PRESENTATION ON

DIAGNOSTIC APPROACH
NUSRAT JAHAN 111163071
AFIA BINTE AYUB 111163151
COMPLAINT AGAINST AN EMPLOYEE TO THE
HR HEAD
The Marketing head comes to Ms. Nusrat (HR head) and complains
about Ms. Shormi, an employee of a marketing department. He
informs Nusrat that Ms. Shormi’s performance was outstanding in
the past 3 years. Unfortunately, for the last 1 year, Ms. Shormi’s
performance has deteriorated. The Marketing head express that
they need to come to a decision whether to retain Ms. Shormi or
terminate from the job. Then Nusrat, the HR head tells that, now,
this is the proper time to solve the problem with the help of
diagnostic approach.
STEP-1 - DIAGNOSIS

• HR head Ms. Nusrat and employee, Ms. Shormi having

conversation regarding job issues
• Ms. Nusrat reports employee about her downward moving job
performance
• Ms. Shormi explains the problems she is facing that is creating
impact on her performance
STEP-2 – PRESCRIPTION
I. LIST OF PROBLEMS

Lack of proper transportation

No promotion and increment even after excellent

performance

Extended work hours

Unfavorable working environment

Relationship problem with the supervisor

STEP-2 – PRESCRIPTION (CONT.)
II. LIST OF SOLUTIONS
TRANSITION PERIOD- 3 MONTHS
Providing transportation service

Assigning target to achieve reward

Allowing to set your own work hours

Improve working environment

Provide training to the supervisor till the transition period

and then replace if needed
 STEP-3 - IMPLEMENTATION
Ms. Nusrat calls Ms. Shormi for a one-to-one discussion. Ms. Nusrat informs Ms. Shormi that she had analyzed all
the problems that Ms. Shormi had discussed with her in the last interview. She had developed a feasible solution to
overcome this obstacle. Ms. Nusrat tells Ms. Shormi that she has been given a transition period for 3 months along
with the solution of the problem Ms. Shormi discussed. The company had arranged a transportation for Ms. Shormi
and the office bus will pick her from her home and drop back after office. Ms. Shormi is assigned with a special
target within the transition period to prove her potentiality and performance and based on the performance, she
will be rewarded with promotion, increment, career development training, domestic tours, insurance, etc. Ms.
Nusrat had allowed Ms. Shormi to set her own work hours and maintain a work-life balance as the company
ultimately wants the end result to be satisfactory. She also tried to improve the office working environment by
providing a quiet room for retreat or solitude, equip the office with some indoor games for recreation, sudden lunch
treats to all employees once in a month to improve camaraderie and many more. As Ms. Shormi had some
problems with her supervisor, Ms. Nusrat calls for the supervisor for a discussion. Ms. Nusrat assigns a relationship
development training program for the supervisor to improve his relationship with the employees and also inform
that his performance will be judged and if found unsatisfactory, he may be replaced with someone else.
 STEP-4 – EVALUATION
I. OUTCOME EVALUATION

Expected Performance Actual Performance

(EP) (AP)
 Ms. Nusrat is confident to  All problems was resolved
resolve the problem and performance
 Expects Ms. Shormi’s improved to 80%
performance to improve  Improved working speed
 Have faith on her for her  Performance concludes to
future growth be very satisfactory
STEP-4 – EVALUATION
II. PROCESS EVALUATION

As the outcome of this evaluation is very

satisfactory and the result of this diagnosis is
positive, it clarifies that the process of this
evaluation was right.
Thus, with the help of diagnosis
approach, we were able to solve
the problem
Thank You