Performance Management

1. Write a note on performance management system.

Answer
Models of Performance management system are created more often catering to the needs of the
organisation. Let us see one model for our understanding. The model given below is composed
of three units, based on the level of influence on the employee performance.
.
Primary influence - Organisation (Most influential)
Secondary influence Personality, attitude and behaviour (Second Level)
Tertiary influence - Work place (third level)

Organisation - Primary Influence

The influential factors in an organisation are as follows:

Organisational structure
Employee Motivation
Work place and its implications like, work place privacy, workplace violence
and harassments, workplace harmony and cleanliness
Management techniques and methods
Teams
Monitoring and control systems
Effective leadership
Performance evaluation systems
Reward System
Performance Counseling
Organizational culture and work climate

Personal Orientation

The factor that comprises the personality of an employee obviously effects the performance of
the employee. The five factor model is used by many researchers of industrial psychology to
categorize the dimensions of personality. They are
Emotional Stability
Agreeableness

Conscience
Openness to experience
Extraversion/ introversion
Apart from these, there are many other factors, what we commonly use in our business terms
like,
 Attitudes
Beliefs
Values
Knowledge and skills are also important factors that determine the employees
performance.

John Campbell defines eight behavioural dimensions of Performance. They are

1. Job-specific task proficiency -how well an employee can do his job

2. Non-job-specific task proficiency how well an employee can do other jobs, related to
his job, in the organisation

3. Communication how well an employee can communicate, both written and oral?

4. Demonstrating effort How well an employee can be committed and persistent at his
job

5. Maintaining personal discipline how well an employee can avoid negative behavior

6. Facilitating team and peer performance how well an employee supports his team
and peers

7. Supervision How well an employee influences his subordinates?

8. Management and administration How well and employee performs others

management functions such as organising, controlling etc.

Taking a good view of understanding in this side of the employee by both, employee himself
and the employer will help in identifying the blockages in better performance. Making a note
of these behavioural standards in the performance evaluations will create quantum leaps of
better relationship between the appraisee and the appraiser. Usually, Performance Counseling
method is used to stimulate and rectify the problem areas in this sector. We will be having a
better view of performance counseling in the forth coming units.

3. Work Place and its Influence

Workplace is where the employee performs his job. The work place has a lot of implication
over the performance of the employee. The major factors are
Relationship of Superior and the subordinate
Relationship among the peers and team mates
Work life balance
Quality of work life
Quality of work place
 Workplace privacy
Workplace violence and harassments
Workplace harmony
Workplace stress
Morale level
Workplace environment
4. Write a note on job analysis.
Answer

Job analysis is the systematic study of jobs to identify the work activities and responsibilities
related to a particular job. Job analysis process collects information on the needs of job, the
work behaviour necessary to complete the job and identifies the qualities and qualification a
person should have to perform that job.

When job analysis is done, the Manager may have two outcomes now:

Job Description
It is an organisational statement of the job contents as duties and responsibilities. The
preparation of job description is very important, because any misleading facts or ambiguous
description may lead to poor performance and also appraisal. The description usually contains,
Title/ Designation of job
The nature of duties and operations to be performed in that job.
The nature of authority- responsibility relationships.
Necessary qualifications those are required for job.
Relationship of that job with other jobs
The provision of physical and working condition or the work environment required in
performance of that job.

Job Specification
Job Specification is the statement of eligibility conditions for an employee to fit into that job.
Job specification is the translation of job description into Human qualifications to perform that
job. It usually contains
Job title and designation
Educational qualifications for that title
Physical and other related attributes
Physique and mental health
Special attributes and abilities
Maturity and dependability

Role of Job Analysis in Performance Management

A job well started, is half done and also ends well. Placing a person in an organisation is like
planting a sapling. If wrongly placed the tree may not grow well and bear fruits. Hence, it
becomes vital to identify the right place for a person.

This will be successful only if the employer knows about the place as well as the person. The
job, however important or unimportant it may be, it certainly has its impact in the overall
performance of the organisation. If the job is well understood beforehand, it becomes easier to
place the right person and bring in the desired output.