Answer 1:

As per the HR Head of Brillio, some of the key challenges faced by talent acquisition teams include:

Talent shortage: There is a shortage of skilled and experienced talent in many industries,
especially in the technology sector. This makes it difficult for talent acquisition teams to find the
right candidates for open positions.
Competition: Due to the shortage of talent, there is fierce competition among companies to
attract and retain the best candidates. This makes it challenging for talent acquisition teams to
stand out and convince top talent to join their organization.
Employer brand: A strong employer brand is essential to attract top talent. However, building
and maintaining a positive employer brand requires significant investment and effort.
Diversity and inclusion: Ensuring diversity and inclusion in the hiring process is important to
create a more inclusive workplace. However, this can be a challenge for talent acquisition
teams, as they need to attract a diverse pool of candidates and ensure a fair and unbiased hiring
process.
Technology: With the increasing use of technology in the workplace, talent acquisition teams
need to keep up with the latest tools and trends to attract and engage candidates. This can be
challenging, as technology is constantly evolving.
Time and cost: Recruiting top talent can be time-consuming and expensive. Talent acquisition
teams need to balance the need to find the right candidates with the need to keep costs and
time-to-hire under control.
Retention: Retaining top talent is crucial to the success of any organization. Talent acquisition
teams need to ensure that they are not only hiring the right candidates but also creating a
culture and environment that encourages them to stay.

Answer 2:

It's great to see positive outcomes from the implementation of a new appraisal system. Modern
appraisal methods that can lead to positive outcomes include:

Continuous Performance Management: This method involves ongoing feedback and coaching
between employees and managers, with regular check-ins and goal setting. It can help
employees better understand their objectives and stay on track, leading to improved
performance and job satisfaction.
360-Degree Feedback: This method involves gathering feedback from multiple sources, including
managers, peers, and direct reports. It can provide a more comprehensive view of an
employee's performance and help identify areas for improvement.
Objectives and Key Results (OKRs): This method involves setting clear, measurable objectives
and key results for employees to achieve. It can help employees understand how their work
contributes to the overall goals of the organization, leading to better alignment and
performance.
 Behavioral-Based Appraisal: This method focuses on evaluating an employee's behavior and
competencies, rather than just their output. It can help identify strengths and areas for
improvement in areas such as communication, teamwork, and leadership.
Real-Time Feedback: This method involves providing feedback in the moment, rather than
waiting for a formal appraisal period. It can help employees make adjustments and improve
their performance on an ongoing basis.

Examples of how these modern appraisal methods can be implemented include:

 Using an online platform for continuous performance management, where employees and
managers can track progress, set goals, and provide feedback.
 Implementing a 360-degree feedback tool that gathers input from managers, peers, and direct
reports, and using the results to inform performance reviews.
 Using OKRs to set clear, measurable objectives for each employee and tracking progress
regularly.
 Incorporating behavioral-based appraisal criteria into performance reviews, such as evaluating
employees on their ability to collaborate with others or adapt to change.
 Encouraging managers to provide real-time feedback to employees, such as praising a job well
done or offering constructive criticism in the moment.

Answer 3. a. Based on the information provided, it seems that Apex Door's current training process is
inadequate and may not be effectively improving the performance of employees. Here are some specific
reasons why:

 Lack of training materials: Without training manuals, employees may not have access to the
necessary information to perform their jobs correctly. This can lead to mistakes and
inefficiencies, as employees may need to rely on their own interpretations or improvisations.
 Inconsistent training: With the current on-the-job training process, there is a risk that new
employees may receive inconsistent or incomplete training, depending on who is available to
train them. This can result in knowledge gaps and may contribute to the tendency for
employees to "do it their way."
 One-size-fits-all approach: It appears that all employees receive the same training, regardless of
their specific job roles or responsibilities. This may not be effective in ensuring that employees
have the skills and knowledge necessary to perform their specific job duties.

Overall, it seems that Apex Door's training process is not sufficient in providing employees with the
necessary skills and knowledge to perform their jobs effectively. In order to improve employee
performance and reduce errors and inefficiencies, Apex Door may need to consider implementing more
structured and tailored training programs, including written training materials and targeted training for
specific job roles.
3.b. To improve the training process at Apex Door, I would suggest the following steps:

Develop comprehensive job descriptions: Apex Door should develop updated and detailed job
descriptions for each position in the company. This will provide employees with a clear understanding of
their job responsibilities and the expected outcomes.

 Create a training manual: A training manual should be created for each position in the company.
The manual should provide step-by-step instructions on how to perform the tasks required in
that particular job. This will ensure consistency in the training process and reduce the risk of
errors.
 Conduct training sessions: Apex Door should conduct training sessions for new employees. The
training sessions should cover the contents of the training manual and should be delivered by
experienced employees or trainers.
 Use visual aids: Visual aids, such as videos or diagrams, can be used to supplement the training
manual and help employees understand the processes and procedures better.
 Provide ongoing training: Training should not be a one-time event. Apex Door should provide
ongoing training to ensure that employees stay up-to-date with changes in processes,
technology, and industry trends.
 Evaluate training effectiveness: The effectiveness of the training program should be evaluated
periodically to identify areas for improvement. Feedback from employees can be used to make
necessary changes to the training program.

By implementing these steps, Apex Door can improve its training process and reduce the likelihood of
errors and misunderstandings. A well-trained workforce can help Apex Door meet its business objectives
and achieve success in the competitive market.