Performance and Compensation Management – HRM 522 (Sec-1)

Case Study (4.1/4.3/4.4)

Prepared By
Md. Khairul Bashar
Id: 2020-3-91-026
Student East-West University

Prepared For
Dr. Md. Mesbah Uddin
Adjunct Faculty of Business Department
East-West University, Dhaka

Date 19/12/21

Case Study 4.1

Q1: Answer: From the determinants of performance we have known that (“Performance =
Declarative Knowledge x Procedural Knowledge x Motivation”) and as a Manager, I can see
the lack in ‘Procedural knowledge’ causing poor performance. Though she is high in
declarative knowledge and motivation, she has lacked presentation skills as well as she is unable
to answer due to her lack of feedback ability. So having such skill deficiency leads her to poor
performance.

Q2: Answer: To improve her performance she could attend several training programs like public
speaking and interpersonal skill improvement which might help her to cope with the fear. Such
training programs are designed and developed in a way that helps individuals to identify the area
they should work on and provide or guide with several tools that helps improve employee
performance

Case Study 4.3

Q1: Answer: Based on the case description Paychecks should use a combination of both
behavioral and result-in approaches to measuring employee performance.

Q2: Answer: Job descriptions that apply to the job of account executive are checked below:

 Acting as primary contact for the client during the conversion process.
 Supporting clients during the first few payrolls
 Completing the required documentation to turn the client over to customer service for
ongoing support.
 Scheduling and making client calls and, when necessary, supporting sales representatives
in presales efforts

From the case, it is mentioned account executive needs to perform sales activity as well and need
to attend the professional meeting and retail trade show means they need someone who will be
good at multi-tasking and will perform more than the specific task. The job description we have
checked also includes some activity beyond the specific task so perform the job effectively and
efficiently they need an individual who will be good at performing the regular task like support
in account opening, documentation support, on the other hand, someone who will be sharp
behavioral approach like Pre Sales and After sales support, Taking responsibility of the client as
a primary so that consumer have the faith on the company as well as the brand. So considering
all these Paychecks should choose the combination of both behavioral and result-in approaches
to measuring employee performance.

Case Study 4.4

Q1: Answer: Deliberate practice involves the following five steps:
1. Approach performance to get better and better.
2. As you are performing, focus on what is happening and why you are doing things the
way you do.
3. Once your task is finished, seek performance feedback from expert sources, and the more
sources the better.
4. Build mental models of your job, your situation, and your organization.
5. Repeat steps 1–4 continually and on an ongoing basis.

Q2: Answer: Ricardo’s only fear is public speaking accept this area he is an excellent performer
at his job. I think to overcome his fear he should approach it, she could search on internet where
will get many contents to improve her performance. She could choose any of the content and
start working on her presentation skill on the other hand she should speak openly regarding her
deficiency with the team member so that they can also help to improve her performance by
having demo presentations and providing feedback to each individual. He could seek suggestions
from his manager regarding his area of lickings or someone who has the expertise in public
speaking may help him to perform better on the final.