Performance Management (HRM 5201)

Term Paper
Job relates to Performance at Aamra Networks Limited:
Position of HR Assistant Manager

Submitted by: GROUP-5

Samiha Binta Kaikobad ID: 2224341001
Khandker Fatin Nur-Ul Huda ID: 2224341003
Farhana Islam Bristy ID: 2224341004
Abdullah Al Mamun ID: 2224341024
Abdullah Al Nasim ID: 2224341037
Ummea Sahera Noumi ID: 2224341045

Submitted to:
Dr Ummya Salma
Associate Professor
Department of Management Studies
Bangladesh University of Professionals (BUP)

Date of Submission: 07th May 2023

 Acknowledgement
We would like to express our gratitude to everyone who contributed to this study on the evolution
and performance of the HR assistant manager position at Aamra IT.

Firstly, we would like to thank the management team at Aamra IT, especially our own Abdullah
Al Mamun, for their support and cooperation in providing us with the necessary information and
data to conduct this study. We are grateful to the HR department and the HR Assistant Managers
who provided their insights on the job analysis, redesign, and performance management of the HR
Assistant Manager position.

We would also like to express our appreciation to our teacher, Dr. Ummya Salma who initiated
this this study and allowed us this opportunity to learn more about an undervalued part of HRM in
the country.

Thank you all for your support and assistance in this endeavor.

Signed,

Samiha Binta Kaikobad ID: 2224341001

Khandker Fatin Nur-Ul Huda ID: 2224341003
Farhana Islam Bristy ID: 2224341004
Abdullah Al Mamun ID: 2224341024
Abdullah Al Nasim ID: 2224341037
Ummea Sahera Noumi ID: 2224341045

2|Page
 Table of Contents
Table of Contents ............................................................................................................................ 3
Introduction ..................................................................................................................................... 4
Job position: HR Assistant Manager ........................................................................................... 4
Job Design Process at Aamra Networks Limited ........................................................................... 4
Job Analysis of HR Assistant Manager .......................................................................................... 5
Job Description............................................................................................................................ 5
Job Specification ......................................................................................................................... 5
Job Redesign ................................................................................................................................... 6
Job Specialization........................................................................................................................ 6
Job enlargement........................................................................................................................... 7
Job Enrichment ............................................................................................................................ 7
Job Rotation................................................................................................................................. 7
De-jobbing................................................................................................................................... 8
Job Evaluation Process ................................................................................................................ 8
Relation Between Job & Performance Management ...................................................................... 8
Findings & Analysis ....................................................................................................................... 9
Recommendations ......................................................................................................................... 13
Conclusion .................................................................................................................................... 14
References ..................................................................................................................................... 14

3|Page
 Introduction
The HR Assistant Manager position at Aamra IT is a crucial role in managing the human resources
of the company. This role is responsible for a variety of tasks, including recruitment and selection,
performance management, compensation and benefits, employee relations, and organizational
development. The HR Assistant Manager ensures that the company attracts and retains talented
employees, while also fostering a positive and productive work environment.
Having an effective HR Assistant Manager is essential for Aamra IT's success, as it helps to ensure
that the company's workforce is aligned with its business objectives and that employees are
engaged, motivated, and productive. By providing support and guidance to managers and
employees on HR-related matters, the HR Assistant Manager helps to build a strong, cohesive
company culture that is aligned with the company's values and goals.
The performance of an HR assistant manager is directly related to their job position and the specific
responsibilities and duties assigned to them. A well-defined and structured job position, with clear
expectations and goals, can help the HR assistant manager understand what is expected of them
and how their performance will be evaluated. The HR assistant manager's performance can also
be impacted by factors such as job design, training and development opportunities, and
performance feedback. The success of the HR assistant manager’s role is dependent on a clear
understanding of their job responsibilities and expectations, along with the necessary support and
resources to effectively perform their duties.

Job position: HR Assistant Manager

The position we have chosen in Aamra Networks Limited is HR assistant manager. This position
is present in all other industries but named differently. Some of the institutions are given below
with the same position i.e., HR assistant manager with different name:
Institution Position name
Financial Institution (IPDC, IDLC) Talent acquisition Executive
Non-Government Bank (UCBL) HR operations and recruitment
Non-Government Bank (Social Islamic Bank)

RMG sector (TRZ garments) HR officer/ HR and admin officer

HAY textile industry HRD manager

Babylon group Junior HR officer

Job Design Process at Aamra Networks Limited

Aamra Networks Limited follow design process with series of steps to create or modify a job to
ensure that it is properly structured, organized, and aligned with the goals of the organization.
● Step 1 Developing Job analysis: The first step in the job design process is to conduct a job
analysis to identify the key components of the job, including its purpose, duties,

4|Page
 responsibilities, qualifications, and requirements. This involves gathering data through
observation, interviews, and surveys.
● Step 2 Developing Job description: Based on the results of the job analysis, a job description
is created that outlines the purpose, duties, and responsibilities of the job. The job description
should also include any qualifications and requirements, such as education, experience, and
skills.
● Step 3 Developing Job specification: The next step is to create a job specification that
identifies the necessary knowledge, skills, and abilities required to perform the job
successfully. This helps to ensure that candidates who apply for the job are qualified and have
the necessary competencies to perform the job.
● Step 4 Evaluate Job design: Once the job analysis, job description, and job specification have
been completed, the next step is to design the job to ensure that it is properly structured and
organized. This involves determining the appropriate level of autonomy, decision-making
authority, and task interdependence for the job.
● Step 5 Conduct Job evaluation: The next step is to evaluate the job to determine its relative
worth to the organization. This involves assessing the job based on its responsibilities,
qualifications, and requirements to determine its appropriate salary range.

Job Analysis of HR Assistant Manager

Job Description
● Planning and Delivery: Develop and implement HR strategies and initiatives. Report to
management and provide decision support through HR metrics.
● Collaborative Working: Ability to work in a matrix organization with international teams.
Proven ability in coordinating and liaising with multiple parties within and across geographies.
● Partnership with business leaders on their workforce plans and hiring strategies. Implement &
design hiring workflow as per business requirements for manpower Planning.
● Responsible for End-to-End recruitment from searching/ sourcing & screening resumes to
shortlisting candidates, coordinating & conducting interviews. Build a candidate tracker to
ensure a solid pipeline of qualified candidates.
● Ability to navigate remote hiring and ensure teamwork in. achieving the company goal.
● Ability to assess training needs and coordinate with training institutes locally and
internationally. Organizing training sessions internally/externally.
● Maintain pay plan and benefits program. Oversee a performance appraisal system that drives
high performance across geographies.

Job Specification
Educational Requirements:
 BBA and MBA in Human Resource Management from any Reputed University.
 CGPA should be 3 out of 4.
 Preferred Professional Certification: PGD in HRM.

5|Page
Experience Requirements:
● Applicants should have 3–5 year(s) of experience in the following business area(s): BPO/ Data
Entry Firm, IT Enabled Service.
Additional Requirements:
● Age 27 to 35 years.
● Ability to architect strategy and relevant execution along with leadership skills.
● Competence to build and effectively manage interpersonal relationships at all levels of the
company.
● Ability to bridge management and employee relations by addressing demands, grievances, or
other issues that impact the productivity of the team.
● Clear understanding of the industry, competitive landscape, and customer models with strong
mathematical/analytical skills.

Job Redesign
Job redesign of an Assistant Manager of HR would typically involve reviewing and restructuring
the roles and responsibilities of the position to ensure that it is aligned with the organization's
overall objectives and goals. Here are some steps that can be taken to redesign the job:
● Conduct a job analysis: It involves gathering information about the duties and responsibilities
of the Assistant Manager of HR through interviews with the current jobholder, HR Head, and
other stakeholders.
● Define the role: This will involve identifying the key responsibilities, duties, and expectations
of the role, as well as the necessary qualifications and experience.
● Identify areas for improvement: Based on the job analysis and role definition, they can
identify areas where the job position can be improved. It includes changes to job duties, new
responsibilities, or training and development opportunities to build new skills.
● Develop a new job description: The HR Department develops a new job description for the
Assistant Manager of HR, outlining key responsibilities and expectations.
● Implement the new job design: Once the new job description is developed, they implement
the new job design by communicating the changes to the current jobholder, as well as to HR
Head and other stakeholders.
● Monitor and evaluate the new design: Aamra Networks Limited monitor and evaluate the
effectiveness of the new job design to identify areas for improvement.
Job Specialization
The job specialization of an Assistant Manager of HR can vary depending on the organization's
size, structure, and specific needs. However, some common areas of specialization for this role
include:
● Recruitment and Selection: The Assistant Manager of HR have to specialize in recruitment
and selection activities, including developing job descriptions, screening resumes, conducting
interviews, and making job offers.

6|Page
● Training and Development: Another area of specialization for the Assistant Manager of HR
could be in training and development. This involves designing and delivering training
programs for employees, assessing training needs, and tracking employee progress.
● Compensation and Benefits: HR Assistant Manager specialize in compensation and benefits
administration including developing and implementing compensation structures, conducting
salary surveys, and managing employee benefits programs.
● Employee Relations: Employee relations is another area where the Assistant Manager of HR
might specialize. This includes developing and implementing employee engagement
initiatives, managing employee performance, and handling employee grievances and
complaints.
● HR Information Systems: In Aamra Networks Limited, the Assistant Manager of HR have
to specialize in HR information systems, which involves managing the organization's HR
database, developing HR reports and metrics, and ensuring the accuracy of HR data time to
time.

Job enlargement
Job enlargement of an Assistant Manager of HR involves expanding the scope of their current
job duties and responsibilities to provide more variety and challenge in their role. Here are some
ways to enlarge the job of an Assistant Manager of HR:
● Cross-training: Aamra Networks Limited provides cross-training opportunities to HR
Assistant Manager in order to develop a more comprehensive understanding of HR practices
and take on new responsibilities.
● Project-based work: Head of HR assigning the Assistant Manager of HR to manage specific
projects within the HR department can provide new challenges and opportunities to develop
skills in areas such as project management, budgeting, and stakeholder management.
● Delegation of tasks: The Assistant Manager of HR delegated in new tasks and responsibilities,
such as conducting employee surveys, developing HR policies and procedures, or managing
HR compliance requirements.
Job Enrichment
The way Aamra Networks Limited enriches the job of an Assistant Manager of HR:
● Autonomy and decision-making: Giving the Assistant Manager of HR more autonomy in
decision-making and greater control over their work can provide a sense of ownership and
responsibility for their work.
● Skill variety: Providing opportunities to use a range of skills in their work can make the job
more interesting and challenging for the Assistant Manager of HR.
● Task significance: Regular communication on the organization's goals and objectives and how
the HR department contributes to them can provide a sense of purpose and motivation to Aamra
Networks Limited employees.
Job Rotation
Job rotation takes place every six months in some specific departments. Through job rotation, other
team members from the HR department take over the tasks of the HR assistant manager in his

7|Page
absence. HR department has different sections like Talent Acquisition, OD (Organizational
development) and Payroll. HR assistant managers have to learn all the job for a certain period to
gain overall knowledge about the HR department.
De-jobbing
In rare cases, the HR assistant managers are found to be inconsistent with Aamra’s needs. There
is mid & final appraisal every after 3 & 6 month respectively for probationary period to check
performance level of the employees. The company uses a severance package and does not take
roundabout methods to downsize.
Job Evaluation Process
Aamra Networks Limited conducts annual evaluation of the employees under the direct
supervision of the head of the department (Assistant General Manager). Internal job evaluation
methods are mainly used in the organization that can be either quantitative or qualitative. Ranking
Method is used as job evaluation method. Job ranking places jobs in a hierarchy of their value to
the company.
Step 1: Job Evolution request in EMS (Employee Management System which is in house HRIS
System Aamra Networks Limited) by the Head of Concerned Department Head to HR
Department.
Step 2: Request forwarded by the HR Dept. to Concerned Department.
Step 3: Recommendation by the Dept. Head with Overall Employee Rating, Recommendations,
Effective date, and Revised salary (if Necessary)
Step 4: Approval of SBU Head of Aamra Networks Limited (Chief Operating Officer)
Step 5: Deliver job evaluation letter form HR dept. to the concerned employee.

Relation Between Job & Performance Management

Jobs are connected to performance management because the performance of individual employees
directly affects the overall performance of the organization. Therefore, effective performance
management helps to ensure that employees are meeting the expectations of their job roles and
contributing to the success of the organization.
To effectively manage performance, it's important for organizations to establish clear metrics and
goals for each position, provide regular feedback and coaching to employees, and provide
opportunities for training and development. By doing so, employees are better able to understand
their roles and responsibilities and are motivated to perform at their best, which ultimately benefits
the organization.
The performance appraisal process is typically conducted on an annual or semi-annual basis, and
involves input from the jobholder, their supervisor, and other stakeholders within the organization
using graphic rating scale & 360-degree appraisal method. The appraisal includes a review of the
jobholder's performance against specific job responsibilities, as well as an assessment of their

8|Page
overall performance and potential for development and growth within the organization. This
information is summarized in the table below:

Job variation Year Method Results of Change

Job description Annually/ As per job requirement by the Functions are added or
Semi- Board of directors deleted from the job
annually
Job analysis Monthly Individual interview: HR assistant Helps the employer in
manager or job analyst visits each recruitment and
job site and talks with employees selection, performance
performing each job. A management, choosing
standardized interview form is compensation and
used most often to record the benefits, etc.
information
Job Annually Recruitment and Selection, Creates expertise and
Specialization Training and Development, improved quality
Employee Relations, HR
Information Systems
Job Annually Cross-training, Project-based Employees are more
enlargement work, Delegation of tasks engagement

Job Annually Autonomy and decision-making, Promotion

Enrichment Skill variety,

De-jobbing Semi Mid & Final appraisal every after Firing with severance
Annually & 3 & 6 month of probationary packages if performance
quarterly period to check performance level level is not up to the
of the employees required standard

Job evaluation Annually Ranking Method: Ranking Promotion declaration.

employee from best to worst Increasing salaries,
performer Increment, other
Facilities.
Job Rotation Semi- Succession planning is followed Learn all the job for a
annually certain period to gain
overall knowledge about
the HR department

Findings & Analysis

The curriculum to set & upgrade Job variations are done under the supervision of board of directors
as per company policy i.e., 4 years’ interval mostly. There might be any exception depending on

9|Page
the situation like COVID -19. Notable job variations that have occurred are presented in a tabular
form below:
Job Variation Year Method Impact on HR Assistant Manager
Position
Job Design 2008 AM position is created N/A
Job Analysis: 2008 HRAM position is Decision making responsibility is
Job Description recategorized as delegated to HR Assistant Managers.
HRAM, a management
position
Job 2010 HR department is Increased workload and responsibilities.
Enlargement expanded.
Job Analysis: 2021 HRAM position skill Additional training and development
Job requirements reassessed programs introduced to improve
Specification leadership performance.
Job Enrichment 2012 HRAM undergoes Increased job satisfaction and potential for
training in leadership career advancement/succession planning.
skills.
Job 2014 Job analysis re- Improved clarity of job responsibilities
Reevaluation conducted for HRAM and performance expectations.
position, to update JD
and JS
Job Enrichment 2015 HRAM given Increased responsibility and potential for
responsibility for career advancement.
employee performance
evaluations
Job Redesign 2017 HR department Changes to job responsibilities and
undergoes restructuring reporting structure.
Job Rotation 2019 HRAM now participates Exposure to new areas of the company and
in cross-functional potential for career advancement.
projects periodically
Job Enrichment 2020 HRAM participates in Exposure to high-level decision making
job shadowing program and potential for career advancement.
with senior executives
De-Jobbing 2020 Total number of HRAM Due to COVID, having additional HRAM
position reduced from 3 was redundant during the pandemic,
to 1. positions eliminated.
Job 2021 HRAM responsibilities Salary is re-justified, Deputy Manager
Reevaluation shift due to COVID, (supervisor) fired.
Job Enrichment 2022 HRAM given Increased responsibility and potential for
responsibility for career advancement.
developing diversity and
inclusion initiatives

The study identifies that for the HRAM to be able to do their jobs correctly they must exhibit
behaviors that are measurable and have an impact on the organization’s progress towards the

10 | P a g e
organizational goals. Performance indicators for the job are verified using the survey and other
evaluation methodologies, however job drivers were identified using a complete re-analysis of the
job itself, and using the data about the elements that constituted the job, a cross reference was done
using the job description and job specification to pin-point specific elements known as drivers
which were the tasks, responsibilities and key roles the HRAM has to exhibit to be contributory to
forwarding the organizational goal. Therefore, based on that information the following table was
formulated where the specific drivers are detailed, which performance parameters or performance
indicators were affected by each driver element and finally how the performance of each of those
indicators effected the goal achievement of the organization, i.e., the impact of each measurable
performance metric on the overall performance of the job.

Serial Job Drivers Performance Indicator Relation Impact on

Number
1. Recruitment and Selection:
Plan and execute recruitment
process, maintain candidate
database
2. Onboarding and Training:
Develop and implement
onboarding and training
programs
3. Performance Management:
Develop and implement
performance management
systems, provide feedback and
coaching to employees
Descriptions Overall Job
Performance
Time to fill vacancies: Days to fill Moderate
vacancies after the requisition is
approved
Quality of hires: Performance High
ratings of new hires
Diversity of hires: Ratio of Moderate
underrepresented groups hired
Candidate satisfaction: Candidate Moderate
feedback on recruitment process
Employee retention: Percentage High
of new hires who remain
employed after 1 year
Training effectiveness: High
Improvement in job performance
after training
Employee engagement: Employee Moderate
feedback on onboarding and
training programs
Performance ratings: Average High
performance ratings of employees
Employee satisfaction with Moderate
performance management:
Employee feedback on
performance management process

11 | P a g e

4. Compensation and Benefits:
Develop and administer
compensation and benefits
programs
5. Employee Relations:
Develop and implement
employee relations programs,
address employee grievances
6. Compliance:
Ensure compliance with labor
laws and regulations
7. HR Administration:
Maintain employee records,
handle HR-related
administrative tasks
8. Leadership and Team
Management:
Lead and manage HR team,
foster a positive work
environment
Employee development: High
Improvement in employee skills
and knowledge
Total compensation: Average High
compensation package for
employees
Benefits satisfaction: Employee Moderate
feedback on benefits package
Pay equity: Ratio of pay between Moderate
highest and lowest paid
employees
Turnover rate: Percentage of High
employees who leave the
company in a given period
Employee satisfaction with High
workplace culture: Employee
feedback on workplace culture
Employee retention: Percentage High
of employees who remain
employed after 1 year
Employee engagement: Employee Moderate
feedback on employee relations
programs
Compliance rate: Percentage of High
compliance with labor laws and
regulations
Number of violations: Number of Low
labor law violations
Data accuracy: Percentage of Moderate
accurate employee records
Timeliness of HR processes: Time Moderate
taken to complete HR-related
administrative tasks
Employee satisfaction with team High
management: Employee feedback
on team management
Team effectiveness: Achievement High
of team goals and objectives
12 | P a g e
The tables above show how the performance of the HR assistant manager is impacted by the job’s
core components and how the performance management activities of job analysis, job evaluation
and job redesign are used by Aamra IT to improve the effectiveness of HR assistant managers. The
first table in this section highlights some of the most critical variations made to the HRAM position
since the creation of the Aamra IT organizational unit. The table details what changes were made,
which year the changes were made in and how the changes were implemented in brief, in the last
column the impact of the variations is given to analyze how the position evolved each time a
variation was implemented.
The second table is similar in how it explains how each component of the HRAM position, the
individual responsibilities and tasks are being achieved, the performance of each task is
measurable through the task performance indicators and that’s how the core components of the
HRAM position are related to performance. The fourth column here takes it further by giving the
impact of each responsibility on the overall job performance through the task performance
indicators. Therefore, we can see the impact of each responsibility on the actual job in terms of
how much the responsibility or task is able to motivate the HRAM to perform better.

Recommendations
The following points are some suggestions derived from our analysis after a thorough study
regarding performance management systems. These are given below-
● Provide ongoing training and development opportunities: Aamra IT can offer continuous
training and development opportunities to the HR assistant manager to enhance their
knowledge and skills, which can lead to better performance. This can include leadership
training, soft skills training, and industry-specific training. Aamra Networks Limited needs to
implement weekly progress reports, so that it’s easy to identify whether or not performance
management is happening regularly.
● Implement a mentorship program: A mentorship program can help the HR assistant manager
to gain insights from experienced professionals within the organization and build their
network. This can lead to better performance and career growth. Managers should concentrate
on coaching their staff to develop their performance.
● Offer flexible work arrangements: Providing flexible work arrangements, such as remote work
options or flexible hours, can help the HR assistant manager to better balance their work and
personal life. This can lead to higher job satisfaction and improved performance. Ensure
enough resource distribution to offer continued opportunities for top individuals to improve
and maintain communication through a constant feedback loop.
● Encourage innovation and creativity: Encouraging innovation and creativity can help the HR
assistant manager to think outside the box and come up with new ideas to improve processes
and achieve better results. This can lead to improved performance and increased efficiency.
Providing learning and development opportunities in their workplace environments.
● Regularly review and update the job design: Regularly reviewing and updating the job design
can help to ensure that the HR assistant manager's responsibilities and duties are aligned with
the organization's goals and objectives. This can lead to better performance and a more
effective HR department. Use multiple data sources to promote the system's accuracy and
fairness.

13 | P a g e
 Conclusion
In a view, Assistant HR manager's performance related with job and impacted by many factors
like job design, training and development opportunity and performance feedback.HR Assistant
Manager position is one of the important position in the organisation that directly related to
Conduct firm's overall HR activities and major decisions.To make HR assistant manager's job
dynamic and more challenging job variation occur in every organization according to the demand
of the firm's various situation.To perform HRAM job firm have to provide ongoing training and
development opportunities also mentorship program and flexible work time.HRAM position is
crucial because it's give impact on firm's goal.

References
Lyness, K. S., & Heilman, M. E. (2006). When fit is fundamental: performance evaluations and
promotions of upper-level female and male managers. Journal of Applied Psychology, 91(4), 777.
Pynes, J. E. (2008). Human resources management for public and nonprofit organizations: A
strategic approach (Vol. 30). John Wiley & Sons.
Hopwood, A. G. (1972). An empirical study of the role of accounting data in performance
evaluation. Journal of accounting research, 156-182.
Khan, M. A., Hoque, N., & Shahabuddin, A. M. (2021). HRM practices and performance
management in public service organizations in Bangladesh: An empirical study.
Mellahi, K., Frynas, J. G., & Collings, D. G. (2016). Performance management practices within
emerging market multinational enterprises: the case of Brazilian multinationals. The International
Journal of Human Resource Management, 27(8), 876-905.
Chowdhury, M. F. (2011). Performance management practices in organizations operating in
Bangladesh: A deeper examination. World Review of Business Research, 1(2), 153-167.
McDougall, S. J., De Bruijn, O., & Curry, M. B. (2000). Exploring the effects of icon
characteristics on user performance: the role of icon concreteness, complexity, and
distinctiveness. Journal of Experimental Psychology: Applied, 6(4), 291.
Kuvaas, B. (2006). Performance appraisal satisfaction and employee outcomes: mediating and
moderating roles of work motivation. The International Journal of Human Resource
Management, 17(3), 504-522.
Aguinis, H. (2009). Performance management. Upper Saddle River, NJ: Pearson Prentice Hall.
Fletcher, C. (2001). Performance appraisal and management: The developing research
agenda. Journal of Occupational and organizational Psychology, 74(4), 473-487.
White, M., Hill, S., McGovern, P., Mills, C., & Smeaton, D. (2003). ‘High‐
performance’management practices, working hours and work–life balance. British journal of
industrial Relations, 41(2), 175-195.

14 | P a g e