Chapter 27 Flashcards
When should be performance measured
- Focal-point (everyone at same time)
- Anniversary
- Natural time span of job
- Project base
How performance measure can be divided yearly basis
- Monthly
- Quarterly
- Semi-annually
- Annually
What is line manager responsibility in performance measure process
- Complete the rating
- Provide performance feedback
- Set performance goals
What is HR department responsibility in performance measure process
- Develop the appraisal system
- Provide rater training
- Monitor and evaluate the appraisal system
What are the reasons for performance appraisal failure
- Insufficient reward for performance
- Manager lacks information
- Lack of appraisal skills
- Manager not taking appraisal seriously
- Manager not prepared
- Employee not receiving on-going feedback
- Manager not being honest and sincere
- Insufficient discussion of employee development
- Unclear language
How we can improve the performance
- Employee assistance programs
- Other strategies
- Self-management
- Punishment
- Positive reinforcement
How to design performance appraisal system
- Gain support for the system
- Choose the appropriate rating instruments
- Choose the better rater
- Determine the appropriate time for appraisals.
- Ensure appraisal fairness
What is job evaluation
It is systematic way of determining relative worth of job to create job structure
What are 4 general methods of job evaluation
- Ranking
- Classification
- Factor comparison
- Point factor
What about ranking method of job evaluation
Its a simplest method. First of all rater conduct job analysis and write job description. They examines the description of each job. The order the jobs according to value (set multiple jobs in a company in order).
What about classification of job evaluation
Make categories for job (e.g. BPS 1-22). Then define categories for each class. Set the standards and norms. And rate different categories of jobs into groups (like in BPS-18 there could be finance people, administration people, marketing people). Then after classification they write-up class or grade description. Then draw set of guidelines.
In classification of job, if jobs are same in group, what group will be called (e.g. all accountants with BPS-18)
Classes
In classification of job, if jobs are different in group, what group will be called (e.g. accountant, marketing manager, administrator with BPS-18)
Grades
What about factor comparison method of job evaluation
Factor comparison is widely used method of rank jobs by a variety of skills and difficulties, then adding these to obtain a numerical rating for each job.
Does job description contains jobs specification
Yes
