Human Resource Management Assignment 1: Performance Appraisal Analysis

This assignment addresses key concepts in Human Resource Management, beginning with an analysis of performance appraisal at Financial Security Investment, focusing on the case of David Brooks and his challenges with promotion. It examines the process of performance appraisal, including establishing standards, communication, measurement, comparison, and feedback. The assignment then explores best practices such as 360-degree feedback and goal-setting strategies like MBO and critical incident methods. Furthermore, it delves into job analysis, outlining the steps involved, including planning, identification, operation, and development phases, along with the types of information collected like job content, context, and requirements. The assignment also covers organizational empowerment, discussing strategies, top UK empowerment activities, and potential obstacles. Lastly, it examines employee engagement and strategic recruitment, outlining the recruitment process and its importance in HRM.

RUNNING HEAD: HUMAN RESOURCE MANAGEMENT
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HUMAN RESOURCE MANAGEMENT

HUMAN RESOURCE MANAGEMENT 1
ASSIGNMENT-1
Executive Summary
David Brooks was most liked manager in the company. He had been working almost seven
years. The clients working under him were excellent performer. The manager of the Brook’s also
praised and wanted him to provide trainings to the new employees also resolve the problems
occurring in the company. The Brooks finds himself stuck as his application for promotion had
been refused. He feels that is manager is not considering all the aspects while evaluating his
performance. As in this report the process of performance appraisal followed by the Financial
security Investment is discussed and best practices which company can follow is also discussed.
In this various goal which company can make and deliverables like MBO, critical incident
method, forced-choice ratings is analyzed. At last the HRM area that is performance appraisal is
also identified.

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Table of Contents
Financial Security Investment.........................................................................................................3
Process of Performance Appraisal at Financial Security Investment..............................................3
Brook’s behavior..........................................................................................................................4
Performance appraisal Practices......................................................................................................4
Goal setting table.............................................................................................................................4
Performance Appraisal....................................................................................................................5
Conclusion.......................................................................................................................................6
References......................................................................................................................................11

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Financial Security Investment
The industry is known for cut throat competition. It is facing problems like high degree of
employee’s turnover; loyalty among the employees is low. It also has high mobility of
employees. The David Brooks is one of the most praised manager works in an industry. The
clients working under Brooks are well established and high performers.
Answer- 1
Process of Performance Appraisal at Financial Security Investment
Establishing standards of the performance- In this the organization makes the standards, so
that the actual performance can be compared from this. This standard helps in defining the
amount of contribution made by the each employee.
Communicating- In this organization communicate and explained the standards to the
employees, so that they get clear about their roles and standards.
Actual performance measured- In this organization measure the actual performance of the
employees. It helps in identifying the actual work done by the employees within the particular
period of time.
Comparing- After measuring the actual performance the organization compares the actual result
with the desired standard. This comparison shows the gap between the actual and desired
performance.
Feedback- In this organization communicates the deviations with the employees and discusses
the solutions for solving it.
Brook’s behavior
Brook’s was the one of the fairest manager who focuses on the needs of the clients. He knew
how to run a business. He provides the extensive training to the brokers. He focuses on equality
and provides fair rewards. He also supports them when they are facing conflicts with other
departments. He also speaks for their interest with the top management. He is flexible,
cooperative and supports the clients which are considered important in the business of

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investment. He makes the decision which helps in increasing the profit and reduces the cost. This
keeps the group motivated and engaged.
Answer- 2
Performance appraisal Practices
 The industry can make prior preparations like it can make the questions to ask the past
performance, success of the company. It also asks for them that if they feel there were
problems. This will help the company in knowing the employee input and provides
certain modification in the appraisal.
 The industry can use the method of 360 degree feedback. As in this number of groups
included in providing opinions about the performance of the person. In this evaluation the
self evaluation is also takes place. It helps the industry in knowing about what individual
perceives about them self (Murphy et al., 2018).
Answer-3
Goal setting table
Goals Deliverables Objective
To observe Brooks
performance closely.
The critical incident method
is appropriate.
This will help the manager to
look closely and record the
major aspects of the Brook’s.
Provide Feedback, so that
Brooks feel motivated.
For achieving this goal,
company can use the MBO
approach.
As due to the participation of
both. Brook’s provides the
feedback to the manager in
creation of objective.
Back-up data provided for
making the decisions like
promotions, transfers.
For this the appropriate
forced- choice rating form
should be developed.
It will help the manager in
making the comparison
between the brook’s and

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Baskin.
Answer- 4
Performance Appraisal
Performance appraisal it is the systematic process which performed annually. In this employees
performance is evaluated which means the amount of work done and the contribution made by
the individual. It helps the managers in staffing the right employees. Based upon the some
factors the evaluation is done. The reason of doing the performance appraisal is to know the
actual contribution of an individual in the organization (Tziner & Rabenu, 2018).
This area is involved in this case because Brook’s brokers are satisfied from his work and all are
motivated because he makes the decisions which increases the profits and reduces cost. He had
been working with the company for almost seven years. The brook’s manager also praised him
but still his all applications for making higher- level promotion had been refused. As the
employee who joined the company only one year ago also seems to be get promoted in the
division of strategic. The Brook’s feels that all aspects of the performance for evaluation are not
taken into consideration by his manager.
Conclusion
The David brooks is one of the most praised manager of the industry. The Brook’s receives the
instruction from the manager to train the new employees and to solve the other problems. As he
feels frustrated because his two applications for promotion had been refused. He makes
comparison with the Leslie Baskin who gets promoted.
In this report the process of Financial security Investment and Brook’s behavior is discussed.
The best practices which industry can use instead of goal setting document is also analyzed like
industry can make prior preparation and apply 360 degree feedback approach. In this goal
setting table to help manager in creating fair promotion opportunities and performance appraisal
area which is included in this case is also discussed.

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ASSIGNMENT-2
Answer-1
A. Job Analysis
Job analysis is considered the process which helps in identifying and determining the
roles and responsibilities of the particular job. It also helps in analyzing the importance of
the duties for specific job. It refers to the process in which judgments is made after
examining the data collected on the job. The job analysis is used to establish the
placement of jobs (Anwar, 217).
B. The steps involve in carrying out job analysis
 Planning phase- It is the first stage in which the objective is determined that is
the purpose of the Job analysis. In this step it is important to get support from top
management.
 Identification and communication phase- In this step jobs which are to be
analyzed is identified. The methods and persons who will conduct analysis are
also identified. It is considered the vital step because in this all the information
about the process is communicated to the employees who all are involved in this
process.
 Operation phase- Once all the methods and employees involved in the process is
identified, job analysis is conducted. In this step all the activities like deciding the
time line of the project, time allocation and all other activity which is used in
conducting the job analysis is done.
 Developing and maintaining phase- In this last step the job description and
specification will be prepared and reviewed. If the job description and
specification is completed, it is important to maintain it as for this system is
developed to keep them present (Syed & Kramar, 2017).

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C. Information collects during the Job analysis investigation
 Content of the job- It contain all the information about the tasks or activities
included in the particular job. It is the complete structure of task which employees
have to perform.
 Context of the job – It refers to the condition under which employee’s works. It
includes information like risks concerned, conditions of working and whom to
report.
 Requirements of the job- This information includes all the vital and particular
requirements which make a person suitable for specific job like skills,
qualification, knowledge and personal characteristics (Sanghi, 2014).
After collecting this information, the information is put into two sets that are job
description and job specification.
Answer-2
A. Organizational Empowerment
In organization, empowerment means allowing employees to take more active and
responsible role. This can be attained by increasing their sense of effectiveness as
well as by delegating the power, duties so that they can manage the work of their own
as possible. It is associated with the aspects of person autonomy (Casemore, 2017).
B. Strategies adopted for a good Empowerment
The organization empowered the employees so that they can make decisions of their
own. The various strategies adopted by the organization for good empowerment. The
organization invested in various programs to locate the ideas of the employees into
action. It includes open door days, Huddles, focus groups, a two way Q&A blog with
SVP of operations. As the organization believe that this program helps the
organization in making the work meaningful.

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C. Top Empowerment Activities followed in UK
 Brain Teasers for doing mental exercise
 By proving training, involving employees in public speaking activities
 By adopting games like Green lighting in which groups are made and give
ideas for solving the problems, The other one is Zoom in this each member
receive the picture which he has to communicate to others members by telling
the stories based on the picture.
 Make Teams to create their own set of standards
 Encourage the individual personal projects
D. Obstacles in Empowerment
 Disconnecting of message- The organization when allow the employee to
think, give ideas and solve problem of the customers. As every employee give
different ideas and opinion of the same situation to the customers. This
provide disconnect between and the company and the customer.
 Organizational structure breakdown- As due to empowerment the employees
thinks that they can make the vital decisions. This leads the breakdown of the
organizational structure. As in the organization employees feels that they can
make significant decisions regarding customers handling without consulting
with the managers.
 Altering compliance and regulatory requirements of the organization also
leads obstacles in empowerment.
Answer-3
Employee Engagement
It is considered as the approach used in the workplace which results right conditions for all
employees who are working in the organization to work efficiently, remain committed with the
organizational objectives, values and motivated the employees to contribute in the success of the
organization. It focuses on the two way communication between the members and the
organization (Boyatzis et al., 2015).

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Examples-
Google- focuses on the transparency.
American Express- focuses on the behaviors
Hyatt- Focuses on Employee development
John Lewis partnership – Focuses on Empowering
Answer-4
A. Strategic recruitment approach
The HR Manager has to follow the strategic recruitment approach which means he can do the
environment scanning, focusing on long term objectives of the organization to recruit the suitable
candidate. As he has to follow 3 steps-
 Forecasting of demand
 Forecasting of supply
 Filling the gap to make efficient use of HR
B. The process of recruitment
Planning- It describes skills, qualifications, job specification others planning for the
vacant position.
Develop the strategy- In this strategy is made according to the planning whether
recruitment is done internally or externally.
Search- This step involves attracting the candidate to apply for the position.
Screening- In this step screening is done for the suitable candidate.
Evaluation- In this last step manager evaluate that method used is suitable or not,
recruitment process is successful or not.
Example- In Auto Access the above process is not followed. The company was too quick
to recruit Georgia, as the planning and strategies was not made. The recruitment was

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done only under the assumption. It is considered that Georgia is not the right person for
the specific job.
Answer-5
A. Organizational Change
The organization require change
 To deal with the constantly altering world of technology
 Changes in global economy which require organization to adopt the opportunities.
 Change means applying expansion opportunities
 Innovation in knowing needs of the customers and delivering services.
Steps of organizational change
 Unfreezing- It is first stage where the existing structure ends. In this the old values and
traditions are replaced
 Changing- In this stage organization adopt new behavior and provide training to the
employees.
 Refreezing- It is the last stage in which organization adapt the change and accept new
working ways.
B. Resistance
It is a term which is used when someone resists or refusal to accept the change. It is done
by the individual or the group members when they think that modification will lead danger to
them (Bradutanu, 2015).
Reasons of reduction of resistance to change
 It Increases the morale of the employees
 Increased efficiency
 Good working environment
References

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Anwar, D.S.A., 217. Human Resource Management Practices In Cooperative Sector. Idea
Publishing.
Boyatzis, R.E., Rochford, K. & Taylor, S.N., 2015. The Impact of Shared Vision on
Leadership,Engagement, and Organizational Citizenship. Frontiers Media SA, 28.
Bradutanu, D., 2015. RESISTANCE TO CHANGE- A NEW PERSPECTIVE:A Textbook for
Managers Who Plan to Implement a Change. Lulu.com.
Casemore, S., 2017. The Unstoppable Organization:Empower Your People,Engage Your
Customers,and Grow Your Revenue. Red Wheel/Weiser.
Murphy, K.R., Cleveland, J.N. & Hanscom, M.E., 2018. Performance Appraisal and
Management. SAGE Publications.
Sanghi, S., 2014. Human Resource Management. Vikas Publishing House.
Syed, J. & Kramar, R., 2017. Human Resource Management: A Global and Critical Perspective.
Macmillan International Higher Education.
Tziner, A. & Rabenu, E., 2018. Improving Performance Appraisal at Work: Evolution and
Change. Edward Elgar Publishing.