SOUTHEAST UNIVERSITY

SOUTHEAST BUSINESS SCHOOL

: Assignment on :

HRM final examination

: Course :

Human Resource Management, MGT3125

Section-1

: Submitted to :

Sheikh Mohammad Raihan Uddin

: Submitted by :

Muddassir Mahmud Mashuk

ID- 2017010000271

Batch- 45th

: Submission Date :

8 October 2020

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 Table of Contents

 Summary
 Answer to the question no 1
 Answer to the question no 2
 Answer to the question no 3
 Answer to the question no 4
 Conclusion

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 Summary

To run an organization, it takes a lot for both the employer and employees to work together. An
employer needs to look after whether the organization is hiring the right person or not as well
as if the appointed person is doing his part appropriately. To do these functions, training and
performance appraisal methods are steps for any organization to do best performance among
the competitors. The better and the employees and the management, the better results will be
seen by company. In this assignment, which techniques will be best for an HR manager to
enhance employee performance will be described.

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 Answer to the question no. 1

(a)

An interview is essentially a structured conversation where one participant asks questions, and
the other provides answers. In common parlance, the word "interview" refers to a one-on-one
conversation between an interviewer and an interviewee. It helps a manager to find out the
best and suitable candidate for the job. As a manager of Singer Bangladesh, I can structure the
types, formats and contents of the interview process.

1) Traditional one on one job interview: The traditional one on one interview is where
candidates are interviewed by one representative of the company, which is me, the manager. I
would need to know about him/her because he will be directly working with me if the person
gets appointed.

2) Panel interview: In a panel interview, candidates will be interviewed by a panel of

interviewers. The panel may consist of different representatives of the company such as human
resources, management, and employees.

3) Behavioral interview: I will give the candidates some situation and see how they react or deal
with it.

4) Group interview: I will conduct a group interview to quickly prescreen candidates for the job
opening as well as give the candidates the chance to quickly learn about the company to see if
they want to work there. Many times, a group interview will begin with a short presentation
about the company. After that, I will speak to each candidate individually and ask them a few
questions.

5) Phone interview: I will conduct an interview through phone to see whether the candidates
are always to response whenever they are being called. I can also ask some few questions

6) Lunch interview: The company will invite candidates to lunch with additional members of the
team to further get to know them and see how they fit in.

(b)

Nestle Bangladesh is one of the most prestigious MNC. As a manager, I must design a good
interview process -

 A detailed job description : Before posting a job or accepting applicants, it’s important
to have a detailed and accurate job description.
 Application: After reading the job description, candidates should be encouraged to apply
if they feel they meet the expectations of the role.

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  Complete a phone screen : After advancing a candidate past the initial application, a
phone screen may be necessary. A phone screen is a short phone conversation (roughly
15-45 minutes) to verify some of the basic requirements of a position such as education,
location, and necessary skills.
 In-person interview : The in-person interview is sometimes the final stage, and often the
most telling for a candidate. It’s important for each person involved to be prepared and
have substantive questions for each other.
 Skills test : It includes how a candidates show his/her approach based on various
situation and how the person uses the skill towards the task he/she is given.
 Final review and feedback: Following the skills test and in-person interview, the
candidate should be informed of their performance.
 Offer the position: After providing feedback, candidates should be expected to receive
an offer (or rejection) in a timely manner.

Answer to the question no. 2

(a)

Everyone loves appreciation and everyone loves to be appreciated, so the company appreciates
someone, it does not keep it a secret and the organizations express their appreciation in the
form of what we call as performance appraisal or performance reviews. Performance appraisals
are also known as the performance reviews or the performance evaluation used by the
companies to assess an employee’s performance and to appreciate him/her for his/her
precious and dedicated contribution in the growth of the organization. Thus, the importance of
performance appraisals can be defined as the process of evaluating an employee’s performance
and personality as per the organization’s set of standards like versatility, quality of work,
efficiency, cooperation, and teamwork, etc.

I certainly agree with the statement that it is the key component of performance Management.
For example - Me, as a manager, decided to mark the employees according to their
contribution towards their job. I will mark them based on the percentage where 100% is extra
ordinary, 75% is very good, 50% is average, 25% is poor and 0% is very poor. Then I can even
give them rewards based on this. The employee will be self motivated and try their best to get
100% mark. This will effect the the overall company performance. That is why , performance
appraisal is a key component of performance Management.

(b)

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Me, an HR manager of foodpanda, was assigned to do evaluate a large number of employees.
Now I will discuss the major appraisal methods and their difference s -

1) Graphic Rating scale method: A graphic rating scale lists the traits each employee should
have and rates workers on a numbered scale for each trait. The scores are meant to separate
employees into tiers of performers, which can play a role in determining promotions and salary
adjustments.

2) BARS: Behaviorally anchored rating scales (BARS) are scales used to rate performance. It is an
appraisal method that aims to combine the benefits of narratives, critical incidents, and
quantified ratings by anchoring a quantified scale with specific narrative examples of good,
moderate, and poor performance.

3) Alternation ranking: Alternation Ranking Method• Ranking employees from best to worst on
a trait or traits. This method is used to indicate the employee who is highest on the trait being
measured and also the one who is lowest, alternating between highest and lowest until all
employees to be rated have been addressed.

4) The Critical Incident Technique is a set of procedures used for collecting direct observations
of human behavior that have critical significance and meet methodically defined criteria.

5) MBO: Management by objectives (MBO) is the appraisal method where managers and
employees together identify, plan, organize, and communicate objectives to focus on during a
specific appraisal period.

- There are some Advantages and Disadvantages of performance appraisal. As a manager of

foodpanda Bangladesh, I also need to take those traits into account -

Advantages:

 Graphic rating scale: Simple to use, a numeric rating for employees.

 BARS: it is very accurate to find out employee behavior.
 Alternation ranking: Alternation to graphic rating scale which avoids the problems of
graphic rating scale.
 Critical incident method: Helps specify what is right or wrong.
 MBO: tried to joinly agreed-upon performance objectives.

Disadvantages:

 Graphic rating scale: can be biased sometimes, unclear.

 BARS: difficult to develop
 Alternation ranking: may be unacceptable by the employees. Can be unfair sometimes.

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  Critical incident method: Difficult to rate employees
 MBO: It takes time.

Answer to the question no 3

(a)

Training as an open system describes how training is interconnected with the organizationand
the environment it operates in.The open system receives input from the environment and uses
these inputs to generate output to supports the organization.Similar to how an organization
responds to inputs from internal and external environments, training as an open system also
responds to inputs from the environment and will adjust accordingly.In an open system, there
are multiple layers where inputs are received, called subsystems. Through the training process,
these inputs would be developed into outputs that meets the need of the organization. Hence,
the statement is justified.

Reasons for Training needs analysis:

 To Ensure company Always Running The Required Training Sessions.

 To Maximise company's Return On Time Investment.
 Allows organization To Find Knowledge Gaps Before They Become A Larger Problem
 To Create A Clear Training Plan For The Entire Organisation.
 Training Always Has Desired Outcomes. Because If an organization creates training plan
around the information they gathered from training needs analysis, they can be
confident that the outcomes of the training sessions will be useful to their business.

(b)

Behaviourally Anchored Rating Scales (BARS) are designed to bring the benefits of both
qualitative and quantitative data to the employee appraisal process. BARS compare an
individual's performance against specific examples of behaviour that are anchored to numerical
ratings.

The standards upon which the employee is being appraised are significantly clear which makes
the entire process much less confusing. ... BARS creates the ability to design a unique
performance management experience for every position within an organization. Besides,

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- It is easy to use.

- It is based on behavior as the main goal is to improve employee performance.

- It is impartial. So employees can expect a fair rating.

- It is a unique performance Management method that can be used in every position.

Answer to the question no 4

(a)

Lecture is one of the most frequently used and second oldest form of training. As an HR
manager of Brac Bank LTD, I prefer this training method for the employees. It creates an
understanding about the topic and the Listeners get a clear idea. It has some strengths. That is
why I choose training method as an HR manager of Brac Bank LTD. Because -

- Good for presenting information

- Interactivity can be controlled by the trainer (can change from a straight lecture to a lecturette
or discussion)

- A lot of trainees can be trained simultaneously (low training cost/trainee).

(b)

Training allows employees to acquire new skills, sharpen existing ones, perform better, increase
productivity and be better leaders. Since a company is the sum total of what employees achieve
individually, organizations should do everything in their power to ensure that employees
perform at their peak. Training and development can play a big role in making a real difference
to competitive advantage. By making sure that employees are constantly progressing, the
company automatically gains more value and continues to move forward with a strong position
in the market. A well structured and well-planed interview brings a lot more value to the
organization.

So, training is a strategic tool for a firm to gain a competitive advantage

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 Conclusion

There are various types and formats of interview process that an HR manager Should conduct.
A well designed interview process will be easier to choose the right candidate

On the other hand, performance appraisal is the evaluation and continuous assessment of of
the employee performance and contribution. Several steps and methods is being followed by
several organization. Nestle Bangladesh, Singer Bangladesh, foodpanda Bangladesh, Brac Bank
LTD are the top business organization in Bangladesh I market. They had reached to top level
because they are very much concerned about their training methods and performance
appraisal. Any emerging business organization also need to follow the same methods to
improve themselves among the competitors s