A STUDY OF FACTORS AFFECTING INDIVIDUAL PERFORMANCE

Presented by:Akshatha Anand(13HM01)

G. Hemavati(13HM13)Nithin Kumar(13HM21)Pratik Pandey(13HM24)

Santosh Chaudhary(13HM29)

INTRODUCTION

• Evaluating achievements against set targets of an individual is called as individual performance

• Job performance of an individual is the output in terms of quality and quantity expected from every employee in a particular job.

INTRODUCTON

• Individual performance is determined by motivation and the will and ability to do the job.

• Human resources play an important role in the overall success of innovation in companies. HR departments play one of the most important functions in shaping one’s performance.

Research objectives

• To find out the effect of motivation on individual performance.

• To determine the effect of culture on individual performance. • To find out the role of training programmes in increasing

performance. • To find out the effect of personnel traits and demographics in

individuals performance.

• To find out the methods of performance evaluation

LITERATURE REVIEWAuthor, Year Important findings

Michael Armstrong(2006)

Performance means both behaviour and result. Behaviour emanates from the performer and transforms performance from abstraction into action. Not just a means to an end, the behaviour is also an outcome in itself, the product of mental and physical effort applied to the task, which can be judged apart from the result

Pankaj Tiwari (2012)Effective HRM practices affects variables such as competitive advantage, job satisfaction ,financial performance, employee turnover, service quality etc.

Nickols and Fort& Voltero (2004)

Knowledge of the organizational structure, functional feedback system, sounds metal models, sufficient motivation through self-satisfaction and incentives has a positive impact on employees performance.

Alam Sageer, Dr. Sameena Rafat, & Ms. Puja Agarwal

Employee attitudes typically reflect the moral of the company and the organizational culture is one of the main determinates of employee attitude.

Mohammad Salim & Nimalathasan Balasundaram(2011)

The garment industries cannot ignore employees’ individual factors to achieve satisfactory performance.

Variables Identified

Dependent Variable Independent Variable

Attitude & Moral Organization’s Culture

Individual performance Motivation, Knowledge, Training and Development.

Research Methodology

• This is an exploratory research based solely on insights drawn from the analysis of the existing literature of different studies and reports related to the topic of study in order to investigate the relationships between the various factors which determine performance and how an employee perform.

Reasoning:

• The study primarily concentrates on the evidences gathered on the basis of secondary data and interpretations are done based on the data and findings of the secondary source. The final conclusion is drawn using the discussion carried out relating to the variables that are found in the review of the literature, which makes the study inductive.

LIMITATIONS

• 1. The study is done purely based on the secondary data.

• 2. The study is not eligible to make a generalization of anyone’s individual performance.

Cultural Intelligence (CI)

Cross Cultural Adjustment (CCA)

ORGANISATIONAL CULTURE

• Counter Culture

• Weak Culture

• Strong Culture

• Sub Culture

Organisational Climate

• Big Five personality, self-monitoring, self-efficacy, goal orientation, task and people orientation, ethnocentrism, communicational ability, stress tolerance, relational ability, and international experience

Hofstede’s

Effect of Motivational Factors on Performance

Employees are highly motivated with good working conditions as they provide a feeling of safety, comfort and motivation. Following these points come under good working conditions:• Feeling safe and comfort in working environment.• Tools and equipment.• Working methods.• Security guards and parking facility.• Well ventilated with good light fans and air-

conditioning.• Neat and clean office place, rest area and washrooms.

• According to a research done by Kiruja, E.K., Mukuru. E., on “Effect of Motivation on Employee Performance In Public Middle Level Technical Training Institutions In Kenya”, which was based on content theory i.e. Herzberg theory that explain the specific factors that motivate people.

The study was based on motivation factors, hygiene factors given by Herzberg who gave few dimensions which directly or indirectly motivates employee. The motivation factors are: • Achievement• Recognition• Work itself• Advancement• Possibility of Growth

The hygiene factors are:• Personal or Working Relationships• Working conditions• Salary• Personal Life• Feeling a Job Security

• In this study they used Correlation analysis to determine the effect of motivation on employee performance. There was a weak positive correlation between motivation and employee performance which was statistically significant,

r(285)=.205, p<0.05. • The positive coefficient means that there is a direct

relationship: when motivation increases, employee performance increases and therefore motivation is an important predictor of employee performance in public middle level technical institutions in Kenya

TRAINING AND DEVELOPMENT

.

• Employee is a blood stream of any business• They can make or break a company’s reputation and can

adversely affect profitability.• Without proper training, employees both new and current do

not receive the information.• Employees who undergo proper training tend to keep their jobs

longer than those who do not. • Top management realized the importance of investing in

training and development for the sake of improving employee performance.

• Improved capabilities, knowledge and skills of the talented workforce proved to be a major source of competitive advantage in a global market.

• Employee training refers to programs that provide workers with information, new skills, or professional development opportunities.

• Due to training programs - employee recognizes their organization interest ,they in turn apply their best efforts to achieve organizational goals, and show high performance on job.

• Technological advancements have moulded the need of capabilities and competencies required to perform a particular tasks.

Importance of Training• Training refers to bridging the gap between the current

performance and the standard desired performance.• Different methods:1. coaching and mentoring2. peer’s cooperation3. participation by the subordinates• Sharpens their thinking ability and creativity in order to take

better decision in time and in more productive manner. • Moreover it also enables employees to deal with the customer

in an effective manner and respond to their complaints in timely manner.

• It is an efficient tool for improving ones job satisfaction, as employee better performance leads to appreciation by the top management, hence employee feel more adjusted with his job.

BENEFITS

• Superior return on investment • Supreme levels of employee retention• More the developed employees, more they are satisfied with

their job, hence increasing the firm productivity and profitability.

• To make best use of their human resources in favour of gaining competitive advantage.

• It is beneficial to both employers and employees of an organization

• Increased job satisfaction and morale• increased motivation• increased capacity to adopt new technologies and methods• increased innovation in strategies and products • reduced employee turnover.

EMPLOYEE PERFORMANCE

• Hawthorne studies– • 1. productivity – • satisfied employees - higher job performance -

supreme job retention.• unsatisfied employee - employee - demotivated to

show good performance. • Can be achieved: if they feel themselves competent

to perform their job - better training programs.

• It helps low performers.• reasons for poor performance of the employees1. workers may not feel motivated anymore to use

their competencies2. may be not confident enough on their capabilities,3. they may be facing work- life conflict.

• Environmental factors :1. corporate culture2. organizational structure3. performance appraisal systems4. power and politics prevailing in the firm

Personality Assessment in Personnel Selection

Personality assessments can be a strong predictor of job performance and are superior to job interviews.

75 percent of recently surveyed organizations are currently using, or have considered using, personality assessments for executive selection and development.

Identifying high-potential employees who will fit well within a particular work environment.

Personality:

Those thoughts, feelings, desires, intentions, and action tendencies that contribute to important aspects of individuality.

Personality comprises the psychological preferences, temperaments, and predispositions that, in part, motivate and govern people’s behaviour.

Combination of internal, intangible characteristics and therefore cannot be measured directly.

Psychologists rely on self reports of a person’s thoughts, feelings, preferences, and/or behaviours to assess personality.

Note: Accounting n = 168; Sales n = 386; Do = Dominance; Cs = Capacity for Status; Sy = Sociability; Sp = Social Pressure;Sa = Self-acceptance; In = Independence; Em = Empathy; Re = Responsibility; So = Social Conformity; Sc = Self-control;

Advantages:

Personality assessments demonstrate little or no adverse impact

No discrimination in the selection.

Will increase the likelihood of hiring a successful candidate.

Personality assessments can be a valuable part of a legally and ethically sound selection process that can help determine whether an applicant can perform the job and/or will enjoy the job.

Conclusion• From the study it is clear that performance is a function of

knowledge, skills, abilities, and motivation.

• Organization culture plays an important role in determining ones performance.

• Quality of training is what matters with proper modules with clear objectives is vital in providing training. Motivation techniques used are wide and appropriate tools and the motivating factors are important.

• Training and Development programs have an positive effect on skill development of any employee.