In this article we will learn that Job analysis provides information of the job and the job holder. Job description describes the job while job specification is a statement of requirements of the job holder. Management must maintain accurate staff information for accurate appraisal for promotion, transfers and salary increments. Job analysis means identifying and isolating job components and examining the tasks to be performed. The main duties, areas of responsibility and working conditions involved in the job are considered. Job analysis makes possible determination of personnel required for a job and gives the general information concerning the job. It provides for proper manpower planning and helps in proper matching of job requirements and personnel. Job analysis makes designing of training and development programmes easier and also facilitates in proper staff appraisal for promotional purposes. Job analysis leads to better placement of staff for greater efficiency and also facilitates delegation of authority and responsibility as jobs can be interlinked more easily due to availability of information. Job analysis is divided into job description and job specification. Job description is a statement of the job contents. It describes the functions, nature and type of the job. It facilitates in selection, training and appraisal of the employees especially new recruits. Job specification states the requirements expected in the person to be recruited. The knowledge, skills, background, experience and aptitude of the person required for the job vacancy is described in the job specification. How to go about Job evaluation or grading in enterprises.Job evaluation is a technic of noting the relative importance of jobs within a business so as to establish a differential salary scale for the various jobs. This is done by describing the jobs in terms of tasks and the requirements of staff that carries this out, in a job description statement. Quality of staff required to fill these positions in terms of academic, experience and other personal qualities which will affect salary scale awarded is noted. These jobs are then awarded some points according to their importance, worth and challenges experienced in handling them. The higher the total grade awarded the more worthy is the kind of job. It must be noted that a company should have in place a number of job grades to facilitate for promotion of staff. These grades must nevertheless not be too many. Job evaluation and grading provides a basis for equitable calculation of salaries and better promotion policy. Selection of staff is made easier due to ample availability of information of the job and personnel requirements. With good job evaluation and grading policy, relationship between management and workers is improved reducing labour turnover rates. This is because the staffs are paid an equitable salary based on their qualification and experience. what is performance appraisal or merit rating?Performance appraisal is done by judging the performance of an employee so as to see whether his performance level is acceptable and also facilitate equitable pay and rewards of the employee. By appraising an employee he knows where he stands and in case of misplacement of job position this can be remedied by transfer. Performance appraisal recognises the strengths and weakness of workers facilitating for fair promotion policy. In most cases the management must be very careful when introducing any performance appraisal program because in most cases the established workers in the enterprise and the trade union will always be very sceptical of any appraisal program put in place. Significance of appraisal In enterprises.Performance appraisal is used in tracing any misfit cases of the employees which can be corrected by transfers, induction or any other forms of training. Management can use the experience derived from appraisal exercises to in future conduct more effective staff selection process. Performance appraisal collects a lot of records on the worker's performance, efficiency and potentials of various facilitating for proper promotion and transfer policies. The records available facilitate in paying equitable salaries to the workers and the fact that the employees are given feedbacks on their appraisal means that they are able to know how they stand so that if they need to get some further training to improve in their job efficiency this can be arranged by the enterprise. The employees will come to know that their chances of promotion or salary increment will depend on how well they are appraised. This makes them work harder and more efficiently in the process improving the relationship between them and the management. What are the limitations of performance appraisal?Not all qualities of performance indication amongst employees are measurable leaving some room for subjective judgement of appraisal. This happens especially when the ratter does not have all the information required or even cooperation of the employees. There might not be uniformity between the different ratters who will end up rating the workers differently from the same information. One ratter may over-emphasis on one aspect of the job inconveniencing workers who are good in other aspects which don't seem to be considered in the appraisal exercise. Appraisal methods used might be considered too scientific for the easy understanding by an average worker leading to a sense of suspicion. Most of the managers given the responsibility to appraise workers may not be able to perform a good job due to lack of training in this regard. What is the relationship between performance management and performance appraisal?Performance appraisal evaluates the employee's performance based on how he has performed in the immediate past. Performance management proactively manages an employee's performance and ensures that the employee has accomplished all the goals, vision, mission and the core values of the organization.
What is the relationship between performance appraisal and employee productivity?When an objective appraisal is carried out, the organization will be in a position to reward the performing employees. The study found that performance appraisal indices enhanced employee productivity. This will further enhance the opportunity for determining deficiencies in the performance of the workforce.
Is performance appraisal part of job analysis?The purpose of Job Analysis is to establish and document the 'job relatedness' of employment procedures such as training, selection, compensation, and performance appraisal.
What is the difference between performance appraisal and performance evaluation?They make a difference in daily employee performance
Employee appraisals form the basis for performance management to meet company goals or objectives. Individual performance evaluations and company-wide strategies work to enhance employee job performance, reduce job losses and maintain the health of the business.
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