 Assalamu alaikum, I am Mokhtar Ahmad with the virtual university course of human resource management, which is MGT501. For today, we will start our today's session. During my last lecture, I asked you to go through your x5 to 10 year plans and with this context after going through our previous lecture, which was about a carrier, just try to understand what kind of carrier path you are picking and what are different goals you have set there for your carrier there. So, you define out something good interesting there, to write me. So, let's start our today's session, what about the 24th one? We started our carrier concept there. And we will also discuss about the stages of carrier development. And then we also discuss about the role of HR department, what kind of support they can provide for the carrier development. And even they can guide you to dwell your own carrier plan. And this is good because this is a motivational factor. Whether you are joining is that company for the job or for a career job. And if it is a career job, then chances are you are going to stay there longer. And you are going to put extra effort there to excel in your career. You are just starting your job and the sooner you will get a good opportunity and you will leave. So, that was the sport. Because with the sport, with the proper facilitation, you are motivating your employees that they should have their career plan or us may have many different moves in your career, one can take a promotion. If you are not coming to the up to mark, they can bring you down. And even sometimes it is giving you an opportunity to go for your higher education too. This is a plus thing for you. And exit. Either way, you have been fired or you resign. In the last lecture, I had discussed this appointment and I gave it a little bit more effort. Don't take it for granted that leaving the institution is beneficial for you or resigning. That was one aspect I discussed. For those people who are challenging and who have guts. So, they resign or the organization tells them thank you very much. We cannot go together. And sometimes let's see, downsizing is happening. It is also an effect that until you find it difficult, until you find it hard, you can't do a unique job. You create new things from that. And a good manager, a good human being here, they always take that hardship, that tough time as opportunity for them. So, these are the different moves we discussed during our previous lecture. And at the last, I think we also discussed that the HR department, they try to match the organization development objectives and the individual development. For that, we tried to understand it. When you think of the development of the organization, you create new opportunities. Not only opportunities are created, but also requirements are decided. And then you look at your employees, your own workforce and see, do they qualify for the same opportunities? Remember when we read the recruitment, the selection process, we always have internal and external both sources. We always give opportunity to both, the outsource and internal source. The external source is there and the internal source gives opportunity. And here you see that your career, your workforce, you guide them in your career plan. Yes, with such and such time, we are planning to have such and such new thing in our organization. And for those, we need people who should be having such and such requirement completed. And this is how you are not only developing your organization, but you're also developing your workforce. So, let's start our today's session. We have to continue that career, it was not finished. And of course, then we have to shift to the performance part. There are certain barriers internally to the career advancement, one's career in advancement. If I know that these are a hurdle and I overcome it, chances are that I will excel in my career. These are the hurdles which can stop you to excel in your career. Let's see your performance, you don't have to desire a qualification. If you miss a particular skill, you can excel. One, lack of time, you don't have time. You don't have money to pay the dues. If you have to go for a higher education, you don't have the resources for other types of work. So, this can be a hurdle for a person and for an organization. Let's see, an organization want that they should provide proper training and development training for their employees so that they excel in their career. But you don't have so many resources. Individually also it is the same thing. Let's see you think if you get this degree from such a certain institution, again, you might have time constraint, you don't have time to go there for a couple of years. You might have the financial problems, you might not be able to pay the dues. Similarly, let's see if within the organization you are working, you have a very tight schedule there, the job is very rigid, demanding and of course your leadership is not sportive, they don't care. That is also a limitation. As I have discussed in the last lecture that organization don't want that they should go for extra qualification because they are scared. Now, this is one approach, one school of thought. The second approach is no, they say no, we should give them the fair chance. Whatever time they are spending with your organization, you should be wholeheartedly working there. Or if you get a good chance, why not? Everybody has the right to grow. So leadership depends on the job itself, it is very demanding, very rigid, you cannot get time out to go and get the extra skills, extra knowledge. The department, the organization is not sportive, they don't provide you the information, they don't guide you. So, that is one limitation which can hinder your career advancement. Similarly, you don't have proper opportunities, career opportunities and pathway within the organization or employees. I have seen a lot of time people leave organization because they are there. We are very happy here, we are enjoying, but the thing is we don't have any future expansion here. There is no chance of growth here and this is a very strong motivational factor that you want to excel in your career. Everybody wants to be in search of a better future. But if you see that there is no future opportunity then it is a negative aspect and that is also one limitation. Now, what can we do to be successful in your career management practices? As an organization, as an individual, as an institution, what can we do? We can put clear expectation on the employees, either it is the performance expectation, either it is the skill improvement expectation. So, when we will read the performance surprise in the next lecture, when you sit with your employer or senior or immediate boss and they say, what is the objective? What are the objectives for the next year? They fix your goals and objectives for the next year. Why do they do it? So that you know what you have to achieve. There are many times when it is written that you should improve your skill. Otherwise, he or she is not eligible for the promotion, for the advancement. So, whatever expectations the organization feels, from any employee, it should be very clearly given to him or her and there should be proper monitoring and feedback system. You are not doing right. You should improve this skill because here you are deficient. You should also provide opportunity to your employees that they should move around. Move around means they should have a chance to work in a different setup, even job rotation. Or even if you have your office somewhere in other countries, give them the chance that they should have the interdiction expire. Give them chance that they should go and have a they should work in a larger environment, in a bigger setup. It is learning is always there. Even if you are doing the same job at a different location, that might give you another opportunity to learn more things. Not only learn more things, but you might get some other opportunities. And if you can afford, if you can manage your time, that will be good opportunity for you to prepare you for the next position, the higher positions so that you can excel your career. And the agnation should help, implies that they should make your career plan. If I know that these are the growth opportunity I can have, but attach which all those things are such and such type of skills, knowledge, experiences, whatever send that then it will be easy for a person to prepare himself or herself for those positions. Or they keep that plan in front of them and they see how he or she is doing. And if at the time there are certain changes or even that person they imply the workforce, himself or herself, they have a second option. They might be changing their area. Must but at least you must have a plan. So that you should be focused and you should be concentrating. What else? And then make sure that you keep them on the track and how you will keep them at the track. And it is again human psychology. When there is some kind of punishment and reward system there. I have a small child here who sees that if she does not know that a heater is burning, a woman is lying down or a woman is burning, she tries to catch her. But when her hand burns, then you see that that child was also small and she does not touch it again. Because she knows that, she knows that. And that is what is reward and punishment. And let us forget about punishment here. At least there must be reward and recognition there. And if the institution observes these things, then chances are that not only your employees' workforce will increase, but the institution will develop and the organization will grow. And along with that they will also excel in their proper career. So we should encourage that performance through rewards and recognition. How much you deliver, how much you produce, that should be recognized as an institution. You see that a small appreciation letter works. That the institution, it implies the month, it implies the week, it implies the atmosphere. But it is a very big motivation factor. And keep the performance improving. Similarly, organization provides clear and continuously kind of instruction and counseling that the workforce, the people should, the employees should assess their skills and of course they are carried direction. We have a fish bone analysis that says, what efforts do you have to do to achieve this? This is positive force, this is negative force, you have to match both. You have to adapt it in a SWAT analysis, in any way. But at the moment all these things, when you are doing the performance appraisal process, and it is good for everybody, giving employees the time and resources they need to consider short and long-term career goals. Now this individual career development can be short term and long-term. Give them a chance, they should put their efforts towards their short-term and long-term career goals. But not at the cost of the performance for their present job. Now let's see individual versus organization career planning. We have two kind of roles here, one is the organization, if they are playing, it is playing their role and the employees are individuals. With proper planning, developmental planning of organization, and of course the individual have their own plan, what do they do? They work to achieve goal, good person, organization, fit through selection. The abilities of the person and the need of the organization. Now the organization, the goal they have to achieve, they pick the right person, who is fitted in that scenario. Yes, organization, but of course the individual too, and as a whole society is getting the benefit. And let's see what is happening at the individual level. Now because that effective workforce is already there, now same time, they are not only giving the performance as desired, but they also understand and they monitor what? Career opportunities, successes and failures. Not an individual level, but of those, organization is also monitoring it and facilitating it. So keeping in view that career planning, then they will put extra effort, organization will facilitate them, that person will increase his effectiveness and performance or her performance by learning more skills, by improving his or her qualification, by having the mentoring, others seek, others ask, and what will happen, that ultimately you can have more successful and healthier career. At the organizational level, they can have the stronger and more effective workforce, or at the individual level, they can have more and successful and healthier career. So see both parties are getting the benefits. It is the organization development, same time it is the individual development. So it is a win-win situation. What is performance by the way? So we are done with the career part. Any concern, any comments in your mind? I always mention that people in the Washington University, they are sitting for you, always available, write them and they will respond you. There is no clear concept, something is confusing, you cannot understand its relevance with the subject, unless you will ask. And as I told you, don't leave anything at any stage, for granted, don't take it. Because what is going to happen? Ultimately, if the foundation is not right, then the building will be destroyed. And but remember if your concepts are clear, don't worry then. If you have any question or discussion, you are very much confident to answer and suggest them. So should we start a new topic? Do write me if something is bothering you. So we are done with our career part. So let's start our next topic, that is performance. What is performance? Performance is equal to A into E into S. A multiply E, multiply S. What is A? What is E? What is S? Let's see them. A is the ability. Any person's performance depends on their abilities. E stands for effort. How much effort he or she is putting there. Abilities can happen as soon as possible, but some extra effort can be done. So are these two things important? No. You might have ability, you might be putting extra effort, but if organization is not providing you support, you cannot deliver it. So one way of performance, to understand or to explain is that performance of any person is equal to his or her ability and how much effort he or she is putting there and what kind of support they have within the organization. Why do we care? Because performance is playing the, this is the basic, whatever we are up to. This is the bottom line. On performance, all these things depend on performance, on individual performance, on organization performance, on nation performance and so on. So performance is the end result. The bottom line. Any effort you are putting, you are studying, you are putting effort, where is your performance? Any indicators can happen. Anyone can test the performance. But first of all, let's see what is performance. In the last slide that you saw in the last one, performance is equal to what? Abilities, efforts and support provided by the organization. Let's look at another way of performance in this slide. Performance is function of what? Ability, motivation and opportunity. And what is ability? Knowledge and skills. You have learnt something big and then you have practiced it and you have the ability to perform that particular thing. That is your ability. Or what is the motivation? How much effort there is behind it? And what about opportunity? We have seen so many times people with good ability but they are not performing. Because they don't have the motivation sometimes. And even if they have the motivation, they are not getting the opportunity. So all three things are very important. Ability and efforts. How much motivation there is behind it? Opportunity. And it is very interesting to find out that even your ability is a little average and if you get a good opportunity, then you perform well. Another person can have a very good ability. He is at the top but he or she is not getting the opportunity. So at the bottom, zero. So we have to keep in our mind that the best way to perform other people are when marrying the performance, when weighing the performance, we have to see whether he or she has the fair opportunities to perform. You have a very good mechanic. You have a very good worker. But if the machine is not working properly, then it is not a problem. As a manager, this will be our responsibility to see the problem. So where is the problem? Why are we not getting the best performance? Is it the ability? Is it the effort or the opportunity? And if we can make all these three ingredients available, then the performance is there. Similarly, capacity to perform, that is the ability. Isn't it like that? When he or she has learned, he or she has experienced, that is the ability. Similarly, willingness to perform, the motivation, the efforts and opportunity to perform. And these are the determinants which will give you the performance. With this background, with this basis, let's move forward. Now, what are the indicators that we will say that the performance is good? When you have to check your performance in the virtual university, what will be the indicators? Yes, your grades. Your time to give assignments, their grading, these are all the indicators of your performance. You are watching the TV, how will you say that the performance is good or wrong? If you are checking, you are getting the performance of that level. We will say that the performance is good. The computer that you use at home, how can you check the performance of that computer? If it is working, if you turn it on, it will on. When you give instruction, it will respond and then write response. Now, if you say that the performance is good. Let's look at some examples. Let's look at financial, economic perspectives. Let's look at the indicators of the organization. We will tell them that the financial is doing a good job. It is doing a good job, it is surviving. What? If you look at any institution, financial point of view, if it has cash flow, cash flow is that money is coming, money is going. You are getting cash inflow and cash outflows. All these processes are called cash flow. If it is working, it means it is surviving. That's why some money is coming, some are going, some are spending. But, if it maintains the financial position, then it can be that its sale growth is also coming, quarterly updates. Operating income is coming so much that it keeps functioning. So, this is the indicator that that company or that organization is performing. In a way, well that it is surviving, it is maintaining its pace, its work. But, how can we say that this organization is prospering? What will be its indicator? Its market share is increasing, its profit is increasing. We are returning on investment and its value is getting added. So, what is this indicator? They are showing you that this organization, this company, this firm is prospering. Let's see the customer point of view. How can a customer say that your performance is good? As I told you, if your TV the color in that worth, in that money that you bought which is meeting your expectation of that level, then your performance is good. But if we keep going, or in other words, we say that its quality is good. Now, if we keep going, it becomes black and white from color. Its voice is stopped and you have to give a little slap to it. So then, the TV is not performing well. Your result, God forbid, is not good. So, what happens then? Your parents also support you. Otherwise, your things are stopped. No TV, no recreation, no picnic. Sit down and work hard. Your performance is not good in the institution. So, you have to sit extra, do this work properly. And then they also try to figure out what is the reason, what is the problem, where is the problem. So, customers are also very good judge. The feedback, the response is also for you, how is your performance? Let's take some examples. You are bringing a new product in the market. Your sales is increasing. That is the indicator that your performance is getting better. Sales are decreasing, that is a negative aspect. Customers are telling you that no, that is not what we are expecting. And in this price, we don't suit this. What is your value? Customers will decide. How is the product quality? Are they willing to pay on the higher side? Or are they at the middle low level side? If the customer is willing to pay on the high price, that means they are giving your product quality or value to it. They are understanding its performance well. There is a brand loyalty in marketing. That people demand that they want the same product. And that is the one message for you, that they are satisfied with your product, with your product performance. And they are brand loyal. So, the performance is the same. How satisfied is the customer with you? They come back to you to buy again. Similarly, how timely do you make it available? How do you fix it if there is a problem? How do you fix it? These are the few things which can give you a fair idea about the performance of your company or your organization. And customers are the boss. In the same way, there is success and innovation. How do you see this performance? If your people are working with you, they are learning and participating with you, that means your leadership is fine. And they always say that the day people stop coming to you if you are a leader, if you are a boss that is a day. You should be very much careful about that day. Why? Because either they have lost their faith on you that you cannot do anything as a leader. How are you the boss? Are they don't need you anymore? Are you not solving their problem? In either case, that is your failure as a boss, as a leader, as a teacher even. If you don't ask me, that means you believe that I cannot satisfy you. Or you think that you don't need me. In both cases, I don't really need you. Same thing is with the leadership. What is its performance? I will not mix up the leadership and the things for this, we have a separate lecture. Staff stability in the organization is also an indicator that the performance of the organization is good. If the turnover rate is less, you know what is turnover rate? People keep coming to the organization. If the turnover rate is high, it is a bad signal. Bad indicator. That means people are not satisfied there. That means they are happy with the performance of their organization. They are satisfied with their boss. They are satisfied with their management. Their performance will be good. Similarly, innovation comes in the organization. And there is an effort on it. This is also an indicator that you are performing well. Let's see. We look at the operational level of the business. The purpose of telling all these indicators is to make it clear to you what performance is. Let's not look at one side of the performance. Let's try to look at it in a broader spectrum. And it varies from what we are talking about. We are talking about the customer, what we are talking about the aggression, and what parameters you will check with it. How can you see that the manufacturing of any production unit is excellent. Its performance is very good. If its product development cycle is efficient and effective, its unit cost is very appropriate. You benchmark it, right? The wastage is decreasing. We will say that the performance of the unit is excellent. If it takes more time, more wastage, and it takes more time to sell it to the market, then the process is not good. Something is missing somewhere. Similarly, let's look at the design. How good is its design? It is the other way around. Its design is effecting on its performance. If it is efficient, then we can say its performance is good. Otherwise, the better it is, the more money you have put on it. It is not performing. It is an inefficient product, inefficient design. So, I believe you have now a good idea about what is performance. What is performance? It needs proper sport, opportunity, and abilities, knowledge and skill. When it happens, you will say that your performance is good. And based on performance, you can have the outcomes. That can be in a product shape, in the service shape or whatever. Clear? Motivation means how much effort you are putting in it. How much motive is behind it? And the kind of ability you have or in a particular environment where you have the sport or opportunity is that you will give performance to all things. What will be the outcome of this performance? Either it is a good performance or a bad performance. That can be a product, that can be a service, whatever. Now, how it is relevant with our subject? Why we are studying this performance here? Because we are dealing with the organization. And in that, we have to see that the performers even measure their name. Let's go and see first the factors that influence whether the performers will be sustained or not. We have to see in the organization that it is a sustainable performance. Like I told you, the TV you have turned on, you can see that the picture is good, the color is good, the voice is also closed for a while. So then, if you touch it a little, it moves a little, then it moves. So this is not a performance. It was a good performance a while ago, now it is bad. Then we will do something with it, and then it will be fine. So it is not a sustainable performance. The performance is the good one, which is sustainable. How is that possible? If the organization can have and measure their performance, they can see it together. And you can have the same concept of punishment as well. It is a good performance, reward it. If the performance is not good, reward it, even you can have the punishment. So you should know the consequences. If I will do this good, I am going to get this benefit. If I am sloppy, I will do some mistakes, I will be getting this punishment. If this is also good, then it is a good one. Plus, there is a continuous feedback. As you get up in the morning, do some work in the morning, do some private time, what is this? It is a feedback, you get the continuous feedback. The reinforcement strategy is that yes, do it. If you do everything, you can have the better job performance. When we are talking about organization, and why do we measure the performance? Let it go like this. Why do you have exams? Why do you collect assignments? Why is your grading done? Similarly, in the organization we do measure the performance of people. So that, we should enhance the motivation and productivity. This will be the performance. If you get good performance, reward it, recognition it, then you can see the other side, if you are validating the things, it will help you, improve the machine, improve the process, improve the skills, train them, whatever, and this will also help you to detect the problems. Where is the issue? Is this equipment? Is that skill deficiency? Are the motivation factors? Are the opportunity, which is creating the problem and you are not getting up to clear it? Similarly, if there is a change, to evaluate that change, it is necessary to evaluate whether it will adapt or not. People are taking it positively. That can also provide you the basis for the making decision. Decision about what? About future planning, about compensation, about rectification, if you have to fix something, or even the selection process you have made a mistake. That is how it will help you. Similarly, there is a comparison. You have topped the second position and the third position. In the employees, he is the best, he is average, he is below average. Why? So that they know what we are doing. And then, of course, if somebody is doing good job, he or she might be getting better cell, he or she might be getting better cell. And you have a base, who are you giving the best return? So that if there is a legal problem, he or she can justify it. And what do we do in this? Every proper work that is done, the same performance is evaluated on the dimension. Like I told you, TV, its picture tube, its color, its sound. You use a pen to write because you have to write it. You have to see it. So this is what we will discuss in the future. Let's see how we can manage our performance. Performance management is basically a means of getting better results. By understanding and managing performance within an agreed framework. You will be given this facility and you will have to perform this. And the plan is a goal. And it is a process to establish a shared understanding about what is to be achieved and how it is to be achieved. And an approach to managing and developing people. Why? That they will be. You can achieve through this. Do you know what is expected from you? What is its requirement? What parameters will you be tested on? All these processes will be in performance management. So what is the goal? Improve the effectiveness and efficiency of the organization. How can we do that? You have to align the employee's work behavior and result with the organization goal. Very important. What do you have to do with all these processes? You have to align those things. What? The work behavior has objective goals. You have matched the needs and abilities. And you are also improving by training, by development, by giving the motivation, by facilitating. And it is an ongoing process. And that is performance management. Let's stop it here and see what we have covered so far. We started with the barriers in the career advancement in the organization. And then we tried to discuss the performance. And I hope you are clear with the performance part. Or performance management. What happens? That was our today's subject. For next time, Inshallah we will try to cover this performance appraisal part. Which is very important activity of HRM. It is important to read it. It is a very important subject. Very important activity of HRRK. It depends on many things. It is important to read it. And with this expectation we will see it well. Allah Hafiz, Assalamu alaikum