Human resources management (ORGA5 & ORGA6)

Section A

Question 1:
The performance assessment, which is part of an organization's overall performance management
system, is defined as the process of recognizing, evaluating, and developing workers' work performance
in order to help the organization achieve its goals and objectives. Employees profit from appraisals
because they receive recognition, feedback, career direction, and development.

Managers and their employees meet one-on-one at regular intervals (at least once a year) to discuss
work performance in regard to:

- roles and responsibilities are carried out

- the organization's criteria and individuals' contributions to the fulfillment of the organization's
goals

Clear performance standards must be set and addressed with staff for effective performance review.
Using these criteria, evaluation entails:

- observing the employee's performance at work

- assessing the employee's development potential and job performance
- delivering feedback to the employee and acting on the outcomes of the appraisal process, such
as promotion, reward and recognition, counseling, training, and, in some situations,
termination.

Management by Objectives (MBO)

Management by objectives (MBO) is an appraisal process in which managers and employees collaborate
to create, plan, organize, and communicate goals for a certain appraisal period. Following the
establishment of defined goals, managers and subordinates meet on a regular basis to review progress
and debate the possibility of achieving those goals.

360-Degree Feedback

360-degree feedback is a multidimensional performance appraisal system that evaluates an employee

based on feedback from their circle of influence, which includes supervisors, colleagues, customers, and
direct reports. This strategy will not only eliminate prejudice in performance reviews, but it will also
provide a clear picture of a person's abilities. This appraisal method has 5 components which are self-
appraisal, managerial reviews, peer reviews, subordinates appraising manager and customer or client
reviews.
Assessment center method

Employees can receive a clear view of how others perceive them and how it affects their performance
using the assessment center method. The key benefit of this method is that it cannot only measure an
individual's current performance but also anticipate future work performance.

Behaviorally anchored rating scale (BARS)

In a performance appraisal process, behaviorally anchored rating scales (BARS) bring forth both the
qualitative and quantitative benefits. Employee performance is compared to particular behavioral
examples that are connected to numerical evaluations in BARS.

Multiple BARS statements, which characterize prevalent behaviors that an employee performs on a
regular basis, are anchored by each performance level on a BAR scale. These statements serve as a
yardstick for comparing an individual's performance to preset standards relevant to their role and
degree of employment.

Psychological Appraisals

Psychological evaluations are useful in determining an employee's hidden potential. Rather than looking
at an employee's prior work, this strategy focuses on their future performance. Interpersonal skills,
cognitive abilities, intellectual attributes, leadership skills, personality traits, emotional quotient, and
other relevant talents are employed in these appraisals to analyze seven important components of an
employee's performance.

Human-Resources (Cost) Accounting method

The human resource (cost) accounting technique evaluates an employee's performance in terms of the
monetary advantages he or she provides to the business. It is calculated by comparing the expense of
maintaining an employee (cost to the company) with the monetary benefits (contributions) derived
from that employee.
Question 3

Motivation is a psychological process in which a person acts or behaves in response to a certain task or
activity from beginning to end. Motivation pushes or urges a person to act in a certain way at a specific
time. When a person is motivated positively, they are cheerful, energetic, enthusiastic, and self-driven to
complete the task; when they are motivated negatively, they are demoralized, depressed, lethargic, and
gloomy, which leads to a decrease in productivity and performance.

From Maslow’s theory, we can understand that an individual is motivated according to the level of
needs, and they will progress depending on how well these needs area addressed at each level. Every
person needs differ from each other partly although they have most of their needs in common. When
considering my personal experience, employees’ needs can only be understood through communication
and that is the first step to motivate your employee. When an employee is at ease to share their issues
and successes, the employer can easily address any issues and also improve the rate of their successes. I
had workers talk to me about issues at work as my father has communication issues. I try to always
make sure that workers needs are met so as to motivate them. Some workers might want a longer lunch
break, some might want a small raise and some might just want some days off and these can only be
known with proper communication.

Work-life balance is another very important aspect of motivation as a worker who works too much will
be exhausted as some point and their efficiency at work will be less than it could have been if they
worker had a proper work-life balance. Workers usually work 6 days a week with Saturday being a half
day while some want to work on Sundays too, their performances are usually less consistent when not
having days off. Flexible working hours is also another way to ensure their proper balance as per their
request they are offered half days off.

Rewarding workers is of upmost importance as salary is most of the time the biggest motivation for an
employee. Rewards can also come in different forms as the company may be rewarding the employee
with its own services and products or offering some bonuses over exceptional performance at work.

Motivation is a vital human aspect in both a person's personal and professional lives. People need
positive motivation in every profession, including business, sports, politics, and entrepreneurship. It is a
person's drive to work toward a goal, which is usually a specific task. Employees gain crucial managerial
skills like as leadership, team management, time management, decision making, and communication
when they are motivated.
Section B

The main difference between A-o-A and A-o-N is the A-o-N can clearly show all four types of
dependencies which are: finish to start, start to start, finish to finish and start to finish. In AoA, activities
are represented by arrows which are connected by nodes and the back of the arrow indicates the start
of the activity and the front point the end. In AoN activities are represented by nodes which are then
connected by arrows to show the relationships between the activities.

AoN method chosen

 IP (Immediate D, ES EF LS LF Slack
Activity predecessor) duration (Earliest (Earliest (Latest (Latest (Float)
(months) Start) Finish) start) Finish)
A,
Secure permissions and - 2 0 2 0 2 0
build foundations
B, Superstructure and
- 3 0 3 1 4 1
equipment
C, Construct the 80m-
A 2 2 4 2 4 0
high stack
D, Concreting and frame
A, B 4 3 7 4 8 1
installation
E, Build high-temperature
C 4 4 8 4 8 0
burner
F, Install pollution control
C 3 4 7 10 13 6
system
G, Install air pollution
D,E 5 8 13 8 13 0
sensing systems
H, Inspect and test
F,G 2 13 15 13 15 0
facility for commissioning

The critical path is A,C,E,G,H. Project duration is 15months. Slack time is referred to as the time
difference between the required date to fulfill the critical path and the scheduled completion date which
helps to keep the project’s completion date intact.

The completion schedule time may be reduced but it will cost the promoter more money. Theses can be
achieved by:

- Working overtime.
- Adding new shifts.
- Providing additional labour.
- Additional supervision.
- Providing additional resources, such as plant and equipment.
- Re-sequencing work activities (also known as project crashing or fast tracking).
- Adopting alternative construction methods, such as off-site manufacturing.
- Changing the design or specification.
- Reducing the scope of the works (for example transferring responsibility for some works from
the contractor to the client), and
- Early procurement of key items.