3 performance appraisal a performance appraisal

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3. Performance Appraisal A performance appraisal compares each employee’s actual performance with his or her performance standards. It is often through job analysis that experts determine the standards to be achieved and the specific activities to be performed. 4. Training Job analysis information is also used for designing training & development programs because the analysis and resulting job description show the skills and therefore training that are required. 5. Ensure complete assignment of duties The job analysis is also useful for ensuring that all the duties that have to be done are in fact assigned to particular positions. For example in analyzing the current job of your company’s production manager you may find she reports herself as being responsible for two dozen or so specific duties including planning weekly production schedules, purchasing raw materials and supervising the daily activities of each of her first-time supervisors. Missing, however, is any reference to managing raw material or finished goods inventories. On further investigation you find that none of the other manufacturing people is responsible for inventory management either. Your job analysis has identified a missing duty to be assigned. Missing duties like this are often uncovered through job analysis. As a result job analysis plays a role in remedying problems of the sort that would arise if for example there was no one assigned to manage inventories. 54 54 Website: WhatsApp: +254 712 218 705 Email: [email protected]
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Job Analysis Methods There are various techniques you can use for collecting information on the duties, responsibilities and activities of the job and we will discuss the important ones in this section. The methods therefore that managers use to determine job elements and the concomitant knowledge for successful performance include the following: 1 . Observation Method : Using this method, a job analyst watches employees directly or reviews films of workers on the job. While the observation method provides first hand information, workers in many cases do not function most efficiently when they are being watched. Thus distortions in the job analysis may occur. This method also requires that the entire range of activities be observable; possible with some jobs but impossible for many – e.g. most managerial jobs. 2 . Individual Interview Method. Using this method job incumbents are selected and extensively interviewed. The results of these interviews are combined into a single job analysis. This method is effective for assessing what a job entails but is very time consuming. 3. Group Interview Method. This method is similar to the individual interview method except that a number of job incumbents are interviewed simultaneously. Accuracy is increased in asserting jobs but group dynamics may hinder its effectiveness.
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