Question:
Write an essay on Performance management.
Performance management is one of the most important aspects of an organization or company. In an organization, the performance of the employees or their working process must be monitored, and if there is any problem, it must be solved by the superiors or the management of the organization. There are various aspects of performance management that need special attention by the management of the organization. Instead of the performance review, there are also some other aspects such as the process of setting objectives for the employees or the workers, providing ongoing training to them, assessing the progress and also feedback, ensuring whether the employees are reaching their given objectives or not. It can also be defined as the process, intended to identify the various ways to achieve specific goals for the organization. In one word the performance management is the process of managing and controlling the employee performance of an organization and to improve them to develop the whole organization as a whole.
A recommenceunbiased is a petite, beleagueredannouncement that clearly outlines an applicant’s vocation direction while instantaneouslylocating him as someone who spasms what the manager is observing for exactly. The detached is sensiblyexplored and handmade to fit the job which the candidate can apply for. In several, the human resource manager include lists of terms that help to define the objectives and it looks and feel of each one is lean and mean(Aguinis, 2009). The total recruitment targets are controlled by the Human Resource manager.
The objectives are defined to introduce the recruitment and selection process which helps the candidates or applicants to suit or comfortable for working on the company which he or she is applying for. The objectives mainly manage an applicant’s campaigns to ensure that the human resource manager recruits the right staff (Arnold and Pulich, 2007). The recruitment objectives are also designed and deliver interview processes which are based on the candidate’s ideal behaviors as well as capabilities. The recruitment objectives are there to introduce recruitment related analysis which can allow a candidate to evaluate his or her strategy. The recruitment objectives can control the set up managed preferred the company relationship with the recruitment agencies (Brown and Swain, 2012). The recruitment agencies are there to recruit perfect candidates for a company by maintaining the company objectives followed by the human resource manager. To maintain a quality recruitment process the company can provide some significant tests(Aguinis, 2009). Some of the tests are psychometric tests, personality profiling, and run assessment centers.
A key performance indicator (KPI) is a corporate metric which is used to estimate subjects that are vital to the success of an organization (Gueorguiev, 2015). Key performance indicator can be different as per organization. The Business KPIs may be net income. Business KPIs may be a client’s loyalty metric while government influence considers unemployment rates.
The expression of the performances, requirement(s) that obligation be met to be evaluated at a certain level of return that approved by the performance standard. It is also management. A Fully Successful standard should be established for every serious element as well as it included in the workershow strategy. If extra levels of performances which used by the assessment sequencer, inscriptionmorals for those stages as well as excluding them in the recital plan is not mandatory and heartened that’s why workforces must know what they have to do to happenideals higher than wholly Fruitful(Aguinis, 2009).
For a designation of software engineering post, there must have some important performance testing procedures. A testing practice performed to control that how a system can be carried out regarding receptiveness and constancy in a particular workload. As well as serve to examine, measure and validate additional quality traits of the classification. Likely scalability, reliability and supplytradition.
Performance difficult is a subdivision of act engineering. This is a computer disciplineexercise which struggles to build the show standards into the operation, enterprise and construction of a organization(Frid, 2009).
Job specification is a very crucial part of a recruitment process. The candidates must be concern about their job responsibilities which the recruiter company can provide on their recruitment advertisement(Frid, 2009).
For a Software Engineer post of a software company, they are always looking for a passionate software engineer (Cameron, 2014). The software engineer can recruit to enterprise, progress and mount the software solution(Frid, 2009). The fruitful applicant will be able to figure high-quality, inventive and adequately accomplishment software in obedience with coding standards and technical design.
The job responsibilities can contain to execute a full lifecycle of software development. From making the software step by step, the software engineer must concern and care about the each module of software and check it thoroughly. The engineer must write well-designed codes which can manipulate a code reducing program for a client. It remains less space and reduces costing of the software. The code must be testable and efficient(Frid, 2009). The job role also produces specifications of the software which he or she makes and as well as determine the operational feasibility. The software engineer has to integrate the software components into a fully functional system of software. It must be a concern for a developer to develop software verification plans as well as a quality assurance procedures. The engineer must document the software and maintain it functionally. A developer must deploy software tools and tailor the processes and metrics. There always present a developer to serve as a subject matter expert. It must comply with the project plans. The developer maintains all objectives and maintains it through industry standards.
There must have some job requirements for the candidates. Some requirements for a Software Engineer post are there.
Recognized employed knowledge in software engineering
BE/BTECH degree in Computer Science or Engineering
Practical or Field knowledge in designing communicatingrequests
A complete knowledge of Relational Databases (Whitehorn and Marklyn, 2007), SQL, and ORM technologies.
Candidate must have experienced in developing web applications framework (Hack proofing your Web applications, 2001).
Candidate must have experienced with the test driven development
Comfortable with software engineering apparatus
Candidate must have the ability to document specification and requirements
Should be familiar with the realize process and software methodology
Written Test procedure:
All the eligible candidates are asked to give an exam which will be conducted by Company legislative body. Every candidate will get different questions. The Technical procedures of interview
This part of the interview is entirely based on the face-to-face communication. Most of the students will be rejected from this part. This is the main selection procedure.
Interviewer will ask questions to form several programming languages. From C, Java and C++ (Dixon, 2011). The recruiter will ask questions created based on the candidate’s AREA OF INTEREST. For each question, the recruiter will expect an expounded answer than the little answer.
HR interview:
It will be like strain interview. Some hr asks questions speedily. Occasionally a candidate would be invited to discuss about the current affairs and other social factors. Candidates must achieve the environment of the interview and please the recruiter.
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Candidate interview feedback form Name of the candidate: Date: Interviewer: |
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Scoring In this feedback form, the candidates have to answer some job-related question and the interviewer would have to provide the candidate a numerical marking and a work-related comment in the given gap. In this interview process, the candidate will be given a specific time. The numerical rating system in mentioned below. |
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1- Not good 2- Satisfactory 3- Not bad 4- okay 5- very good |
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Educational Qualification- Rating- 1 2 3 4 5 Review- |
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Work experience Rating- 1 2 3 4 5 Review- |
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Technical Qualification- Rating- 1 2 3 4 5 Review- |
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Administrative and the budgetary experience- Rating-1 2 3 4 5 Review- |
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Leadership ability- Rating- 1 2 3 4 5 Review- |
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Communicative skill- Rating- 1 2 3 4 5 Review- |
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Final recommendation and impression- Rating- 1 2 3 4 5 Review- |
This feedback form is one of the most important parts of the interview process for an employee as well as for the organization as a whole. With this process, the management of the organization can have a very clear idea about the candidate, his capability, preferences, qualifications and others. On the other hand, the other hand the employee or the candidate can also have an initial idea about the criteria of the organization, their requirements, their working process as well as their management. This process does not only provide the company a basic idea about the employee it also helps the organization to have a database of the employees or candidates. Ultimately this interview process as well the feedback form is very useful for the betterment of the organization and the management of that particular organization.
The recruitment process of an organization is one of the most important parts of running an organization successfully. Sometimes there may occur some problem regarding the recruitment process of the company. Those problems should be identified and changed or modified to have a better and reliable recruitment process. The recruiting process provides the future company employees which means, the future of the organization or the company depends on upon this process. Thus, the management of the organization should pay special attention towards the recruitment process. For example, the management of the organization should appoint an experienced and honest human resource manager for the recruitment process(McTaggart, 2010). If the human resource manager is not appropriate or perfect with his job, the organization would never be able to get a perfect employee. On the other hand, if the human resource manager is dedicated toward his job, he will be able to recruit a perfect employee for his organization. Besides this, the job description should be described properly to the candidates or the fresher employees which will help them to get more involved with their works and will help them to gain more skill and confidence about their job. The policies and procedures should also be properly described to the employees of the organization(McTaggart, 2010). Another important aspect of the recruitment process of an organization is the training procedure of the new candidates. The management of the company or organization should provide an experienced trainer for the training process. If there is any problem with the training procedure the workers or the fresher employees would not be able to learn their works or job accurately. The communication between the trainers and the fresher employees should be pleasant and nice. It will help the trainers to get friendly with the employees(McTaggart, 2010). Last but not the least the management of the company or organization should provide a nice and better working environment to the employees. If these ways of recruitment of employees are followed by the organizations or company that particular company will surely be benefited. These are the basic guidelines that an organization should follow for the sake of the betterment of the company or organization. Other than these there are also several basic points that need special attention by the management of that organization like the involvement of the management with the workers. Thus, the recruitment procedure should always be modified and changed for the benefit of the company or organization.
Conclusion
The performance management is one of the most important aspects of an organization. To be more precise the recruitment process of the company or organization is directly and indirectly related to the performance management as well as the betterment of the organization. The above report is all about the importance of the recruitment process, and various types of interview or ways are described in the above passages or report. The feedback report, which is another important aspect of the recruitment process is described above. These various aspects describe as well as determines the ways of recruitment in an organization, their faults and also the ways to prevent them. If the above-mentioned preventions are properly managed by the organization, they will surely be benefited, and for that, each and every member or employee should cooperate to the coworkers and also to their superiors. This will help the organization in every way, and they will surely be able to increase their profit.
References
Aguinis, H. (2009). Performance management. Upper Saddle River, N.J.: Pearson Prentice Hall.
Bazhanov, A. (2015). Inefficiency and sustainability. Resources Policy, 45, pp.210-216.
Cashman, R., Mould, T. and Shukla, P. (2011). The individual and tradition. Bloomington: Indiana University Press.
de Cremer, D. (2010). VOICES: FIXING BONUSES. Business Strategy Review, 21(4), pp.90-91.
Dinovitzer, R. (2011). The Financial Rewards of Elite Status in the Legal Profession. Law & Social Inquiry, 36(4), pp.971-998.
Frid, A. (2009). Computer science–theory and applications. Berlin: Springer.
McTaggart, J. (2010). The definitive guide to passing the police recruitment process. Oxford: How To Books.
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