The document discusses job analysis and performance evaluation for teams. It provides an overview of job analysis, which identifies job duties and requirements. It also discusses developing a job requirements matrix that outlines tasks, dimensions, skills, and context. The document then covers evaluating team performance from top-down, bottom-up, peer-to-peer, and customer perspectives. Finally, it discusses techniques for evaluating individual team member performance, including graphic rating scales, narrative essays, forced distribution, and peer evaluations.
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There are a lot of students who find it difficult to opt a good specialization based on their previous educational background. In this video, I am specifically discussing the possibilities for the students who have done their BBA with any major i.e. HRM, Finance, Marketing.
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Thematic analysis in qualitative research Explained with ExampleSufi Nouman Riaz
https://youtu.be/QNP4KkNFzu4
Thematic analysis is a technique of data analysis while conducting a qualitative study. Thematic analysis is the most recognized, adapted, and used approach to analyze qualitative data.
This video is made as per the illustrations and procedures explained in the Braun and Clarke (2006) research article on Thematic Analysis.
Have you just conducted a qualitative study involving:
Interviews
Focus Groups
Observations
Document or artifact analysis
Journal notes or reflections?
How to use this type of data?
Just as there are numerous statistical tests to run for quantitative data, there are just as many options for qualitative data analysis.
THEMATIC APPROACH
Most common forms of analysis in qualitative research. It emphasizes Pinpointing, Examining, Recording
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Themes are patterns across data sets that are important to the description of a phenomenon and are associated to a specific research question.
Themes become categories for analysis
6 Phases of Coding
(Thematic Analysis)
1-Familiarization with data
2-Generating initial codes
3-Searching for themes among codes
4-Reviewing themes
5-Defining and naming themes
6-Producing the final report
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Details about Communist Party of China (CCP) / (CPC) that how and when it has been formed and how it rules the China.
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Introduction to Social Research (Business Research) Lecture # 1Sufi Nouman Riaz
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A critical review has been performed on Youth Policy (2012) formulated and implemented by Punjab Government. Analysis of policy has shown clear flaws in priority settings and implementation of policy.
Impact of Motivation on Job Performance in Public Sector By Nouman, Khurram a...Sufi Nouman Riaz
In order to ensure the valid study of watching impact of public service motivation on job performance and performance efficiency 3 partakers of one group have reviewed three articles specifically related to Motivation in public sector and summarized their understandings in presentation.
Law and Parliamentary affairs department, punjab.Sufi Nouman Riaz
Structure, Functions, Achievements, Failures and doable recommendations for improvements.
A project awarded in course of Masters in Public Administration at Institute of Administrative Sciences, University of Punjab by Mr. Afzal Khial.
Presenter: Muhammad Anees Ahmad Ranjha (Advocate High Court)
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Compensation plan for a small hospital (csd project)Sufi Nouman Riaz
developing a compensation or pay structure for a small hospital that is comprising of at least 50 employees.
the hospital that is selected is "healer's center".
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Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
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We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
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3. Group A
Tahmeena Batool
Anum Zafar
Adnan Saddique
H. M. Nouman Riaz Job Analysis and
Performance Evaluation
for teams
4.
5. Overview
Job Analysis is a process to identify and determine in
detail the particular job duties and requirements and the
relative importance of these duties for a given job
The purpose of Job Analysis is to establish and document
the 'job relatedness' of employment procedures such as
training, selection, compensation, and performance
appraisal
Job Analysis collect information on the such areas like
duties and tasks, environment, tools and equipment
relationships and requirements
6. Job Requirements Matrix
The job requirements matrix shows the
key components of job requirements job
analysis.
a) Tasks Statements
b) Task Dimensions
c) KSAOs
d) Job Context
7. Task Statements
Identification of job related tasks:
Task statement will show several things:
What the employees do, using a specific action verb at
the start of the task statement
What is produced, indicating the expected output of
team
What equipment, materials, tools, or produces, are used
8. Task Dimensions
There are many different grouping procedures, ranging from
straightforward judgmental ones to highly sophisticated
statistical ones.
It is important that the grouping procedures yield a reliable set
of task dimensions acceptable to managers, job incumbents, and
other organizational members.
It is not possible to empirically validate task dimensions against
some external criterion; for both task statements and dimensions,
their validity is in the eyes of the definers and beholders.
9. KSAOs (knowledge, skill, ability,
and other characteristics)
Knowledge – is a body of information to apply direct for performance of tasks.
Skill – an observable competence for working with or applying knowledge to perform a
particular task or a closely related set of tasks.
Ability – an underlying, enduring trait of the person that is useful for performing a range
of different tasks. - Four general categories of abilities:
1) Cognitive 2) Psychomotor 3) Physical 4) Sensory
Other Characteristics
1) Legal Requirements
2) Availability Requirements
3) Character Requirements
11. Job Context
Job Context (Physical Work Conditions)
a) Work Setting
b) Work Attire
c) Body Positioning
d) Environmental Conditions
e) Job Hazards
12. Job Descriptions and Job
Specifications
Job Description
Job family
Job title
Job roles
Task and duties
Routine and
responsibilities
Job specification
Required Skills
Abilities and expertise
Qualification and knowledge
13.
14. Team task analysis (TTA)
TTA is a process of analyzing and describing the tasks of teams
and the jobs of team members. Some of the goals that they might
be trying to achieve are:
solving a problem
designing a plan
defining a process
building a product
executing a process
15.
16. Team Task difficult to be analyzed
Teamwork becomes more difficult to analyze as:
It is performed collectively by the team.
Most of the team tasks include soft skills.
17. How to analyze team tasks
Team tasks can best be analyzed by
extracting task information from the
team as a whole.
18. Performance evaluation for teams
Fully comprehensive performance evaluations must
consider the multiple "levels" of performance, organized
into four categories
Top-Down Analysis
Bottom-Up Analysis
Peer to Peer Analysis
Customer Analysis
20. Top-Down Analysis:
Objectives:
The top-down analysis examines team performance from a management
perspective, evaluating the team as a whole and on a individual member
basis.
Participants:
Project managers and team leaders.
Primary Questions:
Did the team perform as expected and required, both as a cooperative unit
and on an individual basis? Were skills properly exercised and combined?
Did everyone participate actively and positively? Were there any internal
conflicts that damaged team performance?
21. Bottom-Up Analysis:
Objectives:
The bottom-up analysis examines management performance from a team
"participant" perspective. The goal is to measure team satisfaction with
management.
Participants:
Project team members.
Primary Questions:
Did the project management hierarchy create an environment for success
considering planning strategies, work assignments, information, motivation,
empowerment and support?
22. Peer to Peer Analysis:
Objectives:
The peer to peer analysis provides the opportunity for a ground
level team assessment, allowing the individual team members to
evaluate each other.
Participants:
Project team members.
Primary Questions:
Did each team member carry out his/her responsibilities as required? Did each team
member support the "unit", by sharing information and following procedures?Did each
team member show sufficient courtesy and respect to fellow team members? Did team
members work to resolve internal conflicts?
23. Customer Analysis:
Objectives:
The customer analysis provides the opportunity for "customer"
evaluation of team performance.
Participants:
Project customers.
Primary Questions:
Was the project team responsive to customer needs? Were
customers sufficiently included in team deliberations and
activities? Did the team actively seek customer input and
feedback as needed?
27. Graphic Rating Scales
One of the simplest ways to evaluate team members is by using graphic
rating scales.
Graphic rating scales are useful for fast-paced, production-oriented
work environments.
Team members receive ratings based on a scale that describes
competency, ability and productivity.
On a graphic rating scale evaluation, you evaluate team members in
specified areas on a scale of 1 to 5, tally the numbers for each section
and calculate an average.
28. Narrative Essay
Most time-consuming
Produce a wealth of information for employees, supervisors and human
resource practitioners.
Supervisors and managers responsible for evaluating team members and
employees review personnel files, disciplinary records, recommendations
and work logs for a comprehensive look at the team member's
performance.
They then write essay responses to evaluation questions. The key to this
evaluation technique is setting aside enough time for preparation and
engaging the team member in two-way feedback during the actual
performance evaluation meeting.
29. Forced Distribution
Managers and supervisors evaluate team members according to a
20-70-10 philosophy, which predicts 20 percent of the workforce
consists of high-performing team members.
Seventy percent of the workforce are deemed average performers
10 percent of team members are in the lowest-ranking group in
terms of performance.
Supervisors evaluate team members in a number of work areas;
however, the result is some make the cut to the highest-ranking
employees and many more don't.
30. Peer Evaluations
Peer evaluations give team members an opportunity to
assess the performance of their co-workers, usually from
a perspective supervisors can't always observe
Employees usually are honest about their assessment of
team member performance, especially as it relates to
interpersonal relationships with other team members and
with the employer's customers and clients.
Editor's Notes
The objective of task statements is to identify and record a set of tasks that includes all of the job’s major tasks and excludes non-relevant or trivial tasks.
As you have seen in job requirement matrix, that KSAO’s and tasks come within the boundaries of job context so a job analysis must include considerations of job context and other contents that are important in defining it.
TTA is basically a process of identifying and then explaining the tasks and duties of team members, it can b also used to determine the required skill, knowledge and relevant attitude requirements.
A team can be defined as a group of people working together for attainment of a common goal.
Why? What is the problem in it? Actually teams often perform collectively so it becomes difficult to find ratios, for example how can u determine the amount of participation from each individual in attainment of goal?
B- simply , a hard skill can be easily measured such as painting a door or doing anything that is explicitly visible while a soft skill is difficult to be measured such as share in decision making process.
for example, if a project requires different tasks for accomplishment of goal, then each of multiple tasks can be identified individually and in this way the performance evaluation will also become easy.