Analyzing and Addressing Jim's Performance Issues in HRM

This report addresses Jim's performance issues, starting with an analysis of his past performance to identify patterns. The report suggests a professional yet friendly approach to open communication, including questions about his goals and beliefs to build rapport. The solution focuses on providing constructive and positive feedback to motivate Jim, emphasizing his achievements and addressing his needs according to Maslow's hierarchy. The report suggests time management strategies, including the importance of balancing work and personal life. It recommends setting work boundaries and avoiding working during leisure time. The report references Lester (2013) to support the suggestions and provide a comprehensive solution to the performance issues.

Running head: GLOBAL HUMAN RESOURCE MANAGEMENT
GLOBAL HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note

1GLOBAL HUMAN RESOURCE MANAGEMENT
Explaining how I will address Jim’s recent performance issues
Given the case study, it can be mentioned Jim seemed to be the star performer of the
organisation with his outstanding performance for first nine months. Thus, to identify the
issues Jim encountered which is affecting his performance, I would first look into his past
performance and prepare graph to identify the pattern he follows when working. I have to
take help of open communication method which would be professional but friendly enough to
dig into the matter. I would start the conversation asking the general whereabouts to build
bring a comfortable undertone in the conversation. I may ask him the general questions like –
what is future goal, what his beliefs about life and what things make him, etc. Eventually, I
will lead the conversation towards the sudden fall in his performance and offer him guidance
in addressing issues if he is facing any.
Suggesting both constructive and positive feedback designed so that Jim will be
motivated
In order to motivate Jim, I will focus on his basic needs which drive an employee
positively. According to Maslow’s’ hierarchy of needs, basic needs of an employee should
be met when it comes to motivation (Lester 2013). So, first I would ensure whether the basic
work needs of Jim are fulfilled. In order to provide feedback, I would highlight performance
he achieved during the last nine months. For example,
 You have achieved an outstanding level of performance in first three months with
more than 90% in production
 In the second quarter of the year, you consistently performed well by achieving more
than 100%
I believe Jim should focus more on the time management and he needs to manage time for his
personal life and professional life and this can be done by creating balance. He only needs to

2GLOBAL HUMAN RESOURCE MANAGEMENT
stipulate the time given for work and I ask Jim to cut the habit of staying back in office to
complete work. This means that given eight hours should only be for the office. He should
not use leisure time for work.

3GLOBAL HUMAN RESOURCE MANAGEMENT
Reference
Lester, D., 2013. Measuring Maslow's hierarchy of needs. Psychological Reports, 113(1),
pp.15-17.