Question

Selecting a performance management process and appraisal method requires significant levels of analysis. These would include the amount and quality of input, the time available to complete the appraisal, the value of the appraisal to both the employee and the company, and the clarity associated with the performance objectives that are developed.

This discussion has three parts, as follows:

1. Using your own personal experiences and opinions, discuss what you believe are the benefits and concerns associated with each of the following types of performance appraisal methods:
   • Supervisor-conducted
   • Supervisor-conducted with input from the employee
   • 360-degree appraisal
2. Discuss the benefits of management by objectives and how this impacts the performance management process in a real-life situation. Your response should include the basic steps that are associated with this process.
3. Discuss the steps that are associated with a job analysis process. Based on your personal experience, why do you think the job analysis process is important?

You can provide the experiences of your family or friends in your responses if you do not have your own in these areas.

Answer 1

Performance appraisal

A performance appraisal is an evaluation done on an employees' job performance over a specific period of time. It is like a report card of an employee and how their manager assessed their performance. The organizations use the performance appraisal method as a tool to encourage,engage and develop their talents.

Benefits of performance appraisal method:

1. It creates a structure where a manager can meet and discuss the performance with an employee..

2. It allows the employer to provide the employees with the feedback of their performance and how well the goals were accomplished.

3. It enables the manager to clarify what is expected of an employee.

4. It provides a time for thinking through and planning the upcoming year and developing the goals.

Concerns of performance appraisal method:

1.performance appraisal method is very time consuming and can be overwhelming to managers with amny employees

2. The entire process can be a waste of time if not done properly.

Management by objective

This method was provided by Peter F. Drucker in 1954. It was born from the need to overcome the challenges of not being very collaborative,giving limited employees control .

Process of MBO

1. Define organization goals.

2. Define employees objective

3. Performance review

4. Providing feedback

5. Performance appraisal

Benefits of MBO method:

1. It emphasises more on the performance instead of the personal traits of the employees.

2. It is an excellent team building technique as employees fulfill individual goals to achieve team objectives which in turn meet organizational objectives.

3. The manager mad employees have much more meaningful interactions.

4. There is little less to no scope for role conflict or ambiguity.

5. Employees learn self control and they know what their objectives are and what should be done by them.

Job analysis

" Job analysis is the methodical compilation and study of work data in order to define and characterise each occupation in such a manner as to distinguish it from all others."

- John A Shubin.

Process of job analysis

1. Organizational analysis:

This will help in identifying what kind of data is to be volleccoland how to collect it.

2. Select representative positions.

It is essential to select a representative sample of jobs for a detailed job analysis

3. Collect data.

It is necessary to collect job related data like educational qualification,duties , responsibilities,working conditions,skills and abilities. This can be done by method of questionnaire, observation and so on.

4. Review of collected data

The data that has been collected is later verified with the worker performing the job and their supervisor.

5. Developing job description

The data is used to prepare a written statement known as job description. It describes the responsibility, Working Conditions,risks and tasks related to the job.

6. Developing job specification

The final step is is job specification. It is a statement of personal traits, educational qualification, experience, background and skills needed to do a particular job.

Why is job analysis important:

Job analysis estimates the quality and quantity of the people required in the future.

Job analysis provides information about what a job entails .

It helps with job evaluation,this helps in developing appropriate wage and salary structure.