Performance Management 1

Performance Management

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 Performance Management 2

Performance Management

Based on the information of the job description, state three each of key accountabilities,

objectives, and performance standards

a) Key accountabilities

Plan, execute, and fully coordinate the cycle of recruitment activities, including job advertising,

sourcing, screening and shortlisting, interviewing, recruitment administration, and on-boarding

to support manpower needs in line with the company's business objectives.

Establish and manage the relationship with internal and external parties such as target

recruitment sources, external search agencies, professional bodies, social media channels,

university relations, and relevant agencies to continuously build talent pipelines and acquisition.

Prepare manpower statistics and relevant reports; track, monitor, and analyze monthly and yearly

attrition and retention efforts.

b) Key objectives

To secure a talent acquisition executive position at Sunshine Bread SDN BHD, one can use their

public relation and management skills.

To secure the vacancy and help the company as a business partner to other departments through

efficient and professional services.

To use my planning skills to coordinate and improve the company's recruitment process and help

it hire high talents.

c) Performance standards
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Diploma or bachelor's degree in human resource, psychology, social sciences, or other related

fields.

Proactive in thinking and approach has a pleasant personality with a positive attitude towards

challenges and takes the initiative to deliver tasks timely.

Energetic, self-motivated, resourceful, seeking alternative and new methodologies, and good

command of spoken and written English and Bahasa Malaysia.

Explain the value of performance assessment using the results

Performance assessment is important for this job description because it will bring about positive

reinforcement to the company. Employing performance assessment not only points out the

shortcomings for workers but also offers positive reinforcement for the job well done (Gomes &

Wojahn, 2017, p. 164). Besides, when the assessor mentions positive qualities such as optimistic

consumer reviews plus increased sales, the worker is encouraged to endure better performance.

Therefore, recruiting an energetic, self-motivated, and resourceful person will help the company

improve its performance by employing high talents ready to commit themselves to its objectives

(Gomes & Wojahn, 2017, p. 166).

Similarly, performance assessment will help in aligning performance to company goals. An

effective assessment aligns employee's performance with the company goals. Therefore, from the

job description, hiring an appropriate talent acquisition executive who can outline what the

workers are expected to do to benefit the organization is key (Gomes & Wojahn, 2017, p. 168).

Furthermore, having a talent acquisition executive who keeps these values in mind increases the

organization through performance evaluation.

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Identify two core competencies to measure performance in this job role and provide a

description of the specific behaviors observed when the job incumbent demonstrates the

competencies effectively.

Effective communication is important to measure performance in this job since it is all about

interactions and connections with others that contribute to a person's aptitude and knowledge

(Park & Lee, 2017, p. 142). Besides, communication correlates with individual solving problems

centered on situational conditions, mostly with the same purpose and goals. Therefore, this job

position needs a candidate who can communicate effectively and exchange their experiences,

information, and ideas in a well-understood way.

The second core competency to measure performance in this job is creative thinking. This

pertains to creating new concepts besides dictating that concept's value (Pidgeon, 2017, p. 340).

Besides, it may be seen in the way the applicant supports his arguments during the recruitment

process whereby these capabilities allow opinions and tolerances towards new ideas. Therefore,

it is essential to measure performance based on how the candidate can reflect and critically think

to give solutions to existing company challenges.

Furthermore, specific behaviors can be observed when demonstrating the core competencies,

mostly in decision making. An employer will regularly need to see that one can make the best

decision within the shortest time possible by gathering info, seeking views, analyzing possible

solutions, and developing an effective solution to the challenges (Park & Lee, 2017, p. 145).

Therefore, the recruiters need to examine if one can explain the reasons behind certain decisions.

Additionally, leadership capabilities are essential if the organization is looking to advance to

management positions. Leadership involves setting deadlines and delegating, making it

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important to assess how one communicates with others, build relationships, and handle conflicts

(Pidgeon, 2017, p. 341).

Based on the job role, explain the value of performance assessment using behaviors and

identify ways to ensure fair and objective formal assessment of the competencies.

Based on talent acquisition, executive job performance assessment using behaviors is important

because it is accurate and reliable. Here, the emphasis is on the individual's human relations,

leadership, psychology, and motivation which is the key factor in a good company (Shanker et

al., 2017, p. 68). Therefore, organizations paying sufficient attention to these influences have

envious development levels that make this strategy acceptable. Furthermore, performance

assessment using behaviors results in consistency and efficiency in employee's performance.

Therefore, to give a fair and objective formal performance assessment of the competencies,

managers need to stay current. Judging a worker based on unclear and outdated criteria is unfair

because job descriptions change over time (Gomes & Wojahn, 2017, p. 170). It is advisable to

avoid such confusion and time wastage; managers need to maintain modern job descriptions.

Similarly, as a manager, it is important to be a good listener. Allowing workers to give feedback

on your assessments to expose and eliminate potential challenges is important since they will get

a chance to express their views fairly (Shanker et al., 2017, p. 70).

Identify two appropriate causes for failure to meet agreed performance levels and describe

two appropriate actions to restore performance.

Lack of communication is one of the reasons that contribute towards failure to meet agreed

organizational performance. At times managers are not able to communicate what is expected

from their staff. Managers need to communicate effectively with workers about performance
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management's advantages (Khoreva & Wechtler, 2018). Besides, managers should provide

employees with important resources for improving themselves continuously.

Secondly, the poor structure of the process can lead to failure in the agreed performance. It is not

a one-time procedure and desires to be repeated more frequently. Besides, it is impossible to

achieve the needed performance outcome if the process is not well-structured (Taba, 2018).

Therefore, a well-structured performance system can help workers understand the company's

strategies and attain their goals.

On the other hand, to overcome communication challenges, managers need to improve their

communication skills. If they are working on a bigger project, communication is important

mostly when communicating to employees what is expected of them to improve the

organization's general performance (Khoreva & Wechtler, 2018). Therefore, ensuring that

managers communicate effectively to employees from bad to good moments motivates them

towards working hard to improve performance. Similarly, to avoid poor structure processes,

managers need to organize, plan, and prioritize what is expected from the employees since it is

important for improving performance (Taba, 2018). They should break down bigger projects to

smaller tasks that are manageable and able to be completed within a short period hence

improving performance.
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References

Gomes, G. and Wojahn, R.M., 2017. Organizational learning capability, innovation and

performance: study in small and medium-sized enterprises (SMES). Revista de

Administração (São Paulo), 52(2), pp.163-175.

Khoreva, V. and Wechtler, H., 2018. HR practices and employee performance: the mediating

role of well-being. Employee Relations.

Park, J.H. and Lee, Y.H., 2017. Influence of dental hygienists' core competencies on job

performance. Journal of Dental Hygiene Science, 17(2), pp.142-149.

Pidgeon, K., 2017. The keys for success: Leadership core competencies. Journal of Trauma

Nursing| JTN, 24(6), pp.338-341.

Shanker, R., Bhanugopan, R., Van der Heijden, B.I. and Farrell, M., 2017. Organizational

climate for innovation and organizational performance: The mediating effect of

innovative work behavior. Journal of vocational behavior, 100, pp.67-77.

Taba, M.I., 2018. Mediating effect of work performance and organizational commitment in the

relationship between reward system and employees' work satisfaction. Journal of

Management Development.