Question

1) Describe how the performance management process is linked to employee selection, training, and development.

2) What sources could be used to evaluate the performance of people working in the following jobs?

a) sales representative

b) TV repairer

c) director of nursing In a hospital

d) HR manager

e) air traffic controller

3)Three types of evaluation meetings are described in this chapter.

A) What different skills are required for each?

B) How can a manager develop the skills needed to conduct a problem-solving type of meeting?

C) Which method do you feel is the least desirable and why?

4) Discuss how you would go about diagnosing an employee's performance problems.

A) List several factors to consider

Answer 1

1) Describe how the performance management process is linked to employee selection, training, and development.

The training and the development is the criteria to improve the performance.However the performance management process provides about the strategy of training and development for the any situation and also it tells about the what kind of training needed at the given point of time .performance management process which includes the availability of training which helps in recruitment process and also helps to hire the less qualified candidates.It helps to select the better candidate where in the need of training will be reduced.Presenting the performance appraisal to present employees will provided the basis of assessing needs of training and in the result as well.Training and development which leads the employee to get the high pay and which helps to recruit the better qualified candidate.

2) What sources could be used to evaluate the performance of people working in the following jobs?

a)Sales representative: The sources used to Evaluate the performance of sales representative are customers, vendors, manager or supervisor and peers, self

b)TV repairer: The sources that could be could be used to evaluate the performance of TV repairer are customer, vendor, manager or supervisor , self and supplier

c)Director of nursing in a hospital: The performance an be evaluated by the sources such as subordinates, patients and superior

d)HR manager: superior, subordinates and self are the sources which is used to evaluate the performance of HR manager.

e)Air traffic controller: manager or supervisor, pilots, peer, self and team members are the sources used to evaluate the performance of Air traffic controller.

3)Three types of evaluation meetings are described in this chapter.

A) What different skills are required for each?

The three types of performance evaluation meetings are: tell and sell, tell and listen and Problem solving

• Tell and sell: This requires the skill of ability to persuade the employee in order to change their behavior in a particular way.this also needs special skills while dealing with employee such as patience, understanding and convincing capabilities
• Tell and listen:The supervisor must be a good listener, good communicator, Good observer, friendly
• Problem solving: the supervisor must have skills like creativity, innovation skill, Listening. Accepting and responding the feeling are major factors here .

B) How can a manager develop the skills needed to conduct a problem-solving type of meeting?

• Manger should set the adequate time for interview
• if there is any conflict between manager and the employee, then manager needs clear the issue in order to get the employees trust.
• He should give the feedback in the positive way, no need to criticize the work.
• He can tell directly to the employee rather than giving hints or unclear message.
• Define the problem by asking yourself and other questions about why you feel that there is a problem

C) Which method do you feel is the least desirable and why?

I feel Tell and sell is the least desirable. This method may requires to develop a new behavior on the part of staff and also skillful use of motivations on the part of manager, Because of less communication on the part of staffs, this method is less than ideal. It is used for inexperienced employees.

4) Discuss how you would go about diagnosing an employee's performance problems.List several factors to consider

There will be a base line how an employee usually performs at work place. this will be done by the performance evaluation meeting mentioned above. once the manager gets to know about the individuals performance,it would be lot more easier to notice when and where something goes wrong. , then i will focus on what is is being affected , it may be competency, behavior or result . Then we need a root cause for it . Poor. performance will result in the factor of drastic reduction in the effectiveness. there is some factors that helps to determine the level of performance.

• Aptitude: it refers as the individuals native ability to perform the task, every individual has strength as well as weakness which determines if we are able to perform the task. poor aptitude means that individual will never learn how to perform it, even with the proper support
• Skill level: Every simple responsibility also needs skill. In order to determine whether a performance deficit is due to lack of skill, then ask the question " if the persons life depends on it then they will do the task" if there is skill problem the the answer will be no.
• Understanding the task: the individual must understand the task,Performance management is all about conveying about understanding the task. The best way to know about the individuals understanding is to ask question about coaching environment.