LESSON 5

Job
Performance
Job performance
• assesses whether a person performs a job well. Job performance, studied
academically as part of industrial and organizational psychology, also forms a
part of human resources management. Performance is an important criterion for
organizational outcomes and success.

Job performance has three (3) dimensions

 1.Task Performance
Includes employee behaviors that are directly involved in the transformation of
organizational resources into the goods or services that the organization produces.
2.Citizenship Behavior
They are voluntary employee activates that may or may not be rewarded but that
contribute to the organization by improving the overall quality of the setting in
which work takes place. Examples of citizenship behavior include helping, courtesy,
sportsmanship, voice, civic virtue and boosterish.
3.Counterproductive Behavior
Employee behaviors that "intentionally" hinder organizational goal
accomplishment. Examples of counterproductive behavior include sabotage, theft,
wasting resources, substance abuse, gossiping, incivility, harassment and abuse

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MEASURING JOB PERFORMANCE

• Accurate measurement provides the foundation for the entire performance

evaluation system. Remember, the system is no better than the data on which
it is based. These data come from the supervisor’s observations of employee
performance.

• Measuring job performance also supports quality and productivity. Without

accurate assessment of performance, it’s impossible to identify where and
how to implement the steps that lead to real improvement.

The Three Types of Methods Used to Measure Performance

1.Graphic Rating Scales

Graphic rating scales are ideal for production-oriented work environments, as
well as for other workplaces that move at a fast pace, such as those found in the
food and beverage industry. A rating scale consists of a list of job duties,
performance standards and a scale usually from 1 to 5 for rating employee 3
performance.
 2.Management By Objectives
Management by objectives, or MBOs, are useful for measuring the performance of
employees in supervisory or managerial positions. MBOs start with identifying
employee goals, and from that point the employee and her manager list the resources
necessary to achieve those goals. The next section of MBOs consists of the timelines for
achieving each goal.

3.Forced Ranking
Forced ranking measures employees' achievements against those of their peers, instead
of comparing the employee's current evaluation period against the employee's own past
performance. For this reason, forced ranking lends itself to creating a very competitive
work environment

CLASSES OF WORKER PRODUCTIVITY MEASURES;

Productivity is commonly defined as a ratio between the output volume and the
volume of inputs. In other words, it measures how efficiently production inputs,
such as labor and capital, are being used in an economy to produce a given level of
output.
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MAJOR KINDS OF PRODUCTIVITY MEASURES;
1.Labor Productivity is the ratio output per person. Labor productivity measures the
efficiency of the labor in the transformation of something into a product of higher value. In
software development terms, labor productivity is a measure of the efficient use of the effort
needed to write and implement the code.

2.Capital productivity is the ratio of output (goods or services) to the input of physical
capital.  Improving physical capital (known as capital deepening) typically yields an increase
in output.  In software development, physical capital includes the equipment, buildings or
other items like computers needed to develop and implement the code.

3.Material productivity is the ratio of output to the input of materials (also known as
natural resources).  In software development, there are very little material or natural
resources that are used. Material productivity plays a larger role when considering the
manufacture of hardware/software packages, such as an ATM.  

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4.Total Factor productivity (TFP) is not a simple ratio of output to input, but rather it is a
measure that captures everything that is not captured as labor, capital or material
productivity. Factors included in total factor productivity include attributes like changes in
general knowledge, the use of particular organizational structures, management techniques,
or returns on the scale. The components in TFP are often the sources of productivity
changes in software development.

MULTIDIMENSIONAL MODEL OF JOB PERFORMANCE

Multi-dimensional Performance Models are frameworks that use performance measurement
Information from different areas or “dimensions” to help create corporate strategy and
performance goals, allocate and prioritize resources, inform managers to either confirm or
change current policy or directions to meet those goals.

Multidimensional performance models where created in response to the weaknesses of

traditional performance management systems. The key features that multidimensional
performance models tried to address are:
• ·  linking performance to strategy
• ·  setting  performance standards and targets
• ·  linking rewards to performance
• ·  Consider the potential benefits and problems of performance measures.

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Criteria for employees evaluation
* Quality of Work
* Goals and Target Achievement
* Level of Productivity
* Initiative and Motivation
* Teamwork and Leadership Skills
* Ability to Problem Solve
* Written and Verbal Communication Skills
* Performance Self-Appraisal
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Managing employees Performance
Effective performance management is essential to businesses.
Through both formal and informal processes, it helps them align their
employees, resources, and systems to meet their strategic objectives.

Here some 5 ways to effectively manage

employee performance
1. Set goals + Recruit right.
2. Set a structure + Provide support.
3. Communicate your plan + Coach and
challenge.
4. Monitor & evaluate + make joint decisions.
5. Hold accountable + Empower, engage,
listen

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LESSON 6
RECRUITMENT
AND
SELECTION
What is recruitment?
Recruitment refers to the process of attracting the best
candidates for a certain position at a company. It also
involves screening and interviewing various
applicants to see who is best qualified for the job.
Once the best candidate is selected, he or she will
need to be integrated into the workplace environment.

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 12 Essential Steps attract Job Applicant

11 Build a Powerful Employer Brand

22 Define the Job Before Hiring an

Employee

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Plan Your Recruitment
Strategy
44 Prepare a Checklist to Stay on
the Right Track

Tap the Most Effective Recruitment

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Channels

66 Make the Application Process more

Candidate-friendly

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 Pre-screen Candidates in
77
Minutes with an ATS

88 Review all Candidate

Applications Carefully

99 Always be on the Lookout for

Leaders

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10 Upgrade Your Interview Process

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11
Use a Great On boarding Plan

12 Offer Referral Incentives

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 Expectations Lowering Method
Expectation-lowering procedure refers to a technique
that lowers an applicant’s expectations about work and
expectations in general.

Steps to set expectations for new and existing staff

members
1. Determine what your expectations are.
•  need to have a conversation with yourself and write
down what your realistic expectations are. For
example, you may expect staff members to do the
following:
Complete projects within the given timeframe.
Have a positive attitude.

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2. Minimize confusion by making expectations clear.
• Clear communication from leaders is imperative for success. If staff members
don't fully understand what you expect from them, it'll be difficult for them to
meet your expectations. You can do these things to make them clear.

3. Let staff members know why your expectations are important.

When employees understand why expectations are important, it can help them see
the bigger picture and feel like their role in the company matters.

4. Provide examples of why expectations are important.

Offer concrete examples as to why you've set certain expectations, and explain
to your team how these expectations connect to the big-picture goals of the
company

5. Get an agreement and commitment.

Formalize the expectations by requiring employees to sign off on them.
When employees sign off on your expectations, it makes them feel more
serious. In the event they don't meet your expectations, you will have the
documentation to hold them accountable and make a case as to how they
have fallen short of the agreement.
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Decision Making Training

“
✓  These training course materials aim to give
your participants the skills that will help
them to understand decisions, define
problems, evaluate options and make the
best choices.
✓ Perhaps you’re looking to ensure your team
are better able to make effective decisions
that get results. Or you want to
include decision making skills training as
part of management and supervisor
development. 

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Factors that affect recruitment
strategy Internal
1.(Recruitment Policy)
The recruitment policy of the organization i.e. recruiting from
internal sources and external also affect the recruitment process
The recruitment policy of an organization specifies the
objectives or recruitment and provides a framework for
implementation of recruitment program. It may involve
organizational system to be developed for implementing
recruitment programs and procedure by filling up vacancies
with best qualified people.

2.(Human Resource Planning)

Effective human resource planning helps in determining the
gaps present in the existing manpower of the organization. It
also helps in determining the number of employees to be
recruited and what qualification they must possess.

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3. Size of the Organization The size of the

1
organization affects the recruitment process. If the
organization is planning to increase its operations
and expand its business, it will think of hiring
more personnel, which will handle its operations.
4.(Growth and Expansion) Organization will
employ or think of employing more personnel if it
is expanding its operations
External
1.(Supply and Demand) The availability of manpower
both within and outside the organization is an
important determinant in the recruitment process. If the
company has a demand for more professionals and
there is limited supply in the market for the
professionals demanded by the company, then the
company will have to depend upon internal sources by
providing them special training and development
programs.
2. (Labor Market) Employment conditions in the
community where the organization is located will
influence the recruiting efforts of the organization. If
there is surplus of manpower at the time of
recruitment, even informal attempts at the time of
recruiting like notice boards display of the requisition
or announcement in the meeting etc. will attract more
than enough applicants.

3.(Unemployment Rate) One of the factors that

influence the availability of applicants is the growth of
the economy (whether economy is growing or not and
its rate). When the company is not creating new jobs,
there is often oversupply of qualif

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4.(Competitors) The recruitment policies of the competitors
also affect the recruitment function of the organizations. To
face the competition, many a times the organizations have to
change their recruitment policies according to the policies
being followed by the competitors.

Evaluating the effectiveness of

recruitment efforts
Effective recruitment means more than hiring the right person for
the job. A fast and efficient recruitment process can reduce costs,
enhance a company’s reputation both from a market and candidate
perspective and ensure that the very best talent is identified,
engaged and brought into the business.

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• (Employer Branding) Using a consultancy can offer more than just the right candidates.
Through a strengthened partnership between employer and agency, a recruitment
consultant can deliver a real insight into the business, not just the role itself but also the
culture, the career pathways on offer, and an insight into day-to-day life. 
• (Candidate filtering) A recruitment partner is the first step in this filtration process,
eliminating the most time consuming and frustrating element, and thoroughly screening
all of the potential candidates to ensure that only the best candidates with the right skill set
are presented to you.
• (Specialist Industry Knowledge) Recruitment consultancies working within niche
markets are constantly in contact with talent up and down the hierarchal structure and are
constantly exposed to market trends, market insights, current skill shortages/needs and
hiring challenges

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Lesson 7
APPLICANT
SCREENING
 At the screening stage, the role of the search
committee is to evaluate applicant’s qualifications
and to subject them to intense scrutiny to determine
which applicants are the most qualified for the
position.
.

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 Early Stages of the Selection of System
11 Initial Screening
Process which remove individuals who obviously
do not meet the position requirements.
22 Completion of the Application Form
Process may involve having the prospective
employee complete an application for
employment.
33 Employment Tests
Personal Testing is a valuable way to measure
individual characteristics
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4 Job Interview
Personal Testing is a valuable way to measure
individual characteristics
55 Conditional Job Offer
Means to a tentative job offer that becomes
permanent after certain conditions are met
66 Background Investigation
Intended to verify that information on the
application form is correct and accurate
Medical Examination
77
This is an examination to determine an
applicants physical fitness for essential job
performance
88 Permanent job Offer
Individuals who perform successful in the
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preceding steps are now considered eligible to
receive the employment offer
Environmental factors influencing the selection

1.The Environment of the Organization: The nature of the organization that is

doing the selecting can have t profound effect on the selection process. For
example, the way the private sector selects personnel and the way the public sector
selects differs because of dissimilarities in the kinds of organizations and the
environments that typify these sectors. In the public sector, selection traditionally
has been made on the basis of either political patronage or merit.

2. Nature of the Labor Market: The second factor affecting the selection decision
is the labor market with which the organization must deal. The labor market for the
organization is affected by the labor market in the country as a whole.

3. Union Requirements: There are many organizations that are unionized, either
‘fully or partly, and in such instances, union membership prior to hiring or shortly
thereafter is a factor in the selection decision. At times, employee unions in their
contracts with the organization require that seniority (experience at the job with the
organization) be the only criterion, or a major one, in selection. Thus, you would see
that in many ways, openly and subtly, a union can affect an organization’s selection
process.
4. Government Regulations: What is important is whether
a practice is likely to have an adverse impact on a prospect
because of her or his age, race, sex, religion, or national
origin.

Screening strategy for HR

•Request a video introduction -Consider asking candidates
to submit a quick video about themselves at the beginning
of the hiring process before any phone or in-person
interviews take place. It’s a chance to get a feel for the
candidate’s presence before bringing him/her in for an in-
person conversation. It will also save you a great deal of
time if you can identify unqualified candidates early on in
the recruitment process.

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• Implement group interview -Group interviews are a great way to see how candidates
collaborate — and save your team time on interviews. But you shouldn’t rely on a stilted
roundtable chat. Instead, engage candidates by adding a team-building challenge or two.

•Provide case studies -Instead of asking general questions during a screening, like “What’s
your biggest strength?”, give candidates tangible problems to solve. Offer a hypothetical
case study, and see how they’d approach the situation. You’ll see their creativity along with
how well they think on their feet. You can also tailor the case study to specific jobs,
departments or skill sets. Asking candidates to apply their skills in real-time allows your team
to best uncover each candidate’s strengths. Games help break the ice so candidates feel
comfortable and are more apt to show their true selves during the interview. While a
candidate may seem like a “team player” on paper, you’ll likely uncover a more accurate
assessment from seeing them work together to solve a puzzle.

•Introduce them to current staff -Usually, only candidates who make it to the final rounds
of interviews meet current employees, but there’s a benefit to making these introductions
early in the process. Include employees outside of the recruitment team to offer diversified
viewpoints on each candidate. Introducing candidates to the team sooner will also speed
your time to hire by more quickly establishing each candidates cultural fit within your
organization. If he/she isn’t a match, you’ll be able to swiftly move on to other candidates in
the pipeline.
 Steps for the selection
system
11 Initial Screening 22 Completion of the Application Form 3
3 Employment Tests

44 Job Interview Conditional Job Offer Medical Examination

55 7
7

88 Permanent job Offer

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 TYPES OF SCREENING
METHOD
1. Skills testing • The number one priority for most employers out there is simply – whether the
candidate can do the job or not. However, this is not something that you will be able to tell from
resumes, reference checks (not entirely, at least) and looking up your candidates online.

2. Resume Screening • The number one priority for most employers out there is simply – whether the
candidate can do the job or not. However, this is not something that you will be able to tell from
resumes, reference checks (not entirely, at least) and looking up your candidates online. Here’s
some of the information you can get from a resume while screening candidates.
• Length – If you get several hundreds of applications per position, you don’t have time to spend half
an hour on each. Ideally, the resume should be 1-2 pages long, with the most relevant information
about the candidate.
• Design – Even the perfect resume length doesn’t cut it if the info is scattered around and it’s difficult
to view. While not everyone is a PhotoShop master, most people can organize their resume to be
readable.
• Language – As a writer, I cringe at seeing grammar and spelling mistakes in resumes and they’re
usually a sign that a candidate is not very detail-oriented. However, don’t be too quick to judge,
especially if the position has very little to do with writing and language.

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 • Previous work experience – Ideally, the candidate should have
relevant work experience listed, along with months and years spent
on each position. An applicant for a web designer shouldn’t list
working as a math teacher as relevant experience. Speaking of
which…

• Resume fit – One of the biggest mistakes candidates make is

sending out the same resume to all job applications. Every job has
different requirements and the resume might need smaller or bigger
tweaks to make it relevant. Needless to say, this takes time and many
candidates don’t bother – but it’s also a way for them to show
dedication and desire to get the job.

3. Cover Letters
• Resumes are a great way for candidates to present themselves, but they can be
rather limiting. If you want them to tell more about who they are early on, you can
ask for a cover letter along with the resume as part of the application process.
Besides showing off their writing skills, here are a few more things you can find out
about applicants from the cover letter.

• Following directions. When asking for a cover letter, you can just simply leave it
at “send in your resume and cover letter“ or be specific and ask for something
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more. For example, you can ask candidates to explain why they’re the best person
for the job, what makes them excited about working at your company, how
their previous experience relates to the position, how they can contribute to
your team etc. Whatever the instructions, the candidates should follow them.
If they can’t write a cover letter according to your instructions, they may
have a hard time following them on the job as well
. • Length and organization. A cover letter should be one to two pages long at
most. By keeping the letter short (and neatly organized), candidates show
respect for the recruiters’ time.

• Personality. Would you want to hire someone who seems as dull as

watching paint dry? While you can’t expect candidates to go all out and
crack jokes – the cover letter is a great way to show off a bit about how they
think and what makes them tick.

• Tailored for the job. Just like the resume, the cover letter should be unique
for the job. If the cover letter sounds like a template where all they changed
is the recipient’s name and date of sending, it’s clear that the candidate
hasn’t given enough thought to the letter.

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4. Applicant tracking systems

• At some point in time, HR professionals realized that going through resumes

manually just takes too much time and work, and applicant tracking systems
came to be. These software solutions automatically run through resumes and
find the best candidate on your behalf. They’re an essential element of the
hiring process in enterprise businesses that get a large volume of applicants per
position. However, research states that only 40% of all employers use applicant
tracking systems.

5. Reference Checking

• Another old-school candidate screening technique, reference checking is an

essential part of making an educated decision about your new hire. After all,
what better indicator is there of how a candidate performs than checking their
performance with previous employers? If you think that reference checks are a
relic of the past in the HR world, you’re very much mistaken. In fact, 8 out of
10 HR professionals conduct reference checks for new job applicants.
Interestingly enough, the more senior the position, the more likely they are to
do a reference check
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6. Checking Online

• When was the last time you goggled yourself? You’d be surprised how much data we
leave about ourselves online, and this is one of the easiest candidate screening methods
that you can do.

7. Paid Trial Projects

• Once you have your best candidate(s) picked out, you can give them a paid trial
projects at your company before you turn them into a full-time employee. Even after a
thorough resume reading, reference check, a test and an interview, the candidate can
prove to be a bad fit for your team. After all, who can guarantee that they will keep the
performance from the test task all the way throughout their time as an employee?

8. Phone Interviews
• Before video became big, phone screening was one of the major ways of
communicating with candidates before calling them in for a proper interview. They’re
still common to this day, and they’re a good method to learn more about someone
without hassling the candidate to come in and worry about commuting and missing out
from their ongoing job if they have one. To get the phone interview right:

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9. Video Interviews - Next to a live interview, a video interview is the second-best thing
for getting to know more about the candidates. Thanks to a host of video tools available at
the moment (Zoom, Skype, Get VoIP, Appear. in…), you can schedule a video interview
fairly easily. Here are some steps to do it right:

• Prepare the questions in advance

• Pay attention to the presentation

• Mind the environment

10. One-way Video Interview - If you don’t have the time or the manpower to do a large
volume of video interviews, you can simply ask the candidates to interview themselves for
you. Once you have a list of candidates to interview, send them a list of questions to
respond to and ask them to send in the video. This way, the weight of the interview is on
the candidate, while you can sit back and see what they have to say. You can also check
out our tips on how to personalize the one-way interviews.

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Legal Implications
• Job applicants have legal rights even before they
become employees. Under federal law, an employer
cannot illegally discriminates in its hiring process based
on a job applicant’s race. National origin, gender,
pregnancy, age, disability, or region.

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 REFERENCE CHECK
A reference check is part of the hiring process where your
candidate (or applicant) connects the hiring company with
professional (and sometimes personal) job references to gather
more details about themselves: their work history, job
responsibilities and performance.

STEPS IN INITIAL SCREENING OF THE APPLICATIONS

• job screening questions within the employment application.
pre-employment testing using cognitive, behavioral and/or
skills-based assessments.

• candidate interviewing; including phone screens, video

interviews and/or in-person interviews.

•reference checking.
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THANK
Place your screenshot here

YOU

t
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