Job Analysis and Performance Evaluation Methods

Presentation 1st
Work-study and Methods
Engineering
Wednesday, April 12, 2017 2

Presented to
•Ma’am Faiza Rasheed
• Lect ur er I ndust r ial Engineer ing
• School of Engineer ing
• UMT Lahor e

Presented by
•Uzair Aziz
•Ammar Chaudhary
•Burhan Irfan
•Waseem Ahmad
•Rughaina Kanwal
• Depar t ment of I ndust r ial
Engineer ing
• School of Engineer ing
• UMT Lahor e

Job Analysis
Definition of job analysis
Uses of job analysis
Steps involved in job analysis
How can we use this term in our
organization
Methods of job analysis
Benefits of job analysis

What is job Analysis?
• Definition
• A job analysis is a process used to
collect information about the duties,
responsibilities, necessary skills,
outcomes, and work environment of a
particular job.
•OR
• Ewin Flippo Says “Job analysis is a
process of studying and collecting
information relating to the operations
and responsibility of a specific job”.

What is job Analysis?

Types of Job Analysis

Uses of Job Analysis
 Human Resource Planning
 Recruitment
 Selection of personnel's
 Training and development
 Organization Audit
 Job Evaluation
 Job design
 Performance appraisal
 Career Planning
 Safety and health

Steps involved in job Analysis
 Collection of Background Information
 Selection of representative of job to be analyzed
 Collection of job information
 Actually analyze the job
 Verify the job accuracy information
 Job description
 Job specification

Process of job Analysis

Methods involved in job Analysis
•Following Six Basic methods used in the job analysis
process.
Observation
Interview
i. Individual
ii. Group
Questionnaires
i. PAQ
Diary
Technical Conference
Critical Incident Technique

Observation Method
Observation method can be defined as follow.
Analyst observes incumbent
Directly
Videotape
Useful when job is fairly routine
Workers may not perform to expectations
Ifthe observation method is used to analyze a job, then all
tasks involved with that job must be observable within a
certain amount of time. Also, if the workers are aware that
they are being observed, they may feel under pressure and
will not perform their tasks to their actual capabilities.

Interview Method
•Individual
Several workers are interviewed individually
The answers are consolidated into a single job analysis
•Group
Employees are interviewed simultaneously
Group conflict may cause this method to be ineffective
The interview method requires that all employees are asked the same
questions in the same order. The individual interview method is useful
to obtain a group consensus about the job.

Questionnaires
•Employees answer questions about the job’s tasks and
responsibilities
•Each question is answered using a scale that rates the
importance of each task
•Not all jobs are the same, so questionnaires may
overlook certain aspects of the job. Also, follow-up
methods are not usually organized to gather extra
information. Computerized versions of questionnaires can
be very expensive.

Questionnaires (Position Analysis
Questionnaire (PAQ)
Position analysis questionnaire (PAQ)
is job analysis questionnaire that
evaluates job skill level and basic
characteristics of applicants for a set
match of employment opportunity.
A structured, behavioral questionnaire
Information input
Mental processes
Work output
Relationships
Job context
Other characteristics

Diary Method
• Employees record information into diaries of
their daily tasks
• Record the time it takes to complete tasks
• Must be over a period of several weeks or
months

Technical Conference Method
• Uses experts to gather information about job characteristics

Critical Incident Technique (CIT)
•Takes past incidents of good and bad behavior
•Organizes incidents into categories that match the
job they are related to
•Involves 4 steps
•CIT steps
a.Brainstorm and create lists of dimensions of job
behaviors
b.List examples of effective and ineffective behavior
for each dimension
c.Form a group consensus on whether each
incident is appropriately categorized
d.Rate each incident according to its value to the
company

Conclusion Of Job Analysis….
• We Concluded from job analysis that:We Concluded from job analysis that:
• “From job Analysis, Specific details of what is being done & the skills
utilized in the job are obtained. Job analysis enables the manages to
understand jobs and job structures to improve work flow or develop
techniques to improve productivity.”

Merit ratingMerit rating
Merit Rating is also known as performance
evaluation. It is a systematic process for
measuring the performance of the
employees in terms of job requirements.
A merit rating is a score that each state assigns to
employers based on their employment
stability and employee takings.

Objectives of Merit RatingObjectives of Merit Rating
To assess the workassess the work of employees in relation to their job
requirements
To consider employees/workers
for promotionspromotions, transfer, layoffs etc.
To help in wage and salary administrations
and taking decisions about incentives and
increments to be given to the workers.increments to be given to the workers.
 To know the problems faced by workersknow the problems faced by workers while doing various
jobs and helping in planning suitable training.
 To help supervisors to know their subordinateshelp supervisors to know their subordinates more closely for
increasing their efficiency and improving productivity.

Continue…..
Productive employees are the lifeblood of every
business
But….But….
How do you assess their
performance levels??
 Do they understand your goals and
expectations??
 Are they meeting their personal objectives??
 Every company should continually monitor and
evaluate their employees;
Here are easy ways to quickly gauge performanceeasy ways to quickly gauge performance
and ensure your organization is on the right track:

Gauging PerformanceGauging Performance
Punctuality
Quality of work
Employee efficiency
Observe personal habits
Check their attitude
Review personal presentation
Carry out a client survey
Carry out random checks

 PunctualityPunctuality
Employees who regularly arrive late for work or are frequently
absent from the office are unlikely to be meeting
their performance objectives.
 Quality of workQuality of work
The timely completion of projects to the
desired standard is a key indicator in measuring employee performance.

 Observe personal habitsObserve personal habits
Perpetual bad habits can detract from employee performance. This
may include indulging in office gossip, taking unauthorized breaks
etc.
 Check their attitudeCheck their attitude
A bad attitude will often marked itself in disobedient behavior.
Again, this is indicative of an individual who is unlikely to be meeting
their performance objectives.

 Review personal
presentation
Most companies operate a professional dress code
appropriate to their industry sector and company culture.
 Carry out a client survey
A positive response from clients means that your
employee performance is meeting or exceeding your
expectations.

 Carry out random checksCarry out random checks
The random nature of the checks can motivate staff to
put in a consistent performance.

Merit Ratings… Methods & UnderstandingsMerit Ratings… Methods & Understandings

Grading…

Graphic Scale…

Man to man comparison

Checklist…

Forced choice description
method…..

Selection of critical incidents…

Forced distribution method…

Evaluation and Assessment
• What are they?
• Why do we need them?
• When do we use them?

Defining Evaluation
evaluation - act of ascertaining or fixing the value or worth of rating
judgment, assessment, judgment- the act of judging or assessing a
person or situation or event
scoring, grading marking - evaluation of performance by assigning a
grade or score

What is evaluation?
 The process of determining significance or worth,
usually by careful appraisal and study.
 The analysis and comparison of actual progress
vs. prior plans, oriented toward improving plans for
future implementation.
 Part of a continuing management process
consisting of planning, implementation, and
evaluation; ideally with each following the other in
a continuous cycle until successful completion of
the activity.
 The process of determining the worth or value of
something. This involves assigning values to the
thing or person being evaluated.

Types of Evaluation
a. Internal evaluation
b. External evaluation
c. Preliminary evaluation
d. Formative evaluation
e. Summative evaluation

Internal Evaluation
• Internal evaluation is a process of quality review undertaken within an
institution for its own ends (with or without the involvement of external
peers).
• Internal review is something an institution does for its own purposes.
From an external agency perspective, internal review is seen as the
part of the external process that an institution undertakes in
preparation for an external event, such as a peer-review, site visit. In
such circumstances, internal review tends to be conflated with self-
evaluation.

External Evaluation
• a process that uses people external to the program or institution to
evaluate quality or standards
• External Evaluation is the process whereby a specialized agency
collects data, information, and evidence about an institution, a
particular unit of a given institution, or a core activity of an institution,
in order to make a statement about its quality.
• Process of external Evaluation
• External evaluation is carried out by a team of external experts,
peers, or inspectors, and usually requires three distinct operations:
• In its basic format:
• i. analysis of the self-study report;
• ii. a site visit;
• iii. the drafting of an evaluation reportWednesday, April 12, 2017 42

Preliminary Evaluation
i. Occurs early in the process
ii. Provides a basis for expectations
iii. Based on informal observations and oral questions
iv. Looks at skills, attitudes, physical characteristics,etc.
v. These evaluations tend to happen naturally.

Formative Evaluation
• According to the Thesaurus of ERIC
Descriptors, formative evaluation is
• “Evaluation that is used to modify or improve
products, programs, or activities, and is based
on feedback obtained during their planning and
development"
• (p. 124).

Summative Evaluation
• According to the Thesaurus of ERIC Descriptors,
summative evaluation is
• "evaluation at the conclusion of an activity or plan to
determine its effectiveness“
• (p. 299).

Assessments
• The process of documenting, usually in
measurable terms, knowledge, skills, attitudes and
beliefs. This covers educational assessment
including the work of institutional researchers, but
the term applies to other fields as well including
health and finance.

Function of Assessment
• Formative assessment provides diagnostic feedback to students
and instructors at short-term intervals (during a class or on a
weekly basis)
• Summative assessment provides a description of students' level of
attainment upon completion of an activity, module, or course
• Evaluative assessment provides instructors with curricular
feedback (the value of a field trip)
• Educative assessment is integrated w/in learning activities
themselves, building student and faculty insight and
understandings about their own learning and teaching.

Job Analysis and Performance Evaluation Methods

Recommended

Recommended

More Related Content

What's hot

What's hot (20)

Similar to Job Analysis and Performance Evaluation Methods

Similar to Job Analysis and Performance Evaluation Methods (20)

Recently uploaded

Recently uploaded (20)

Job Analysis and Performance Evaluation Methods