INSTITUT KEUANGAN PERBANKAN DAN INFORMATIKA ASIAP E R B A N A S UJIANAKHIRSEMESTERGENAP T.A 2014/2015

AMata Kuliah/ Kode MTK: HRM 2/ EKM 4021Kelompok / Prodi :ICP/ SMHari, tanggal:Wed, 03 June2015Waktu Ujian: 10.00 12.10 WIB ( 120 Menit)Dosen / No.Reg:M. Rizal Situru, SH.MBL / 11059Ruang :6202SIFAT UJIAN :Open Book

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CASE STUDY SITUATION

The president has called a meeting to get your feedback on Jack, a department manager. Jack is what some people call from the old school of management. He is gruff, bossy, and often shows an its my way or the highway attitude. Jack is about five years from retirement. Jack has a high turnover rate in his department. There have been several complaints on company surveys about him from his department and from outside his department. People have commented on the fact that Jack is rude during meetings and doesnt let others contribute. There are times when he has belittled people in meetings and in the hallway. He also talks about his staff critically or negatively to other managers. But Jack also is a brilliantly talented person who adds a vast amount of needed knowledge and experience to the company. He is extremely dedicated to the company and lets people know this by his arrival each day at 6:30 a.m. and his departure at 6:00 p.m. He has been with the company for 32 years and he reports directly to the president. Jack has gone to the HR department and complained that the people his supervisors hire are not a good fit for the company. The new employees dont listen and they have a poor work ethic. Jack feels that HR should do a better job screening people. What suggestions do you have for the president on how to coach Jack and develop a personal improvement plan? What areas would you suggest be first on Jacks improvement plan? What kind of timetable would you put in place? How about milestones and consequences? How should Jack be coached and by whom? Is it worth the effort, since he might be retiring soon? After introductions, the president will ask you for your How to Coach Jack plan.

Answer:The suggestions for the presidents are create Performance Communication, Performance Appraisals, and develop Performance Improvement Plans. The first suggestion that I have for president on how to coach Jack is building Performance Communication. It would be the important tools to know the performance of the employee (Jack) by communication. Performance Communication is built by providing opportunities to discuss and clarify performance expectations, recognizing the efforts and accomplishments of employee (Jack) , establishing a baseline to measure how well an employee is performing, creating a plan of action for monitoring and providing feedback on performance, and giving an advice and suggestion for Jack to improve himself. In this step, President should appreciate Jacks work and advice Jack to leave his bad habit on his management that called from the old school of management and improve himself to be open-minded, humble and be kindly to keep relationship with other employee. The purpose and benefit of performance communication is motivates and fosters good working relationship in career counseling. Second, the president should do Performance Appraisal to know about the strengths and weakness of Jack. Even though Jack has bad reputation on his leadership and his work environment, we still consider about the strength of Jack which is a brilliantly talented person who adds a vast amount of needed knowledge and experience to the company. Fundamentally, the performance appraisal is designed to serve as a tool that helps supervisor (president) analyzes and helps Jack to erase his weakness and increase his strength in order to increase productivity, communicate expectations, establish goals for the coming year, and report the employees success performance expectations, the result of performance appraisal could be basic to develop Performance Improvement Plans. Lastly, the president should develop Performance Improvement Plans. A Performance Improvement Plan is a formal process used by supervisor or president to help employees improve performance or modify behavior. The performance improvement plan, or PIP, identifies performance and/or behavioral issues that need to be corrected and creates a written plan of action to guide the improvement and/or corrective action. Develop PIP could be created in four ways consist of : The requirements of employee current and/or future role, vision and target, Start by thinking about employees role and the elements of their job that require them to work in better context. In this step, we determine the personal pressures will this role impose on employee, key relationships, key tasks, additional knowledge/understanding that will be important for success in their performance Identify the strengths and development areas, Using the dimensions from the requirement of employee role, identify three areas of strength that the feedback has made employee more aware of, and how employee might consciously use them more to be advantage in the future. We should make a table of area of strength and ways to use it extensively, combined with area of development and ways to address it. Build up a SMART action plan with timetable to bring about change and development, to take an action and complete the improvement, we should build up a SMART action plan which is defined by Specific, Measurable, Attainable, Relevant and Time-bound. To make this action runs well, we should create the timetable as self-discipline of improvement. Assessing/monitoring/Evaluating the performance improvement. After every step have done. All of changes should be assessed, monitored and evaluated. This purposes is to the current position comparing with the past performance.

Primary Areas I would suggest to be first on Jacks improvement plan is the area of development. Because there are so many complains about the bad leadership and habits of Jack that would be make the environment and jacks performance goes to bad condition. So, I recommend Jack into area of development and looking for a ways to address it and reach a better performance. And for supporting his improvement, Jack requires Area of Strength and find a ways to increase and use it extensively. The timetable that I would put in place is timetable by date that there are target that have to reach in certain date/period.

Role of milestones and consequences: Milestones could be a measurement about the progress, level, stages or position in Personal Improvement Plans. It would be our indicators of our changes whether it will be a good or bad and reached or not. Consequences may include the impact, result and comparison on performance, also the response to our improvement from outside/environment. It could be our reached goals or benchmarks that define the end-points, it is going to be our assessment and evaluation of our improvement. This may include the result and comparison an performance also the response from outside/environment.

By Whom and How to couch Jack : Jack could be mentored by supervisor/the president/above position on management line. We specifically identify the performance to be improved or the behavior to be corrected, provide clear expectations and metrics about the work to be performed or behavior that must change, identify the support and resources available to help the employee make the required improvements, establish a plan for reviewing the employees progress and providing feedback to the employee for the duration of the PIP, specify possible consequences if performance standards as identified in the PIP are not met.

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