Conduct of Mock Performance Review

Conductof Mock Performance Review

Inthe role-play situation, I assumed the position of human resourcemanager. The department is usually tasked with processes such asrecruiting, work safety, employee satisfaction, training, andprotecting the firm’s corporate image among others. The departmentvalues the employees as they are a company’s greatest resourcewhile striking a balance with the best employee ethics and output.Meeting these obligations requires a good working relationship withemployees. As the manager, I received reports about the employee’smodes of conduct, absentees and in some cases, even those whodemonstrated exemplary performance in their duties. When theface-to-face meeting was conducted, it was, therefore, evident that Iwas familiar with the employee’s strengths, weaknesses and possibleopportunities for improvement. To ensure that everyone wascomfortable, I assured the team that any information from the meetingwould be taken positively and was mean for personal growth.

Westarted on a positive note by highlighting some of their strengths.For example, the entire human resource department had shown thewillingness to work as a team. At this juncture, I reminded theemployees that unity is key because it creates a sense of identity,thus increasing productivity. Another area where the team hadperformed exemplary was on work discipline and honesty. Again, Ireminded them that cases of theft and use of vulgar language hadsignificantly reduced. This reduction could have been attributed tothe new laws which had stipulated that those who were disrespectfulto others would face tough consequences for their actions (Ghaferi, &ampDimick, 2016). Lastly, another important point that came up duringthe interview was in regards to work punctuality. I applauded theentire team for always trying their best and ensuring that theyreported on time. I took this opportunity to remind them about someof the goals and objectives of the organization. I reminded them thatfor the firm to grow and expand, everyone was required to play hisrole effectively.

Anothermajor weakness was that some employees were very uncooperative withothers at times. Additionally, it seemed that there were some whoonly knew how to work under supervision. I condemned such actsbecause not only is it unfair, but it tends to discourage others whoare working (Whitcomb, 2015). As the human resource manager, I wasaware that there were some employees who were very uncomfortable withthe adoption of technology into company operation. Some argued thatsuch moves would result in their retrenchment. The older peoplespecifically objected the use of technology. For the youngeremployees, one of the major problems was about the usage of mobilephones during office hours and accessing social media such asFacebook. I reminded them that work policies are very specific in theusage of mobile phones in workplaces during official working hours.

Althoughthere are several challenges facing the company that can hinderservice delivery, it is evident that there are some opportunitiesthat are yet to be fully exploited for growth and development of thecompany. For instance, those who are still having troubles withreporting time can try and improve. Additionally, since many peoplehave also been complaining of low salary, I think some of theemployees need to know how to plan their money effectively. To avoidbeing broke all the time, they can improve by always saving someamounts from their salaries which can serve in case of emergencies.From an individual’s perspective, most of the problems that theemployees faced could be solved if they were to nature theircommunications and interpersonal skills. The company employees comefrom different cultures and as a result, in order to co-existtogether, they need to understand each other. This can only beachieved if they can communicate effectively with minimal barriers.An opportunity, therefore, lies here in that they can be trained onbasic communication and interpersonal skills so that everyone knowshow to carry him or herself when in the company of others.

Themeeting was also an opportunity for me to learn and be correctedwhere I had gone wrong. For instance, some of the employees expressedconcerns that the human resource department was not doing enough tocreate a favorable working environment for employees. Some of themcomplained of a lack of motivations, late payments, and neglect. Froman individual’s perspective, this was a wonderful opportunity foreveryone to know his weaknesses and improve, the meeting wastherefore very fruitful because, in the end, each side promised toimprove on their weak points. Another concern that arose from theemployees was that there was a communication gap between theexecutive and the employees. Some claimed that there was no effectivechannel that employees can use to report any vice without havingfears that they will be victimized. The resultant impact of this isthat many people have often decided to be silent even when thesituation is really bad. I was very pleased with the outcome becauseeveryone seized this opportunity and highlighted very importantissues of social concern.

Basedon the issues that were raised from each side during the meeting, itwas evident that my message had been well received and that peoplehad understood that the time had reached for their concerns to beheard. The fact that other employees promised to change for thebetter meant a lot for me as a manager. I am a team player andbelieve that for the firm to attain its goal, everybody should be onboard and do his or her part (Plaza, 2015). Additionally, the meetingprovided me the opportunity to know and understand people more, sinceeveryone was given an opportunity to speak, it also allowed people todevelop communication and interpersonal skills. Consequently,although the meeting was successful, there was some disagreement.Some employees demanded a salary increase because of the ever risinginflation. I explained to them that such matters could only be solvedby the executive management. Lastly, the meeting helped createdgoodwill and trust between the senior staff and their junior. In thepast when there were no such meetings, there was a lot of fear andtension, and this resulted in low productivity because workers didnot feel appreciated enough.

Reference

Ghaferi,A. A., &amp Dimick, J. B. (2016). Importance of teamwork,communication and culture on failure‐to‐rescuein the elderly.&nbspBritishJournal of Surgery,&nbsp103(2),e47-e51.

Plaza,F. C. (2015). The importance of teamwork in the operatingrooms.&nbspColombianJournal of Anesthesiology,&nbsp43(1),1-2.

Whitcomb,D. C. (2015). Innovation and hard work: The 2015 George E. PaladeMedal Award Lecture.&nbspPancreatology,&nbsp15(6),611-615.