MAKERERE UNIVERSITY BUSINESS SCHOOL FACULTY OF MANAGEMENT DEPARTMENT OF HUMAN RESOURCE MANAGEMENT ACADEMIC YEAR 2023/2024 COURSE NAME : PERFORMANCE MANAGEMENT YEAR OF STUDY : THREE SEMESTER : TWO COURSE CODE : Use the performance plan template provided to design the performance plan for human resource trainees. Give four performance standards, skills, measures, resources and output for each key result area. Key performance /Result Area (Based on JD) Recruitment and Selection Performance standards ● ● ● Post job adverts within 24 hours of receiving the request, ensuring inclusion on relevant platforms and channels to attract qualified candidates. Profile applications accurately and comprehensiv ely, highlighting relevant qualifications, skills, and experience to facilitate effective shortlisting. Coordinate shortlisting process efficiently, utilizing criteria aligned with job requirements and ensuring timely communicatio n with hiring managers. Required Skills ● ● ● ● Strong organizat ional skills to manage multiple recruitme nt tasks simultane ously. Attention to detail to accuratel y assess and documen t candidat e profiles. Effective communi cation skills to liaise with hiring manager s, candidat es, and external stakehold ers. Ability to work under pressure and meet deadlines to ensure timely completio n of recruitme nt activities. Performance measures/indicators ● ● ● ● Time taken to post job adverts and reach desired candidate audience. Completen ess and relevance of information provided in candidate profiles. Feedback from hiring managers on the quality of shortlisted candidates. Efficiency of interview scheduling process and candidate satisfaction with communica tion and logistics arrangeme nts. Resources ● ● ● ● Access to job posting platfor ms and recruit ment channe ls. Templa tes for standar dizing applicat ion profilin g and shortlist ing criteria. Comm unicatio n tools (email, phone) for coordin ating with stakeh olders. Intervie w schedul ing softwar e or tools to streaml ine the proces s. Output ● ● ● ● Timely posting of job adverts to attract qualified candidates. Comprehensive candidate profiles to facilitate informed decision-making. Efficient shortlisting process to identify top candidates for further assessment. Well-organized and conducted job interviews to assess candidate suitability effectively. Compensation and Benefits ● Schedule job interviews promptly, coordinating availability of interview panel members, candidates, and necessary resources while providing clear instructions and logistics details. ● Complete benefit enrollment process for new employees within 1 week of their start date, ensuring accurate documentatio n and compliance with policy requirements. Provide effective support to staff regarding medical insurance benefits, addressing inquiries promptly and facilitating enrollment or claims processes as needed. Update leave schedule accurately and on time, preparing quarterly reports to monitor usage and compliance. ● ● ● ● ● Knowled ge of compens ation and benefits administr ation practices and regulatio ns. Custome r service orientatio n to address employe e inquiries and concerns . Proficien cy in data manage ment and reporting to maintain accurate records and generate reports. ● ● ● ● Timeliness and accuracy of benefit enrollment for new employees. Employee feedback on the effectivenes s of support provided for medical insurance benefits. Accuracy of leave schedule updates and adherence to reporting timelines. Compliance with compensati on and benefits policies, as assessed through audits or reviews. ● ● ● HRIS (Huma n Resour ces Informa tion System ) or other softwar e for benefit s adminis tration and leave manag ement. Policies and proced ures manual s outlinin g compe nsation and benefit s guidelin es. Templa tes for benefit enrollm ent forms and leave schedul e trackin g. ● ● ● ● New employees enrolled in benefits promptly and accurately. Employees satisfied with the support received for medical insurance benefits. Accurate and up-to-date leave schedule to facilitate effective workforce planning. Compliance with company policies and regulatory requirements related to compensation and benefits. Records Maintenance ● Ensure compliance with company policies regarding compensation and benefits, maintaining confidentiality and adhering to regulatory requirements. ● Understa nding of HR policies and procedur es related to compens ation, benefits, and leave manage ment. ● Create personal files for new employees within 3 days of their start date, ensuring all required documentatio n is collected and filed appropriately. Keep employee personal files up to date with changes in employment status, training, performance evaluations, and other relevant information. Maintain and update the HR database regularly to reflect accurate employee information and support decision-maki ng processes. ● Attention to detail to accuratel y documen t and maintain employe e records. Organiza tional skills to manage files and database s effectivel y. Data entry and manage ment proficienc y to input and update informati on accuratel y and efficiently . Complian ce with confidenti ality requirem ents to safeguar d sensitive employe e informati on. ● ● ● ● ● ● ● ● ● Timeliness of new employee file creation and completene ss of required documentat ion. Accuracy and completene ss of employee personal files, as assessed through audits or reviews. Frequency of HR database updates and accuracy of employee information. Timeliness of file audit reports and action taken on identified issues or discrepanci es. ● Trainin g on relevan t policies , proced ures, and regulat ory require ments. ● HRIS and file manag ement system s for storing and accessi ng employ ee records . Templa tes and guidelin es for creatin g and updatin g employ ee files. Trainin g on data privacy and confide ntiality require ments. Reporti ng tools and protoco ls for conduc ting file audits and sharing findings with HR office. ● ● ● ● ● ● ● Timely creation and maintenance of personal files for new employees. Accurate and up-to-date employee records to support HR and organizational decision-making. Reliable HR database reflecting current employee information for reporting and analysis. Identification and resolution of any discrepancies or issues through regular file audits and reporting. Employee Relations ● Conduct regular file audits to ensure compliance with record-keepin g standards and share audit reports with HR office for review and action. ● Report employee complaints and grievances to HR officer within 24 hours of receipt, ensuring confidentiality and sensitivity in handling sensitive issues. Maintain strict confidentiality in handling employee issues, adhering to company policies and regulatory requirements. Provide accurate and relevant information to HR officer for resolution of employee complaints or grievances, including supporting documentatio n and context. Ensure follow-up with employees on the status of their complaints or grievances, providing updates and resolution timelines as appropriate. ● ● ● ● ● ● ● Communi cation skills to effectivel y convey informati on and address employe e concerns . Confident iality and discretion in handling sensitive employe e informati on and issues. Problemsolving abilities to assess situations and identify appropria te courses of action. Interpers onal skills to build trust and rapport with employe es and foster positive working relations hips. ● ● ● ● Timeliness of reporting employee complaints and grievances to HR officer. Adherence to confidentiali ty policies and procedures in handling employee issues. Feedback from HR officer on the quality and relevance of information provided for issue resolution. Feedback from employees on satisfaction with follow-up process and resolution outcomes. ● ● ● Comm unicatio n channe ls for reportin g complai nts and grievan ces, such as email or HR hotline. Guideli nes and protoco ls for handlin g confide ntial employ ee informa tion and issues. Trainin g on conflict resoluti on, commu nication skills, and employ ee relation s best practic es. ● ● ● ● Prompt reporting and handling of employee complaints and grievances in accordance with established procedures. Confidential and sensitive handling of employee issues to maintain trust and confidence. Accurate and relevant information provided to HR officer to facilitate timely resolution of employee concerns. Employees informed of status updates and resolution outcomes for their complaints or grievances, promoting transparency and trust in the process. ● Suppor t from HR officer for issue resoluti on and escalati on as needed .
