Professional Documents
Culture Documents
0
1
Overtime of more than 2 hours without When required to work overtime for more
notification than 2 hours without being informed.
Employees will be paid a daily tool
allowance up to prescribed limit per weeks.
The wages are not paid as it is not informed.
Apart from it $ 20.00
A cook who is required to use their own When cook is required to use their own
tools tools, the employer needs to pay allowance
of $1.55 per day or maximum of $7.60 per
week.
1
2
Full time Staff member is working remotely The minimum wages that can be paid
and is required to stay overnight. employees are $3.00 to each employee.
Part time and casual catering employee’s The employees can be carried which are
laundry reimbursements needed based on it evaluation with $6.00 in
better ways.
2
3
The potential solution to staff performance issues helps in improving employee performance
in organisation. The solutions are as follows:
● Communicate with employees for analysing their expectations. For instance, it can be
stated that employer needs to communicate with employees as it helps them to
analyse issues that are faced by employees based on it further actions can be carried
(Cravens et al. 2015).
● Regular timely appraisal can ensure employees for conducting performance appraisal
with regularly keeping goals in front of daily tasks. It is also needed to conduct
employees appraisal based on it further actions can be carried in an advanced ways
based on it further strategies can be made.
● Employees need to develop priority in which they need to work. For instance it can be
stated that employees need to set up their priorities as it helps them to perform well
and achieve their goals.
● Improving moral of employees for better work performance. For example: moral
values of employees can be encouraged as it helps them to carry out the work based
on it salary level encourages employees to participate in work and give their best
performance.
Q9. Describe types of assessment procedures
Self-Assessment
Self-assessment is a process that is looking at oneself for assessing aspects for the importance
of one’s identity. It also helps to motivate that staff evaluation with self-verification as well
as self enhancement can be done.
Peer Assessment
Peer assessment is educational activities that are carried for students to judge the performance
of their peers and based on its implementation with learner activities can be concerned.
Team Assessment
Team assessment is a kind of exercise that helps employer to evaluate team’s strength as well
as weakness. The team assessments are based on particular theories that help in driving an
effective teamwork (Elliot, 2015).
Q10. Process for follow when performing performance appraisal interviews
The processes that can be followed by employer during conducting interviews are as follows:
● The appraisal process begins with the establishing the performance standards based
on it further actions can be carried based on its evaluation can be done in done in an
advanced ways.
3
4
4
5
Important to chart data within performance review and two different ways
The chart data helps in identifying the issues based on it further evaluation can be done in an
advanced ways. As stated by Yinghui & Wenlu (2015), the chart data focuses on gaps in
employee’s performance. The 2D performance review chart helps in presenting data which is
crucial to make them work in an advanced ways. Pie chart is another type of chart data as it
helps in presenting data in better ways.
Q14. Relationship between job description and interview questions
Interview question is based on the job descriptions. The job description is based on job role
and based on it selection is done. As per example for operations manager job role the
technical knowledge are provided. In relation to job description selection is done.
Productivity indicator and make an effective productivity indicator
The productivity helps in revealing indicator of several economic indicators that helps in
offering dynamic measures based on its evaluation can be done. The economic growth,
competitiveness and living standards are within an economy (Budworth et al. 2015). It helps
in raising productivity for measuring as it helps in principal economic. Developing
conceptual framework has been identified the gaps as the entire ratio can be analysed.
Q16. Three reasons that are undertaking performance appraisal with staff
Performance appraisal helps to make each and every employee to feel valued as it is
necessary for making them to work in an effective ways. In addition it also helps in setting up
gaps based on its employees performance can be enhanced. Another factor helps in resolving
grievances as it is necessary to make them work in an advanced ways.
Q18. 3 Different arrangements that are needed to make interview process and applicant
starting employment
Pre or during interview
During or pre interview of employment certain arrangements are needed to be carried such as
panel in interviews. The candidates has been interview which are needed to be carried
according to it evaluation can be done on the ground of its functioning. As stated by Mwema
& Gachu (2014), questioning set has been identified as it is necessary based on its entire
management can be done. Apart from it practical arrangements such as arrangement of
rooms, venue location are managed. Note taking as well as meals are also provided.
Employee enhances performance
5
6
Support with different interpersonal The interpersonal situations has been carried
situations as it manages the record based on it different
entire role has been managed in an advanced
way.
Q20. Two different people or department to consult for identifying staffing needs
Human resource department’s helps in identifying the requirements as it make them work in
an advanced ways. Human resource department helps in managing people as it is necessary
for analysing employees requirement based on it working environment is provided (Naeem et
al. 2017).
Company administrative department’s helps in following up laws based on its employees’
rights and working hours can be fixed.
Q21. 3 positive elements
6
7
In the specific elements that has been professional phone manner, good computer skills as
well as attention to details. These three elements have been managed records of employees as
well as enhance the employee performance appraisal.
Q23. 4 changes needed for job advertisement to make effective
Use of social media can be used for job advertisement. As the world is going globally that has
been encourages job advertisements in detailed manner.
Use of official websites is necessary for making advertisement necessary as it is crucial to
make job seekers to get attracted (Cogin, Ng & Lee, 2016).
Recruitment agencies can play effective role for job advertisements as it make them work in
an advanced ways.
Job advertisement in newspapers as it helps in spreading vacancies as it is crucial to make
them work in an effective way.
Q24. Advantages and disadvantages of each of the following
Internal recruitment
Advantages
● Increases moral values of employees
● Less paperwork is needed for encouraging employees.
Disadvantages
● Lack of diversity has been faced by organisation
● Stagnation can be faced by employees as well as employer
Newspaper advertising
Advantages
● Newspaper carried out the news all over the world
● Newspaper provides information as well as general knowledge
Disadvantages
● There are limited readership which effect on spreading news
● No control over advertising placements
Recruitment agencies
Advantages
● Knowledge of markets help employer in affecting that are needed to be worked in an
advanced ways.
● Help employer to make his brand and based on it recruitment can be done.
Disadvantages
● Candidates are not confirmed about the job placements
7
8
8
9
Before selection of employees their educational background are needed to be used as it helps
in making them use in an advanced way. As stated by Iqbal et al. (2015), their
communication skills can be identified; in addition to it their technical knowledge is also
recorded. It helps in making them use in an effective ways.
9
10
Q27.
Interview strategies
● Prep questions in advance has been mentioned as it helps in setting up needs of
employees based on its entire requirements can be managed.
● Choosing right interviewer is crucial helps in making them work as it is required to
identify and make them work which is needed for selection of right candidates.
● Listen to interviewee needs for selection can be done
● Avoid tried and true is needed make them work as it helps in make them work
because this is needed as it is required to identify their in an advanced ways.
● Practical information is needed to be carried as it is required to analysing its
efficiency to entire role in functioning ways.
Two tasks for interviewee was successful
● STAR method can be used as to helps in interviewing is needed as it make them work
as it is managed for taking successful interview process.
● Interviewing process helps in identifying them wok as it is needed for interviewing.
10
11
References
Bednall, T. C., Sanders, K., & Runhaar, P. (2014). Stimulating informal learning activities
through perceptions of performance appraisal quality and human resource
management system strength: A two-wave study. Academy of Management Learning
& Education, 13(1), 45-61. Retrieved on 6 November, 2018, From:<
https://www.researchgate.net/profile/Kk_Sanders/publication/276895040_Formal_trai
ning_stimulates_follow-up_participation_in_informal_learning_A_three-
wave_study/links/556e1dac08aeab777226a182/Formal-training-stimulates-follow-up-
participation-in-informal-learning-A-three-wave-study.pdf>
Budworth, M. H., Latham, G. P., & Manroop, L. (2015). Looking forward to performance
improvement: A field test of the feedforward interview for performance
management. Human Resource Management, 54(1), 45-54. Retrieved on 5 November,
2018, From:< http://www-2.rotman.utoronto.ca/facbios/file/2015%20-
%20Budworth,%20Latham%20&%20Manroop_Looking%20Forward%20to%20Perf
ormance%20Improvement.pdf>
Cogin, J. A., Ng, J. L., & Lee, I. (2016). Controlling healthcare professionals: how human
resource management influences job attitudes and operational efficiency. Human
resources for health, 14(1), 55. Retrieved on 6 November, 2018, From:<
https://human-resources-health.biomedcentral.com/articles/10.1186/s12960-016-
0149-0>
Cravens, K. S., Oliver, E. G., Oishi, S., & Stewart, J. S. (2015). Workplace culture mediates
performance appraisal effectiveness and employee outcomes: A study in a retail
setting. Journal of Management Accounting Research, 27(2), 1-34. Retrieved on 4
November, 2018, From:< http://aaapubs.org/doi/full/10.2308/jmar-51169>
Elliott, K. (2015). Teacher Performance Appraisal: More about Performance or
Development?. Australian Journal of teacher education, 40(9), n9. Retrieved on 4
November, 2018, From:< https://files.eric.ed.gov/fulltext/EJ1076425.pdf>
Fang, P., Luo, Z., & Fang, Z. (2015). What is the job satisfaction and active participation of
medical staff in public hospital reform: a study in Hubei province of China. Human
resources for health, 13(1), 34. Retrieved on 5 November, 2018, From:<
https://human-resources-health.biomedcentral.com/articles/10.1186/s12960-015-
0026-2>
11
12
Grootenboer, P. (2017). Appraisal for quality learning. Waikato Journal of Education, 6(1).
Retrieved on 8 November, 2018, From:<
https://www.econstor.eu/bitstream/10419/149147/1/dp10288.pdf>
Heywood, J. S., Jirjahn, U., & Struewing, C. (2017). Locus of control and performance
appraisal. Journal of Economic Behavior & Organization, 142, 205-225. Retrieved on
4 November, 2018, From:<
https://www.econstor.eu/bitstream/10419/149147/1/dp10288.pdf>
Ibeogu, P. H., & Ozturen, A. (2015). Perception of justice in performance appraisal and effect
on satisfaction: Empirical findings from Northern Cyprus Banks. Procedia Economics
and Finance, 23, 964-969. Retrieved on 5 November, 2018, From:<
https://www.sciencedirect.com/science/article/pii/S2212567115003597/pdf?md5=35f
ea0bd38f3dcfa346e7ee72319545c&pid=1-s2.0-S2212567115003597-
main.pdf&_valck=1>
Iqbal, M. Z., Akbar, S., & Budhwar, P. (2015). Effectiveness of performance appraisal: An
integrated framework. International Journal of Management Reviews, 17(4), 510-533.
Retrieved on 9 November, 2018, From:<
https://research.aston.ac.uk/portal/files/19911720/Effectiveness_of_performance_appr
aisal.pdf>
Kozica, A., & Brandl, J. (2015). Handling paradoxical tensions through conventions: The
case of performance appraisal. German Journal of Human Resource
Management, 29(1), 49-68. Retrieved on 8 November, 2018, From:<
https://www.tandfonline.com/doi/abs/10.1080/09585192.2017.1292537
Mwema, N. W., & Gachunga, H. G. (2014). The influence of performance appraisal on
employee productivity in organizations: A case study of selected WHO offices in East
Africa. International Journal of Social Sciences and Entrepreneurship, 1(11), 324-
337. Retrieved on 5 November, 2018, From:<
http://search.proquest.com/openview/be1b6616d8470c85eca71e45d9865585/1?pq-
origsite=gscholar&cbl=18750&diss=y>
Naeem, M., Jamal, W., & Riaz, M. K. (2017). The Relationship of Employees' Performance
Appraisal Satisfaction with Employees' Outcomes: Evidence from Higher Educational
Institutes. FWU Journal of Social Sciences, 11(2). Retrieved on 2 November, 2018,
From:<
http://journal.sbbwu.edu.pk/Winter_2017_Vol_11_No_2/7.%20The%20relationship%
20of%20employees%20Performance.pdf>
12
13
Nikpeyma, N., Abed_Saeedi, Z., Azargashb, E., & Alavi_Majd, H. (2014). Problems of
clinical nurse performance appraisal system: A qualitative study. Asian Nursing
Research, 8(1), 15-22. Retrieved on 2 November, 2018, From:<
https://www.sciencedirect.com/science/article/pii/S1976131713000650>
Price, O., Baker, J., Bee, P., & Lovell, K. (2015). Learning and performance outcomes of
mental health staff training in de-escalation techniques for the management of
violence and aggression. The British Journal of Psychiatry, 206(6), 447-455.
Retrieved on 2 November, 2018, From:<
https://books.google.co.in/books?hl=en&lr=&id=uDRWDwAAQBAJ&oi=fnd&pg=P
A87&dq=performance+appraisal+of+staff&ots=BxFoNlKDvp&sig=gkHV398Qd6bn
hV2NLzNNLopmQMc>
Qiu, M., Hu, B., Xu, Z., & Li, Y. (2015). Employees' psychological ownership and self-
efficacy as mediators between performance appraisal purpose and proactive
behavior. Social Behavior and Personality: an international journal, 43(7), 1101-
1109. Retrieved on 9 November, 2018,
From:<https://www.ingentaconnect.com/content/sbp/sbp/2015/00000043/00000007/a
rt00004>
Warke, M. V. S., & Kamath, R. (2016). Data Mining Approach for the Analysis of
Performance Based Appraisal System of Selected Teachers in Kolhapur
City. International Journal of Multifaceted and Multilingual Studies, 3(4). Retrieved
on 6 November, 2018, From:<
http://ir.inflibnet.ac.in:8080/jspui/bitstream/10603/39925/5/05_list%20of%20exhibits.
pdf>
Yinghui, W., & Wenlu, L. (2015). The application of intuitionistic fuzzy set TOPSIS method
in employee performance appraisal. International Journal of u-and e-Service, Science
and Technology, 8(3), 329-344. Retrieved on 5 November, 2018, From:<
http://tarjomefa.com/wp-content/uploads/2016/10/5435-English.pdf>
13