Explain the Benefits of Job Analysis:

A job analysis consists of a thorough analysis of the job duties, knowledge, skills, abilities and
personal characteristics required for success in a certain position.

The following points showed below are the several benefits of a job analysis:

1.Organisational Design:

Organizational design involves building a network of relationships among the various functions
and positions. Job analysis is useful in classifying jobs and interrelationship among them.
Responsibility commensurate with authority and accountability for various jobs that can be
specified so as to minimize duplication or overlapping. In order to improve organizational
efficiency, sound decisions concerning hieratical positions and functional differentiation can be
taken on the basis of information obtained through job analysis. Thus, job analysis provides the
relevant information for completing the total steps of organizational design.

2) Human Resource Planning:

Job analysis provides useful information for forecasting manpower requirements in terms of
knowledge and skills. It also helps in planning for promotions and transfers by indicating lateral
and vertical relationships between different jobs. Job analysis helps in determining the quality
of human resources required in an organization. It also facilitates divisions of work. Hence, job
analysis is an essential element of effective manpower planning.

3) Recruitment and Selection:

Information relating to the tasks, responsibilities, knowledge and skills serves as a realistic basis
for hiring people. A job vacancy is advertised on the basis of the job description and job
specification. Job analysis provides an understanding of what an employee is expected to do
the job. Such an understanding serves as the basis for meaningful forecast o job performance.
Selection methods are based upon such forecast.

4)Placement and Orientation:

A clear understanding of the job requirements helps in matching these requirements with the
abilities, interests and aptitudes of people. Each job can be assigned to the person who is best
suited for it. Similarly; the orientation programme can be geared towards helping the employee
learn the activities, tasks and duties that are required to perform a given job more effectively.

5)Training Development:

Job analysis provides valuable information required to identify training needs, to design training
programmes and to evaluate training effectiveness, A clear idea of what is required on a job
helps in deciding what is to be learnt and how. Similarly, employee development programme
such as job rotation, job enlargement and job enrichment is based on analysis of job
requirements.

6)Performance Appraisal:

Job analysis helps in determining performance standards in critical parts of a job. Employee
performance can then be evaluated against known standards and critical activities. The superior
can compare actual performance with the standards set with the help of job analysis.

7)Career Planning:

Job analysis provides a clear idea of opportunities in term of career paths and jobs available in
the organization. With the help of such understanding, employees and the organization both
can make effort for career planning and career development.

8)Job Evaluation:

Job analysis serves as the basis of determining the relative worth of different jobs. It, therefore,
helps in development appropriate wage and salary structures.

9)Employee Counseling:

Job analysis provides information about career choices and personal limitations. Such
information is helpful to vocational guidance and rehabilitation counselling.

10)Labour Relations:

Information obtained through job analysis is helpful to both management and trade unions to
collective bargaining. It can also be used to resolve disputes and grievances relating to workload
and work procedures, etc.

11)Health and Safety:

Job analysis reveals unhealthy and hazardous environmental and operational conditions in
various jobs. Heat, noise, dust, fumes etc., are examples of such conditions. On the basis of
information, management, management can develop a measure to ensure health and safety of
employees.
 Explain the concept of Performance Management

Perform Management is one of the key process that, when effectively carried out, helps
employees knows that their contribution is recognized and acknowledged. Performance
management is an ongoing process of communicate between a supervisor and an employee
that occurs throughout the year, in support of accomplishing the strategic objectives of the
organisation. The communication process includes clarifying expectations, setting objectives,
identifying goals, providing feedback, and evaluating results. Performance management also
involves giving feedback to employees more than they get annually. With the help of frequent
feedbacks, the employees will be able to portray in their minds where they stand and how hard
they need to work to reach up to the standard goals. Performance management is the process
of creating a work environment or setting in which people are enabled to perform to the best if
their abilities. Performance management is a whole work system that begins when a job is
defined as needed. It ends when an employee leaves your organization. A performance
management system included the following actions.

. Develop clear job descriptions

. Select appropriate people with an appropriate selection process

. Negotiate requirements and accomplishment-based performance standards, outcomes, and

measures.

. Provide effective orientation, education, and training.

. Provide on-going coaching and feedback.

. Conduct quarterly performance development discussions.

. Design effective compensation and recognition systems that reward people their
contributions.

. Provides promotional/career development opportunities for staff.

. Assist with exit interviews to understand WHY valued employees leave the organisation.

The significance of Performance Management:

Performance management has the potential to fulfil strategic and operational requirements of
an organisation and personal as well as professional needs of employees in a number of ways. A
few of them are presented pictorially in following resource competencies and skills. Value
addition could be attained only when performance management are given high priority.

Competitive Business Environment:

Present day organisation are required to deal with performance-related issues more than in the
past due to increasing competition and need to do move fewer resources. In an uncertain
business environment, human resources are the only asset that can make organisations survive,
exist and succeed. Hence, more performance orientated human resources management
practices are preferred that those of maintenance and collective bargaining.

Business-HR Partnership:

There is a growing pressure on human resources professional to establish the worth of human
resource function mainly in two forms, firstly, its contribution to the bottom line.

Managing Employee Performance – The Cycle

Overseeing performance and providing feedback is not an isolated event, focused on an annual
performance review. It is an ongoing process that takes place throughout the year. The
Performance Management process is a cycle, with discussions varying year-to-year based on
changing objectives.

The cycle includes Planning, Checking-In, and Review.

To begin the planning process, you and your employee review overall expectations, which
includes collaborating on the development of performance objectives. Individual development
goals are also updated. You then develop a performance plan that directs the employee's
efforts toward achieving specific results to support organizational excellence and employee
success. Goals and objectives are discussed throughout the year, during check-in meetings. This
provides a framework to ensure employees achieve results through coaching and mutual
feedback.

At the end of the performance period, you review the employee's performance against
expected objectives, as well as the means used and behaviours demonstrated in achieving
those objectives. Together, you establish new objectives for the next performance period.
What is the Performance Management Process?

Performance management is a management style that has grown increasingly popular. It

involves a process in which a company, organization, or institution creates a work environment
that empowers employees to work to the best of their abilities. The process that an employer
uses to accomplish this often varies from one business to the next. Despite these variations, the
performance management process generally involves some form of goal setting, evaluation and
reward. In addition, coaching is often offered throughout the process.

Planning

The planning stage of the performance management process is meant to set achievement goals
for the employee and discuss the expected level of performance for the job. The expectations
for any given employee will typically depend on the work they are doing or the department
they are in. At the end of the planning stage, both the employee and management must be in
agreement in terms of what is expected. In addition, the goals that are set are ones that should
be achieved within the course of one year.

Assessment

The assessment is an annual evaluation of the employees' performance. This often takes
feedback from co-workers and clients into consideration, in addition to observations by
management. Assessments also include a review of the previous years' evaluation and an
assessment of skills. Some employers may have an employee complete an evaluation of their
own performance that is then discussed during the evaluation and compared to the official
evaluation.

Recognition

This portion of the process is about recognizing the employee's accomplishments as well as any
areas that need improvement. During this process, the manager/employer and the employee
should discuss ways to make improvements. Management should also be open to things that
they can do differently in efforts to help the employee. In terms of accomplishments,
employees may be given recognition verbally and/or in the form of bonuses or promotions.

Career Development

This phase of the process is to promote and encourage future improvement and development
of the employee. It should meet the needs of the business or organization, enhance the
strengths of the employee and work to eliminate areas of weakness. This may involve training
on site as well as send the individual to off-site training. As with other phases or stages of the
process, communication between management and the employee is important.

References
Title of Book

Author

Publication

Unit:

Page: 4.21,4.22,2.3,2.5

Website:

https://www.cornerstoneondemand.com/what-performance-management-process