Recommendation and Resolution
Executive Summary
Problem Description and analysis
Recommendations
Information
References
TMA 02 Part 2
EXECUTIVE SUMMARY TMA 02
In this report I have used study session 4, assessing and developing people at work from the book An introduction to Human Resources Management in Business to identity the problem, analyse it and then recommend a solution.
The case I have used is surrounding performance appraisals and employee development, Stephanie applied for a vacancy at a large Supermarket chain in the Café department.
Problems soon arose with issues surrounding Stephanie 's performance and productivity.
The reasons behind Stephanie 's poor performance were based on her diagnosis of Attention Deficit-Hyperactivity Disorder although due to her performance not being managed correctly this went under the radar.
This was having an effect on both the colleagues within the department and the business as well as Stephanie herself.
To prevent this and provide a solution, performance reviews and measurable targets should have been implemented, this would have identified Stephanie’s problems and measures put in place to rectify them for the benefit of both the business and the employee.
This report shows the types of performance development procedures and the benefits of using such practises.
Part A
During my time as an Human Resources Assistant we interviewed around forty prospective applicants for various departments.
One of the applicants for the position of Café assistant was a girl called Stephanie.
Stephanie was experienced in the Food industry and interviewed well.
Stephanie was taken on to work in the Café.
Issues began to occur after around twelve weeks, there were complaints surrounding Stephanie’s ability to perform. Stephanie’s colleagues were complaining of her not being in her designated area, for example she would often talk to colleagues of other departments, spend too long on tasks that took
Problem Description and analysis
Recommendations
Information
References
TMA 02 Part 2
EXECUTIVE SUMMARY TMA 02
In this report I have used study session 4, assessing and developing people at work from the book An introduction to Human Resources Management in Business to identity the problem, analyse it and then recommend a solution.
The case I have used is surrounding performance appraisals and employee development, Stephanie applied for a vacancy at a large Supermarket chain in the Café department.
Problems soon arose with issues surrounding Stephanie 's performance and productivity.
The reasons behind Stephanie 's poor performance were based on her diagnosis of Attention Deficit-Hyperactivity Disorder although due to her performance not being managed correctly this went under the radar.
This was having an effect on both the colleagues within the department and the business as well as Stephanie herself.
To prevent this and provide a solution, performance reviews and measurable targets should have been implemented, this would have identified Stephanie’s problems and measures put in place to rectify them for the benefit of both the business and the employee.
This report shows the types of performance development procedures and the benefits of using such practises.
Part A
During my time as an Human Resources Assistant we interviewed around forty prospective applicants for various departments.
One of the applicants for the position of Café assistant was a girl called Stephanie.
Stephanie was experienced in the Food industry and interviewed well.
Stephanie was taken on to work in the Café.
Issues began to occur after around twelve weeks, there were complaints surrounding Stephanie’s ability to perform. Stephanie’s colleagues were complaining of her not being in her designated area, for example she would often talk to colleagues of other departments, spend too long on tasks that took
References: www.CIPD.co.uk www.Open university .co.uk TMA 02 Part 2 Through Participating in the Tutor Group discussion The Induction of new students to the OU it is clear that inductions are a vital part of recruitment, many other students have felt that their inductions were not adequate and this has a detrimental effect on morale and staff turnover for example: Rebecca Willard said she was given “a large Red folder” and was expected to read through it. She felt that she didn 't learn anything by this method as most of what she read was forgotten easily. Kirsty Austin said similar. I have learnt through both my HR experience and through this TMA that inductions are much more effective if done in interactive and positive way. I have also been able to understand more clearly the induction into the OU as I struggled with what to contribute to this, I now realise that inductions are more than just being given a short insight into the workplace/OU . The OU for example has the Study Companion and an easy to navigate website all of these contribute and make up to an induction.