MANAGING POOR PERFORMANCE

Managing Poor Performance in ESNAAD Company

Managing Poor Performance in ESNAAD Company

Problem Statement

In this paper I will investigate the reasons of poor performance in ESNAAD company and how can the poor performance be managed.

The context of this research is ESNAAD which is a leading provider of Oil and Gas services in Abu Dhabi, overhauling Offshore Oil procedures in the region. The company's vision is to build on our unparalleled reputation within the UAE and to expand further within the GCC. ESNAAD is successfully making a mark in Saudi Arabia, and future growth is expected in Qatar, Kuwait, Oman and beyond.

Approach to the problem or task:

The research needed to be done within 3 weeks. For this, I considered the Human Resource department to be investigated primarily. HR plays a major role in contributing to ESNAAD's final visions. As ESNAAD is majorly owned by the Abu Dhabi government emiratization is one of their major goal. The term emiratization stands for developing and teaching the UAE nationals to include them in most of the ongoing projects within the UAE. On a regular basis new graduates are hired or taken as trainees and the HR devises a development plan based on their qualification. They are sent for different seminars or training on software like MAXIMO or SAP.

Existing Documentation

Primary research showed that performance is of substantial significance for value of life, for nationwide finances and for assessments of international competitiveness. Hence, the topic of assessing presentation has become one of the foremost anxieties for enterprise managers, engineers, economists, public administrators, community managers, advisors, labour unions, trade associations and governments. Consequently, the issue of assessing presentation has obtained a great deal of technical attention in the last 20 years.

People's Feelings

People's feelings about job description and job specification are tools used for the recruitment process or in some cases the pre-recruitment process and selection process. As they are the first stage when HR managers review the information contained in the job description and job specification. HR managers also when recruiting and selecting applicants review job descriptions for clarity and responsibilities and job specification for qualifications before developing interview questions and conducting the interviews.

Primary/secondary data sources

This information can be integrated into the “approach” and the “information collected” Primary data is information you have gathered - it is NOT just desk research and should INCLUDE methods such as interviews, questionnaires, observation, focus groups or meetings, with references. (refs) Secondary data is books, reports, existing written studies, surveys already done, with references.

Information collected

Despite the general utility of the performance concept, Dunnette (1963, 251-4) and Lent et al. (1971, 519-33) complained about the absence of an adequate framework to account for what it is exactly that researchers should be trying to measure when they attempt to measure performance. In the decision of what to assess, the use of economic versus non-economic assesses is a contentious issue. While some businesses advocate the use of solely financial measures, other ones argue for the use of non-financial assesses and a third group insists on ...