained by a student for 10 different courses. The marks for each course will be entered by the user and stored in an array. 

Dim i As Integer

Dim a(10) As Integer

Dim s As Integer

a(0) = TextBox1.Text

a(1) = TextBox2.Text

a(2) = TextBox3.Text

a(3) = TextBox4.Text

a(4) = TextBox5.Text

a(5) = TextBox6.Text

a(6) = TextBox7.Text

a(7) = TextBox8.Text

a(8) = TextBox9.Text

a(9) = TextBox10.Text

For i = 0 To 10

s = s + a(i)

Next i

TextBox11.Text = s / 10

End Sub