Individual Performance Assessment Tools - Essay Example

?HR Questions Table of Contents Question One 3 Question Two 4 Question Three 6 Question Four 8 Question Five 10 Works Cited 12 Question One In human resource management, it is generally observed that the performance of an individual tends to follow a Gaussian or normal distribution. However, it has been recognized in recent times that individual performances are not actually normally distributed. Rather, individual performance takes into consideration Paretian distribution. When it is generally assumed that individual performance follows normal distribution, then in such circumstances misleading practices might take place (“The Best and the Rest: Revisiting the Norm of Normality of Individual Performance”). Source: (O’Boyle and Aguinis. “The Best and the Rest: Revisiting the Norm of Normality of Individual Performance”) The recent study that has been conducted reveals the fact that individual performance might not fit a bell curve, however, might follow a distribution where the average is unbalanced, the variance is countless and the pervasiveness of outliers is much elevated. The Paretian curve reveals the fact that the performance of larger number of the population is below the mean in comparison to what is predicted from the Normal Curve (“The Best and the Rest of Us”). It has been observed from the Paretian curve that the performance of most of the individuals is below the average and thus there is greater variation in the performances. However, the fact is that the performance of the individuals is supposed to be constant each time. By applying the new curve in performance management the performance of the individuals can be observed if they are below the expectations. Hence, it becomes significant to monitor how an individual actually performs in an organization. Inconsistent performance needs to be identified and thus training needs to be offered to the individuals so that the performance can be improved and efficiency of the organization can be increased to a greater extent. Question Two There are numerous assessment instruments that can be suggested for the first client, Rashid, so that he can decide what interests him. The numerous assessment tools related to career are Keirsey Temperament Sorter in which the user is supposed to fill a questionnaire comprising 70 questions that are scored on the Web automatically. The result obtained by the individual tends to be in the form of Myers-Briggs Types. With this approach, the user can gain an idea regarding suitable career options. The other evaluation tool is Motivational Appraisal of Personal Potential Assessment. In this appraisal tool, the user is supposed to fill up a survey form that consists of seventy one triads of three statements. This assessment tool has been created in order to guide and motivate the people to attain their greatest educational as well as career potential. There are other career assessment tools as well such as Myers Briggs personality tests from Ransdell Associates. It comprises personality as well as career preferences related tests along with other two tests such as Myers-Briggs and Strong Interest Inventory Tests where a person gets the scope to learn regarding him/her as well as his/her career options. JOBehaviors offers a person with numerous job-related assessments in high-demand industries where the goal is to assist the person at identifying the best job. It recognizes the behavior that is most significant for success as well as job compatibility. It further recognizes the job which tends to be the best behavioral fit for the person. JobDiagonals is a career assessment tool where the person is required to give a short test so that he/she can evaluate their interests and competencies to identify what career path can be followed by them (“Career and Transition”). Work preference inventory is also another career assessment tool that can be effectively utilized by the person. It is generally based upon the belief that the method of value clarification is vital in career planning. It offers the person with a glimpse of career opportunities so that the person can clarify what he values in terms of work style that can assist him in making a rewarding career. The Big Five Personality Test is the other noteworthy career assessment tool which is not career-oriented. It offers insights that can be applied to careers. It positions a person on scales of closed-minded vs. open to new practices (“Career and Transition”). The Myers-Briggs Type Indicator (MBTI) assessment tool can be chosen for Rashid. It is considered to be one of the best assessment tools which is utilized by most of the individuals in present time. Through MBTI, the person is capable of recognizing the area where he is most contented with and the type of activities liked by him (“Career and Transition”). Question Three The career of contemporary times can be termed as a protean career, a career which is generally determined by a person and not by an organization. It can be determined as a career that is re-discovered by a person from time to time with the change in the person as well as the environment. The chief characteristic of protean career is that it tends to pay due consideration towards psychological success instead of vertical success. The other feature of the protean career is that it focuses upon lifetime sequence of identity alteration and continuous learning. In case of protean career, the job security is generally restored by the goals of employability. Work challenges as well as relationships are the main sources related to development in case of protean career and thus pay less attention towards training and retraining programs. A protean career is essentially a concept where each person needs to control and evaluate the job market, foresee future developments, industry shifts and trends, attain the required skills, relationships, qualifications as well as assets in order to meet the shifts and adjust to flourish in a continuous altering workplace (“The Protean Career : A Quarter Century Journey”). The main difference between the traditional career and protean career is that in case of traditional career the organization is in charge while in case of protean career the person is in charge of the career. The core values of the traditional career is that it focuses upon advancement while the core values of protean career is that it pays due emphasis upon autonomy and augmentation. The degree of mobility in case of traditional career is quite lower while the degree of mobility in case of protean career is quite elevated. Traditional career is mainly focused upon organizational commitment while protean career’s key attitude is work contentment as well as professional dedication. The main success criteria for traditional career are position levels and the salaries of the individuals. While, on the other hand, the success criteria of protean career are generally emotional success as well as focused work (“The Protean Career: A Quarter Century Journey”). . In order to identify the potential related to new career, it is quite significant for an individual to create new competencies related to the management of oneself as well as his/her career. Protean career is based upon the belief that individual employee is mainly responsible for administering his or her career and a well-built sense of individuality and values are quite significant for directing career decisions. Career self-management is essentially concerned with the proactivity demonstrated by the employees in relation to management of the career. It comprises the effort of the employees to describe and to comprehend their personal career objectives which might or might not match up with the objectives of the organization (“The Protean Career: A Quarter Century Journey”). . Question Four The book ‘What Colour Is Your Parachute?’ has been one of the world’s most famous job- haunting books with excess of 11 million copies in the market. The 2011 edition is quite relevant at the present times as it was when it was published for the first time. It is worthy of stating the fact that Richard Bolles’ book is quite competitive in terms of job searching in comparison with other books. It has many new suggestions and classic advices that continue to be quite relevant in the present times. One of the main reasons behind the success of the book is that even though there have been major alterations in the job environment since the years, the main principle of the book remains the same. If a person follows the principle, the secret to a successful job hunt begins with comprehension of oneself, and then the person will be well positioned to seek for jobs and thus alter his/her career with the possible best job (Bolles, R. N., “What Colour Is Your Parachute? 2012: A Practical Manual for Job-Hunters and Career-Changers”). Out of the five dimensions, it can be mentioned that ‘skills dimension’ is represented in chapter two of the book named ‘survival skills you most need in today’s world’. Chapter thirteen of the book named “self inventory” represents the abilities dimensions. Chapter six of the book named “Do I Really Need a Resume’ represents interests’ dimension. Chapter thirteen named ‘self inventory’ represents values dimension. Chapter one, of the book named ‘How to Find Hope’ represents labor market dimension (Bolles, R. N., “What Colour Is Your Parachute? 2012: A Practical Manual for Job-Hunters and Career-Changers”). It can be stated that if Richard Bolles had to write a book on Middle East, then he must include the concept of ‘Wasta’ in his book. Comprehension of ‘Wasta’ is a significant decision in the Middle East because Wasta permeates the culture and norms of all Arab countries. It tends to be a force in most of the vital decisions. Wasta can be considered as a way of life. Wasta is Arabic term which implies connection. It is often believed by most of the people that in order to get anything done in a smooth way, there is need of some kind of Wasta with the people who is in charge of the specific tasks. It is quite tough to get a good job in Middle East. A person can take advantage of the university training as well as the work experience in order to get a job. In order to acquire a job, it is significant to know someone. Wasta tends to play a major role in the career of a person in the Middle East (“The Wonders of Wasta”). Question Five In order to improve the life and career planning of the employees in the organization, it is quite significant to focus upon the identification of the needs and the future goals of the employees. By identifying the future goals of the employees, it will be easier to introduce policies and practices related to career planning. Those areas need to be identified where the individuals lack certain skills in order to accomplish his/her desired objectives in life. Performance management of the candidates will be of greater assistance in such circumstances. After having identified the lacuna in the individual, it becomes significant to counsel the employee so that he/she can improve his/her skills. There are various career websites, career related books and career workshops that can assist in shaping the career of a particular employee to a greater extent. By means of job rotation, the employee can equip himself/herself with all the pertinent knowledge of various jobs which will assist him/her in shaping the career to a considerable extent. Training programs tends to one of the most effective methods that can be utilized by the companies in order to improve the skills and thus shape the career of the individuals. In case of 360 degree appraisal system, the individual obtains feedback on his/her performance from all the possible sources. This helps him/her to perk up his or her lacuna in specific areas (Rothwell, W. J., “Career Planning And Succession Management: Developing Your Organization's Talent--for Today And Tomorrow”). Works Cited Alexandria City Public School. “Career and Transition”. Career Planning Programs and Assessment Instruments Fact Sheet, 2012. Web. May 29, 2012. . Aqoul. “The Wonders of Wasta”. About, 2012. Web. May 29, 2012. . Bolles, Richard. N. What Colour Is Your Parachute? 2012: A Practical Manual for Job-Hunters and Career-Changers Turtleback Books, 2003. Print. Hall, Douglas, T. “The Protean Career: A Quarter Century Journey.” Journal of Vocational Behavior 65 (2004):1–13. Print. Indiana University. “The Best and the Rest Of Us.” Home, 2012. Web. May 29, 2012. . O’Boyle, Ernest and Herman Aguinis. “The Best and the Rest: Revisiting the Norm of Normality of Individual Performance.” Personal Psychology. 65.1 (2012): 79-119. Print. Rothwell, William. J. Career Planning And Succession Management: Developing Your Organization's Talent--for Today And Tomorrow. Greenwood Publishing Group, 2005. Print. Read More