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    Shahida Rashid HR Final

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    Shahida Rashid 2125518690
    The HR manager proposes using a graphic rating scale as a performance appraisal method for employees in the sales, accounts, and customer service departments of an online clothing retailer. The scale would rate employees on key tasks and behaviors. Results would help make HR decisions. To ensure fair discipline, firms should communicate expectations clearly, apply rules consistently, avoid bias, and use progressive discipline. An HR manager can hire ethical employees through reference checks, assessing ethics in interviews, and avoiding snap judgments. As head of a hospital training department, the HR manager would use the ADDIE model to analyze training needs, design internal and external programs, develop materials, implement training, and evaluate using objectives, pre/post measures, and impact

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    Shahida Rashid HR Final

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    Shahida Rashid 2125518690
    42 views5 pages
    The HR manager proposes using a graphic rating scale as a performance appraisal method for employees in the sales, accounts, and customer service departments of an online clothing retailer. The scale would rate employees on key tasks and behaviors. Results would help make HR decisions. To ensure fair discipline, firms should communicate expectations clearly, apply rules consistently, avoid bias, and use progressive discipline. An HR manager can hire ethical employees through reference checks, assessing ethics in interviews, and avoiding snap judgments. As head of a hospital training department, the HR manager would use the ADDIE model to analyze training needs, design internal and external programs, develop materials, implement training, and evaluate using objectives, pre/post measures, and impact

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    The HR manager proposes using a graphic rating scale as a performance appraisal method for employees in the sales, accounts, and customer service departments of an online clothing retailer. The scale would rate employees on key tasks and behaviors. Results would help make HR decisions. To ensure fair discipline, firms should communicate expectations clearly, apply rules consistently, avoid bias, and use progressive discipline. An HR manager can hire ethical employees through reference checks, assessing ethics in interviews, and avoiding snap judgments. As head of a hospital training department, the HR manager would use the ADDIE model to analyze training needs, design internal and external programs, develop materials, implement training, and evaluate using objectives, pre/post measures, and impact

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    42 views5 pages

    Shahida Rashid HR Final

    Uploaded by

    Shahida Rashid 2125518690
    The HR manager proposes using a graphic rating scale as a performance appraisal method for employees in the sales, accounts, and customer service departments of an online clothing retailer. The scale would rate employees on key tasks and behaviors. Results would help make HR decisions. To ensure fair discipline, firms should communicate expectations clearly, apply rules consistently, avoid bias, and use progressive discipline. An HR manager can hire ethical employees through reference checks, assessing ethics in interviews, and avoiding snap judgments. As head of a hospital training department, the HR manager would use the ADDIE model to analyze training needs, design internal and external programs, develop materials, implement training, and evaluate using objectives, pre/post measures, and impact

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    EMBA: Summer 2021 EMB 602

    Name: Shahida Rashid


    ID# 2125518690

    1. Assume that you are the HR manager of an online clothing retailer in Bangladesh and your
    brand is well established in the market. You have 20 employees in the sales department,
    accounts department and customer service departments. Design a performance appraisal form
    using any suitable method and explain the application of the results in further decision making
    relating to human resource management.
    Answer:

    Being a HR manager in an establish an online clothing retailer in Bangladesh I would like to make an
    appraisal form by using Graphic rating Scale. This will be an effective appraisal method for assessing
    unique traits and behaviors within my online store as in the period of pandemic our sales volume increase
    and we will focus on customer satisfaction. It would be an effective tool for assessing employee attributes
    and how these relate to their current role. Furthermore, the gathered data can outbuilding light on
    employee performance and engagement. Below is form initially dine by me as the aspect from HR:

    Employee Name: Employees in the sales and customer services                      


    Supervisor Name: Meredith Smith               
    Department: Marketing & Customer service

    Rating scale:
    .

     5   Excellent (consistently exceeds standards)

     4   Outstanding (frequently exceeds standards)

     3   Satisfactory (generally meets standards)

     2   Needs improvement (frequently fails to meet standards)

    1 Unacceptable (fails to meet standards)


      

    Task Outcomes (scale 1-5) Remarks

    Understanding the customers Need

    Can able to take orders Effectively

    Enthuastic

    Extrovert

    Introvert

    Always fails to follow orders

    How to handle customers complaints

    Maintain office time

    Never impatient with difficult clients; helps


    others with difficult client

    Maintain organizations rules and


    ethics

    Communicate effectively about the


    offers and order procedure

    Ability to handle pressure

    Able to Increase number of followers


    on FB, Twitter and LinkedIn by 15%.

    Knowledge of handling office


    equipment

    Can able to lead the conversation with


    client

    OVERALL RATING: 

    Total Score:
    Employee Signature:                                                                        Date:
    Supervisor Signature:                                                                      Date: 
    In the same way I will make appraisal form for other accounts department
    and customer service departments.
    This of the simplest and most common appraisal methods. It will help me to take decision in
    further decision making relating to manage them and from the aspects of HR management . As this
    graphic rating performance appraisal form lists job behaviors, competencies, skills and results
    and provides five (more or less) rating options ranging from unsatisfactory to exceed
    expectations. The appraiser selects a performance rating for each criteria and totals the values.
    The positive is rating scales are relatively easy to develop and complete and yield quantitative
    data that can be used to compare performance relative to prior appraisals or other employees.
    In other method: performance factors tend to be vague and open to interpretation—for
    example, quantity of work, quality of work, initiative—and performance ratings can be
    subjective.

    2. When employee discipline is necessary, how can firms ensure that the disciplinary process is
    fair? What can you do as an HR manager to ensure that you hire ethical employees? How can
    an organization communicate its ethical codes to prospective job seekers?
    Answer:

    Discipline refers to the actions imposed by an organization on its employees for failure to follow
    the organization's rules, standards, or policies. Traditional approaches to discipline, based on
    punishment, are known to promote adversarial relationships between leaders and followers.
    Employee discipline isn't a matter of supremacy or sentence. It's about making the work
    atmosphere and culture safe, sound and pleasant for both employees and management. Discipline
    mechanism work best when there's a foundation of trust between managers and employees. It
    should be start with clear communication and continues through consistency. It also ensures how to
    each employee will behave in a satisfactory way at the workplace and also adhere to the rules and
    regulations of the organization. Discipline is very important and crucial at workplace as it ensures
    employees behave in a decent way and also maintain the decorum of the workplace. An
    organization can ensure that the disciplinary process is fair by following the below stpes:

     Talk openly before take strict step and try to control and prevent to raise any problem
     Ensure practice to maintain an employee handbook In addition, provide feedback and
    inform employees of performance expectations when setting goals and conducting
    reviews regarding performance
     Introduce proper training both for employee and supervisor
     Try to maintain a positive, productive work atmosphere, issues do occur. When they
    do, handle the situation promptly, fairly, and consistently.
     Try to assess the whole picture fairly and neutrally
     Avoid judging the employee's performance based on Race, community and don’t be
    biased
     First, a verbal warning is generally can be given to the consequences.
     Then not solved and happens again written warning can be given with proper
    recoding.
     Suspension and termination are the two most serious forms of discipline and are
    generally limited to serious performance or conduct issues or frequent letdown to
    improve performance.
     Be flexible.  For example, don't imply that a verbal warning will be given for all first
    offenses no matter how severe
     Maintain privacy, be straight forward, remain calm, be respectful, Explain impact to
    the company, mentally provide support,
     Finally suspension and or termination can take place and improvement plan needed to
    be introduced.
    An HR manager can do the followings to ensure that you hire ethical employees

     Go for solicitude process – give advertisement for the vacancy


     Collect and Sort the Resumes effectively,
     Correctly reference checks, and background checks 
     Check for behavioral information about a job candidate's ethics.
     Search for information demonstrating as they are suitable with responsibility and
    accountability.
     Serving on a work committee suggests that a job candidate is trustworthy, dependable and well-
    respected
     Try to avoid snap judgment

    Ethical Communication in the Workplace are stated below:

     Honesty should be the foundation of all workplace communications


     Maintain transparency.as it is the key
     Respect is essential to ethical workplace communication.

    3. Assume that you are the head of training department in a hospital and your department designs
    training for the nurses only. What method of selection will you suggest to the hiring team and
    why? After hiring, how will you determine training needs of the nurses and how will you
    evaluate training effectiveness?
    Answer:

    Since it is a critical and very sensitive work area for train and select them I will go for the
    following steps:
    The ADDIE five steps of hiring process:

     Analyze: first I will do the TNA based on current performance


     Design: I will ensure both external and internal training proess.
     Develop
     Implement
     Evaluate
    After hiring I will determine training needs of the nurses and how will you evaluate training
    effectiveness in the following ways:

     Designing the whole study


     Start with clear and measurable objectives.
     Linking activities and outcomes.
     Let the evaluation questions determine the method.
     For questions about program impact, either a baseline or a comparison group will be
    required (preferably both)
     Controlled experimentation
     Measure the training effects
     Reaction
     Learning
     Behavior
     Measuring the result

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