Employee Performance Assessment Methods

The assignment examines the utilization of various technologies in assessing employee work performance. It emphasizes the role of technology in analyzing performance data and facilitating informed decision-making within organizations. The text also delves into the importance of employee performance assessments for organizational success.

Assignment
Working with and leading people
Student name
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Professor’s name
Submission date

LO 1: Be able to recruitment, selection and retention procedures
1.1 As the new HR Manager, you are asked to prepare the documentation towards
selection and recruitment process and the documents required when selecting and
recruiting a new staff for PM Company.
The recruitment and selection process document
 Advertising Requirements
This is the initial process where the company needs to understand for which vacant position they
are willing to hire new candidates. Once the company decides upon which position they want to
hire they can work on the advertising requirements, the information they want to give out for
advertising (Alvenfors and Adam, 2010).
 Job Evaluation Requirements
In this process the company decides upon which positions to close on priority. Job evaluation
will include the information about the vacant post they will be posting on the advertisement.
 Preliminary Documentation
Preliminary documentation includes documents which the company primarily needs from the
candidate. This includes the curriculum vitae, Personal information form and the right to work
document.
 Recruitment form
The recruitment form will be posted on the company website where the candidates wish to apply.
The recruitment form will be send to the concern department to verify and shortlist the eligible
candidates.
 Job Evaluation

Certain tests will be carried out on the website itself where the managers will check their scores
and decide which candidates should be called for the interview. The Human Resource manager
will reply the candidates within 10 working days.
 Advertisements
Advertisements will float to the candidates which will include the following, full job title, salary
package, qualification requirements, skills required, duties and responsibilities related to the job
title, terms and conditions on the full salary and the last date of applications.
 Shortlisting
Shortlisting will be done by the panel members of the company. There will be 1 male and 1
female panel members who will be shortlisting the candidates based on satisfaction of minimum
criteria. These candidates will be then called for the interview.
 Interviews
Interviews will be carried out by the authority of the vacancy department and then the managers.
The last round of interview will be carried out by the human resource department to make the
candidate understand about the terms, conditions and policies of the company. Selection will be
made based on these interview rounds.
 References
Last the human resource manager will ask the candidate for some references he would like to
suggest for the organisation and make a note of it for future requirements.
 Offers of Appointment
Offers of appointment will be discussed between the human resource managers and the panel
members before floating to the candidates. Then the offers of appointment will be send to the
candidates respectively.
The documents that will be required when selecting and recruiting a new staff for PM Company
are

 Curriculum vitae
 Experience certificate.
 Personal Information form
 Right to work document
1.2 Assess the impact of legal, regulatory and ethical considerations to the recruitment and
selection process for the PM Company.
Success of an organisation depends upon its employees. Hence it is important to hire right
candidates for the organisation and it lies in the responsibility of the Human Resource
management team. The HR manager should ensure that they follow all the legal compliances
which selecting the candidate. They should also consider the candidate’s ethics before the made
their decision. Data protection, discrimination, liability are some of the factors that the HR
manager should make the candidates aware of (Al-Khatib, Rawwas & Vitell, 2004). Potential
candidates should be identified and hired. The most important thing here is that the organisation
should make the first good impression on the candidate.
1.3 You are to evidence yourself that you a part of the selection process
Being a part of the selection process I will ensure that there is transparency between the company
and the candidates. The legal policies and procedures should be clearly communicated to the
candidate before he/she is on board. The roles and responsibilities should be made aware of. The
candidate should understand the ethical responsibilities that he need to take care of when he is
associated with the company. The salary part should be clearly calculated and addressed with the
issues of the candidate faces. Selecting the right candidate for the right job will be my core
responsibility.

1.4 Evaluate your own contribution to the selection process in the organisation.
My contribution to the selection process in the organisation will be to evaluate the application
that we receive on the company websites. To shortlist the applications and send it to the
respective department managers. To evaluate the curriculum vitae and the application form and
discard those with discrepancies. To align interviews between the shortlisted candidates and the
department managers. To take the final round of interview wherein I will explain them about the
company policies and procedures, the ethics and legal responsibilities etc. Finally, I will discuss
with the panel members about the offers of appointment and float them to the candidates. Once
the candidates are on board to explain them their training schedules and introduce them to their
respective managers.
LO 2: Understand the styles and impact of leadership
2.1 Explain the skills and attributes needed for leadership 230words
Leadership is a multifaceted process which inspires and leads people to achieve the leader’s
goals. Leaders possess intricate skills and attributes which makes people follow them on their
own will as they have confidence in their leaders and their leaderships. Leadership has its core in
the self-awareness quality of the leader which makes them aware of their strengths and
weaknesses, capabilities and limitations which helps them to maximize their potential. Self-
direction is another important attribute of leadership as it is important to effectively and
powerfully organize tasks and avoid procrastination (Browning, 2004). Leaders know how to
generate energy for the project and make quick prompt decisions. Leaders work towards goals
which are greater than themselves and hence it is very crucial to have a clear vision which would
inspire people to work towards it. Ability to motivate the people following the leader is a
convoluted skill of the leader which makes the people, want to work towards the goal. Emotional
Intelligence is another crucial skill of Leadership which makes successful leaders. When

working with people, it is important to know their cultural set ups, their motivations, their
aspirations and other influencers so as to passionately drive them towards the leader’s goal while
achieving their own. Leadership is thus a bundle of many soft skills to recognize what drives the
bottom line and make others perform at their best to create winning organizations.
2.2 Explain the difference between leadership and management.
In very simple terms, Leadership is leading people and Management is managing them. Leaders
make people follow them by making them understand and believe in their vision while
Management is managing and administering that the work is happening as it should. A
successful Leader needs to have both the leadership as well as managerial traits to lead people
and achieve the desired results as leadership and management are complementary to each other
and go hand in hand. However, both the terms are very different from each other. While
Manager administers the work and people activities, the leader innovates different ways and
strategies of achieving the goal. The Managers focus area is maintaining the set process and
system while Leader works towards developing new ones. Leaders focus more on people that on
the task while the manager’s goal is systematic completion of the task. While Leaders have a
long range perspective, managers have a short range view. Leaders have qualities to challenge
the status quo and originate innovative ways to develop while managers accept the situation and
imitate the set process (Burt, 2015). Thus, the leader’s eye for the horizon by doing the right
things by taking risks and managers focus on the bottom line while doing things right by averting
risks.
2.3 Compare the different leadership styles for different situations with examples
According to a research, Leadership style is the way the leaders use their powers to lead other
people. A variety of leadership styles have been identified based upon the function, the followers
and the situation. Not all styles would deem suitable for all situations. Autocratic leadership is
the way of leading people by authority wherein the leader makes all the decision and rules and
regulations without consulting the followers. It has little or no flexibility. Though statically, there
are very less situations which support autocratic leadership we do have examples like of leaders
like Albert J Dunlap (Sunbeam Corporation) and Donald Trump (Trump Organization) among

others. Democratic leadership is exactly the reverse of Autocratic style. Here the followers/
subordinates are involved in making decisions. Though the leader holds the final responsibility,
he/she does delegate authority to other people and this is the unique feature of this style where
upward and downward both communications are active. Transformational leadership style is
driven by the situation which needs to be transmuted. It is more about initiating and leading the
change in organizations, groups or others (Hofstede, 1984). Transformational leaders also
empower their followers like democratic leadership but here the leaders have more strong
strategic plans and passionately drive the change. Lassez-faire leadership is the panache which
gives authority to employees wherein they are allowed to work with minimum or no interference.
This style is however, found to be least effective as the followers lack the direction and vision of
the leader. Another leadership style is the transactional leadership which involves an exchange
of immediate rewards to the followers for carrying out the leader’s instructions. Clear
expectation from the followers and motivating rewards structure help meet the objective through
this style. Charismatic leadership is visible more in the religious leaders who make people
follow them by transforming the follower’s values and beliefs. Visionary leadership stylehas
been the trait of most of the successful leaders of the world. Being people oriented in the
processes, steps and methods of achieving the goal, these leaders convert visions into reality.
2.4 Explain ways to motivate staff to achieve objectives for the chosen scenario.
In the given scenario, the Purple mail company lacks a proper incentive plan, procedures for
performance evaluation and also feedback process appears to be feeble. It is very important to
motivate the staff so as to revive the company and transform the situation to a stable platform.
The following ways to motivate the staff need to be implemented immediately for the
transformation –
 Set up smaller weekly goals – With the bigger picture in mind for the PMC, it is
important to set up smaller weekly goals for the teams to follow and achieve. This would
help not only the recruitment team but would also be useful to the operational team to
imitate. This would help break the bigger goal into immediately achievable smaller goals.
This will help the team gain confidence in themselves as well as the manager.

 Incentivize – This is a proven motivator and very essential for PMC as well, though the
company is making losses, it is still very important to give incentive for the star achievers
of the team as this will trigger them to engage in healthy competition and perform to their
best (Golden and Veiga, 2005). These incentives can be in the combination of monetary
as well as non-monetary ways like giving a special star badge displaying the name of the
best performing employee on the dashboard of the team or website alongwith some
monetary incentives.
 Transparency to help radiate positivity – All the decisions taken, rules and procedures set
have to be communicated clearly and promptly to the team so as to create an atmosphere
of transparency and positivity.
 Focus on motivating individuals rather than team – Not only in the HR department but
across the organizations, the mangers need to focus on individual motivation factors to
give a purpose to the employees and motivate them to perform towards the organizational
goal (Huff & Kelley, 2003).
 Open door policy – Employees should feel that their voice matters and hence an open
door policy is needed. All the managers should welcome ideas and feedback from the
team members for better harmony and increased performance.
Task 2 This is more about you to reflect yourself as to how you would be addressing the LO
and AC as specified
LO3 Be able to work effectively in a team
3.1 Assess the benefits of team-working for PM Company and review the effectiveness of
the team in achieving the goals and 200 words
For the loss making PMC wherein the top leaders have resigned and the company is in a haywire
situation, team work is the strength that would put in energy for its revival. Different minds
working on the same problem with mutual support increase the efficiency. All the self-employed
drivers as well the staff of PM company have their own sets of suggestions, ideas, feedback and
grievances which would give a multi-faceted perspective to the problems existing and their

resolution from the grass-root level (Kraimer, Seibert &Astrove, 2015). It is a proven fact that
when teams work together as a unit they are able to achieve more than individuals can do alone.
This leads to higher efficiency. Also the teams achieve the goals by completing the task at a
speed which is higher than individuals. Different individuals come with different set of
knowledge and experience which would lead to effective solutions and approaches towards the
problems. Greater effectiveness is achieved with co-ordinated efforts as the roles and tasks get
divided among the team members. Members of the team have greater sense of achievement as
well as improved morale.
3.2 Demonstrate the importance of working in a team as a leader and member towards
specific goals, dealing with any conflict or difficult situations.
The benefits of working in teams are tremendous as the sum is greater than the parts as explained
earlier. Teams and team work should be made and integral part of workplace especially for
troubled organizations as PM Company. Being a leader of the team, one can create greater
synergies using the varied ness of the experience that the team members bring. Teamwork
supports a more empowered way of working which removes the constraints that a member may
face in fulfilling his responsibilities (Katz and Miller, 1996). Forming teams helps the
organizations have leaner structures with lesser hierarchies making each team member feeling
equally important and involved. Whether one is working in the team as a leader or as a member,
their ability to respond to change enhances due to increased flexibility and responsiveness. The
leader needs to encourage resolution of any conflict by healthy professional confrontation and
openly bring about necessary changes. The Camaraderie ship of team members motivates and
promotes higher sense of achievement. Properly managed team work with clear distribution of
roles and responsibilities as well as work foray, results in enhanced productivity and successful
completion of tasks achieving the desired objectives (Nankervis, Compton & Baird, 2007). As
quoted by Henry Ford, “Coming together is a beginning. Keeping together is progress.
Working together is success”. Work never suffers when teams are involved in accomplishing the
task as backups always exists in the team.
3.3 Review the effectiveness of the team in achieving the goals

An effective team can support any organization accomplish unconceivable outcomes.
Unnecessary disruptions, failed deliveries and strategic failures can all be overcome by
harnessing the benefits of team synergies. That the reason, why there is a modern saying as -
team work makes the dream work. Effectiveness of the teams depends upon the members and the
leader equally. Whereas the leader needs to have a clear vision and roadmap to lead the team
towards the goal achievement, the members have to be committed and dedicated to achieve the
same (Snell, Morris &Bohlander, 2015). There are many models for effective teams. One of the
models is the Tuckman’s stages model. This includes five stages of team development namely –
forming, storming, norming, performing and adjourning. Likewise there are many other models
like the Tannenbaum and Schmidt's continuum model. As the team members take more
responsibility, effective team work increases. For effective achievement of goals, team needs to
have a common focus, unblemished and comprehensible goals, proper plan of action in place and
ways to measure success. Clearly defined expectations give the teams a flawless vision of the
objective and their contribution towards it. Effectiveness of teams in achieving goals are
influenced by many organizational factors like organizational culture, feedback and incentive
mechanism, level of autonomy, effective processes and the leadership styles.
4.1 Factors involved in planning the monitoring and assessment of work performance
Performance assessment is a significant tool to determine the competencies and needs of each
employee and create a plan for employee development. Assessment of employee’s work
performance helps an organization to generate better decisions. Performance assessment is not
only related with evaluation of employees performance but also determine how leader can better
support their sub-ordinate in their performance (Said, Zahrani & Kaplowitz, 1993). Leader can
support their sub-ordinates by providing feedback, arranging training and learning exercises.
They can also encourage individuals through compensation, incentives and recognition for good
performances.
The factors involved in monitoring and assessment of work are:
1. Setting the goals effectively

2. Using the effective tools to assess the work progress or keeping track of progress. The
tools also use to determine obstacles and report results (Smith & Hume, 2005)
3. Aligning daily actions or work of employees according to business objectives.
4. Clearly defining the task and communicating with employees about it. Setting specific
expectation from team members.
5. Establishing more focus on staff improvement areas and skills development and selecting
activities.
6. Creating documentation for legal purposes, to support human resources decisions and
reduce disputes.
Performance management cycle:
 Planning the work process
 Keeping track of employee performance
 Arranging development tools or strategies for employees
 Rating and Rewarding
This is the complete cycle through which a leader can manage employee performance and also
can assess their work performance. Performance assessment provide guide to manager through
which they get to know improvement areas of their team member and can develop plan to
improve their performance.
4.2 Plan and deliver the assessment of the development needs of individuals
Work is already planned in an effective work environment and employees should be involved in
the planning process, so that they could know goals and objectives and their role clearly. At this
stage, it is required to plan standards for employees work performance or planning what are
expectations from them.
1. Set Effective Goals: Let employees know what manager is expecting from them and
what he or she should deliver at given task.
2. Communication– Once, planned the work to be done, next important factor is taking
regular follow-up of employees work.

3. Support – Provide the required resources to employees through which they can
performance given task effectively
4. Work Review: Consistent performance measuring and providing ongoing feedback to
team members on their progress towards reaching goals plays important role in assessing
good performance from team members (Wiley, 2009).
5. Documentation: Results and process of assessment should be documented
6. Feedback: This involved time to time summarization of employee’s work and comparing
performance over particular time period.
7. Training: Use of development tools like training sessions, giving assignments on new
skills, giving high level responsibility, enhances their capacity to perform work.
8. Monitor Staff Development: To improve employee performance and continuously
retain and retool the team members for complex tasks, ongoing performance assessment
and management of employee performance is needed. In between monitoring task,
rewarding employees for their good performance increase their motivation and gives
satisfaction from work. This ongoing process also helps manager to decide suitable
compensation package on the basis of individual’s abilities.
4.3 Evaluate the success of the assessment process
To evaluate the success of assessment process following questions need to be answered.
 Is everyone clear about assessment purpose? It is important to well define the
assessments purpose and also need to communicate with team members effectively.
 Whether the methods used for assessment are valid? Required to use appropriate methods
to achieve objectives and goals of project.
 Were correct tools and process used? Ensure the reliability of processes, tools and
monitoring strategies used for performance assessment.
 Was the assessment methodology feasible? The methods that are used for conducting
assessment should be realistic and achievable.
 Were employees having idea about assessment? Ensure that employees clearly know
about the assessment process and criterion

 Did there is scope for feedback? It is important to provide the feedback, so that staff
could understand their strengths and weaknesses. It is also important to engage in the
improvement and recommendation processes.
 Did the overall assessment strategy employ a wide range of techniques and processes? To
ensure the success of assessment process, the manager should incorporate different tools
and techniques to evaluate, study and communicate different findings of the assessment.
Manager can use different technology to conduct the study and they can also analyze and
create employee performance through it. Assessment of employee’s work performance
helps an organization to generate better decisions.
References

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