HRM and Performance Management Systems: Case study of HackerRank
[Title Page]
Contents
Introduction 2
Background of HackerRank 3
Where does HackerRank stand at present? 3
Performance Management Systems and HackerRank 4
How has HackerRank been helping you out? 5
HackerRank and social guidance 6
How does HackerRank goes into action? 6
HackerRank Community Evaluation 8
Recruitment and Planning in HackerRank 9
Conclusion And Recommendations 9
References 10
Introduction
The fundamental goal of performance management is to improve and promote an employee’s effectiveness. The management is a continuous process where the employees and managers work together to monitor, review and plan an employee’s work goals or objectives and …show more content…
Whether it is their training or holding up competitions, HackerRank seems to be the best possible solution for all people striving to seek coding expertise. The guidelines penned here ponder light on the best of the research literature related to coding, by going through some programming assignments under leading and commendable experts and some highly seasoned practitioners who have the experience of leading the development and implementation of complex systems. Through HackerRank, direct communication among community members and competitors could take place and a few professionals from private and public sector will be interviewed in order to learn about the characteristics of the systems they had implemented, what difficulties had been encountered and what had been the most important factors to account for their coding …show more content…
The ratings for the developmental purposes are more variable which reflect both development needs and strengths of the employees. An example will help to illustrate why it is difficult to emphasize on the development and decision making equally, in the same system. The managers’ role in HackerRank is to evaluate their employees, meeting to calibrate the employees’ ratings according to programming levels as in beginner, intermediate or expert level and then make reward decisions. Then the managers conduct review sessions with each and every employee to discuss the performance, stock option grant and pay increase. Developmental feedback about each programmer is also supposed to be involved in the meeting. Though the range of the stock options and percentage increase is larger, it allows managers to link performance effectively with rewards. Being so much at stake, the meeting usually focuses on the justification of both the sides, rather than on the development of the employee. The meeting climate is not conducive to give and receive feedback, and the employees are reticent to bring in the development needs in fear of negative impacts on the rewards. The decision-making aspect is always given more emphasis even in a strong performance based culture of a company. With defined timelines and roles for both employees and managers,
[Title Page]
Contents
Introduction 2
Background of HackerRank 3
Where does HackerRank stand at present? 3
Performance Management Systems and HackerRank 4
How has HackerRank been helping you out? 5
HackerRank and social guidance 6
How does HackerRank goes into action? 6
HackerRank Community Evaluation 8
Recruitment and Planning in HackerRank 9
Conclusion And Recommendations 9
References 10
Introduction
The fundamental goal of performance management is to improve and promote an employee’s effectiveness. The management is a continuous process where the employees and managers work together to monitor, review and plan an employee’s work goals or objectives and …show more content…
Whether it is their training or holding up competitions, HackerRank seems to be the best possible solution for all people striving to seek coding expertise. The guidelines penned here ponder light on the best of the research literature related to coding, by going through some programming assignments under leading and commendable experts and some highly seasoned practitioners who have the experience of leading the development and implementation of complex systems. Through HackerRank, direct communication among community members and competitors could take place and a few professionals from private and public sector will be interviewed in order to learn about the characteristics of the systems they had implemented, what difficulties had been encountered and what had been the most important factors to account for their coding …show more content…
The ratings for the developmental purposes are more variable which reflect both development needs and strengths of the employees. An example will help to illustrate why it is difficult to emphasize on the development and decision making equally, in the same system. The managers’ role in HackerRank is to evaluate their employees, meeting to calibrate the employees’ ratings according to programming levels as in beginner, intermediate or expert level and then make reward decisions. Then the managers conduct review sessions with each and every employee to discuss the performance, stock option grant and pay increase. Developmental feedback about each programmer is also supposed to be involved in the meeting. Though the range of the stock options and percentage increase is larger, it allows managers to link performance effectively with rewards. Being so much at stake, the meeting usually focuses on the justification of both the sides, rather than on the development of the employee. The meeting climate is not conducive to give and receive feedback, and the employees are reticent to bring in the development needs in fear of negative impacts on the rewards. The decision-making aspect is always given more emphasis even in a strong performance based culture of a company. With defined timelines and roles for both employees and managers,