Group Report: Performance Management for Human Resources - HC2101

This report provides a comprehensive analysis of performance management within the context of Human Resources. It begins by introducing the concept of performance management and its importance in aligning employee performance with organizational objectives. The report then delves into the practical application of performance management tools, such as job descriptions and person specifications, using the example of an Air Traffic Controller in the Aviation industry. It outlines the key roles, responsibilities, qualifications, and skills required for this position. Furthermore, the report explores the selection and recruitment processes, including telephone and face-to-face interviews, as well as internal and external recruitment strategies. It highlights the advantages and disadvantages of each approach. The report concludes with an example email communication regarding a job offer. Throughout the report, the author references relevant literature to support the analysis and provide a well-rounded understanding of the topic.

Performance
Management for
Human Resources

Table of Contents
INTRODUCTION...........................................................................................................................3
Job description the matching skills...................................................................................3
Person specification............................................................................................................4
Selection and recruitment process....................................................................................5
E-mail.....................................................................................................................................7
CONCLUSION...............................................................................................................................8
REFERENCE.................................................................................................................................9

INTRODUCTION
Performance management is a continual method of connecting and emphasizing
work tasks, interests, defined roles, and development planning in order to optimise an
employee's performance and match with corporate organisational objectives. Human
Resources have developed tools to improve in the management of employee
performance. Human Resources encourages essential feedback sessions be carried
through the year, in addition to assessing goals for the coming of the assessment period
and reviewing performance at the completion of the assessment period. The aim of this
report is to evaluate the employee skills and attributes to match with job requirements of
Air Traffic Controller in the Aviation industry. Along with this, selection and recruitment
process helps in identifying the skills of the position is also cover.
Job description the matching skills
As it outlines requirements and expectations, the job description is the first stage
in performance management. It is the document that informs the new employee about
the work and the criteria used to evaluate performance (Lo, 2021). An effective job
description should include enough detail to clearly explain the major tasks, as well as
the knowledge, skills, and abilities required to do the job role. The job description is an
important aspect of the job application process as it'll assist candidates assess whether
the function is a good fit for their skills and experience and whether it is a profession
they really want pursue. The job description is important from the aspect of the
company in ensuring that the applications submitted for the position appropriately
represent the needs of the position itself. It enables HR departments and external
recruiters to optimise the application process and obtain a higher percentage of
qualified candidates for interviews as well as further evaluation. The job description of
Air Traffic Controller in the Aviation industry is mentioned below:
Job Description
Job Title:
Air Traffic Controller
Job summary:
As an air traffic controller, the applicant will utilise extremely advanced radar and radio
communication technology to connect with pilots and provide them with assistance,
information, and directions. The individual will direct the aircraft as it goes, providing
radar to track its exact location, keep it safe in the airspace, and give the most efficient
path. In charge of directing planes and helicopters in the air and ensuring their safety.
Maintains a safe distance between flights, provides landing advice, and alert flights to
possible difficulties.
Roles and responsibilities:
 Measurement and review aircraft activity both on the ground and in the air
 Control all ground traffic on airport runways and taxiways.

 Landing and takeoff instructions should be supplied to pilots
 Hand off management of departing flights to other traffic control centres while
accepting management of arriving flights.
 Keep pilots informed of climate conditions, runway diversions, and other vital
information.
Qualifications:
The individual should have at least five GCSEs (or equivalent) at grade C or above,
including English and Math. Associate or bachelor's degree in Air Traffic Collegiate
Training Initiative (AT-CTI) program and legally authorised to work in the Australia.
Work Experience:
Candidates with three years of responsible work experience
Skills:
 Passion
 Colour vision and sharp eyesight
 Capacity to focus for long periods of time problem-solving abilities
 Spatial awareness and strong coordination strong communication and teamwork
skills an interest for dealing with technology flexibility
Air traffic controllers must also be in physically and mentally healthy, the candidate must
undergo a class three medical and keep to severe drugs or narcotics (zero tolerance)
and alcoholic restraints.
Person specification
The person specification is an essential element in the recruiter's toolset. It
enables to explain the qualities businesses seek in an ideal applicant, such as
education, past job experience, and any other characteristics required to achieve in the
position during the recruiting and selection process (Skorkova and TARIŠKOVÁ, 2018). It
helps tells job seekers about the job's level and depth and assists them in deciding
either to apply for the job. It defines the key criteria by which all candidates will be
objectively evaluated. The person specification for Air Traffic Controller in the Aviation
industry is mentioned below:
Person specification- Air Traffic Controller
Criteria Essential Desirable
Qualifications  At least five GCSEs
at grade C or above,
having English and
Math as subjects
 Degree in Air Traffic
Controller
 At least five GCSEs
at grade C or above,
including English
and Math
 Associate or
bachelor's degree in

Air Traffic Controller
Experience At least 3 years of
experience
3 years or more will be
preferred
Skills  Communication skills
 Colour vision and
crisp vision
 Awareness and
great
synchronization;
good communication
and collaborative
skills; a desire to
work with
technology; and
adaptability
 Communication skills
 Passion
 Colour vision and
sharp eyesight
 Capacity to focus for
long periods of time
problem-solving
abilities
 Spatial awareness
and strong
coordination strong
communication and
teamwork skills an
interest for dealing
with technology
flexibility
Physical Attributes  Must be in good
shape and obtain a
class three medical
exam
 Stick to strong drug
and alcohol
prohibitions
 Must be in physically
healthy and
complete a class
three medical exam
 Adapt to restrictive
alcohol and drug
limitations (zero
tolerance)..
Selection and recruitment process
Selection process
The selection process involves selecting the best individual with the necessary
qualities and qualities to fill positions in the business.
Telephone interviews: They are highly important since they shorten the
interview process and save time waste, while also eliminating out weaker applicants
earlier in the process (Malik and Aslam, 2020).
Advantage: The interviewer can examine the candidate's telephone tone may
also reach out to long-distance applicants.

Disadvantage: The interviewer is unable to read the candidate's body language.
It is harder to establish rapport over the phone.
Face to face interview: Face-to-face interviews seem to be the most common
and efficient method of evaluation. This enables the interviewer to interact with each
applicant while keeping an eye on their body language is considerably more successful
than any other interviewing method.
Advantages: The candidate can more simply establish rapport. The interviewer
can properly examine the individual and can also put the candidate's commitment to the
assessment (Belmi and Schroeder, 2021).
Disadvantages: The process takes a very long time. Also the choice will be
influenced by interviewer bias.
Recruitment process
Recruitment is the process of identifying and recruiting potential resources to fill
open jobs in a company. It identifies applicants with the skills and attitudes needed to
help a company achieve its goals. The recruitment process consists of locating job
openings, assessing job requirements, assessing applications, screening, short listing,
and selecting the most appropriate applicant. The first phase in the recruiting process is
recruitment planning, in which vacancies are investigated and reported (Akter, Ali and
Chang, 2021). It comprises job specifications and the nature of the employment as well
as the experience, education and abilities necessary for the work. There are two types
of recruitment process which are mentioned below:
Internal
Internal recruitment is the practise of filling job openings within a company using
its existing staff. Internal recruitment encourages and incentivizes current employees to
go above for a promotion.
Advantages:
Time and money: One of the benefits of this recruitment method is that it is less
expensive. By promoting current workers, the organisation can save all of the time and
money spent on looking for evaluating, and selecting acceptable new applicants.
Less uncertainty: Promoting talented personnel who have demonstrated
significant success in their previous roles if they recruit internally (Ozgul, Bozkurt and
Gurol, 2020). This will significantly reduce the uncertainty.
Disadvantages

Recruitment option is limited: Promoting from inside mainly significantly affects
present employees. This reduces the pool of candidates from whom the organisation
may choose a qualified employee, restricting recruiting alternatives.
Need training to fit in new position: Promoting them will necessitate further
training in order for them to acquire the necessary abilities for their new responsibilities.
Furthermore, promoted individuals leave open jobs in their previous employment. As a
result, the organisation will need to hire outside workers to fill these roles (Tran, 2020).
This procedure might use large amounts of resources and energy.
External
The external recruiting process is the process of filling organisational vacancies
by employing new staff.
Advantages:
Fresh ideas: External recruiting provides you with access to new, fresh thoughts
who will offer unique ideas from outside the firm. This will help you redevelop the
company in today's global marketplace.
More options to recruitment: It exposes managers to a larger pool of applicants
with a wide range of talents at which to pick. The organisation can simply compare and
pick the best match for the desired position if they are exposed to a large number of
individuals.
Disadvantages
Risk of bad hiring decision: Sometimes the HR manager is not able to evaluate
the skills and qualifications of the candidate and ended up making wrong decisions by
hiring the inappropriate candidate (Patra, 2020).
Higher cost: The external recruiting process involves a set of activities to assure
the correct applicant selection, which includes seeking, analysing, and picking the right
candidate for the organisation. All of these procedures need a large investment of the
company's resources, money and time.
E-mail
The aviation organisation has selected the candidate for the position of Air Traffic
Controller and sends an e-mail for the same which is mentioned below:
Dear XYZ,
On behalf of ABC International Airport, I am glad to propose the following job offer to
you. You have been chosen as the ideal person for the role of Air Traffic Controller.

Congratulations!
We feel that your skills, talents, and experience would make you an excellent addition to
our company. We hope you enjoy your new position and contribute effectively in
increasing development of ABC International Airport
ABC International Airport is offering a full time position for you as Air Traffic Controller.
Commencement date: As mutually agreed, your job will begin on June 10, 2021.
Location: ABC International Airport.
You will be based at ABC International Airport, however you may be needed to work at
other locations as decided by company needs.
We are excited to welcome you to the ABC International Airport team.
Please do not hesitate to contact me through email if you have any queries or require
additional information. You can mail me at [e-mail]
Sincerely,
DEF
HR
ABC International Airport
CONCLUSION
From the above analysis, it can be concluded that performance management is an
ongoing way of integrating and highlighting work duties, interests, specified
responsibilities, and performance evaluation in order to maximize a performance of an
employee and integrate with organization's objectives.. it includes job description and
person specification for the candidate to find the appropriate skills and qualification
require by the aviation industry. The selection and recruitment process is also included
with its advantages and disadvantages.

REFERENCE
Book & journals
Akter, K., Ali, M. and Chang, A., 2021. Work–life programs and performance in Australian
organisations: the role of organisation size and industry type. Asia Pacific Journal of
Human Resources, 59(2), pp.227-249.
Belmi, P. and Schroeder, J., 2021. Human “resources”? Objectification at work. Journal of
Personality and Social Psychology, 120(2), p.384.
Lo, F. Y., 2021. Co-alignment of resources and diversification strategy on business
groups. European Journal of International Management, 15(4), pp.615-627.
Malik, M. S. and Aslam, L., 2020. The Integral Connection between Strategy, Human Resources
and Quality Treatment within the Hospitals of a Developing Country. Drishtikon: A
Management Journal, 11(2).
Ozgul, B., Bozkurt, S. and Gurol, Y., 2020. Surdurulebilirlik Perspektifinden Insan Kaynaklari
Uygulamalarinin Incelenmesi: Gorgul Bir Calisma/Investigation of Human Resources
Applications from Sustainability Perspective: An Empirical Study. Istanbul University
Journal of the School of Business, 49(1), pp.117-146.
Patra, D., 2020. An Analysis of Application of Key Financial Ratios for Human Resources
Valuation in Organizations. International Journal of Management, 10(4), p.2019.
Skorkova, Z. and TARIŠKOVÁ, N., 2018. STRATEGIC HUMAN RESOURCES
MANAGEMENT IN SLOVAKIA. Ad Alta: Journal of Interdisciplinary
Research, 8(2).
Tran, H., 2020. The Journal of Education Human Resources Sets the Stage to Advance
Education HR Scholarship and Practice. Journal of Education Human Resources, 38(3),
pp.287-289.