Assignment # 3
Submitted to: Shair Muhammad
Incia Haider (02-111171-003)
Qudsia Akram (02-111171-111)
Mehreen Mehtab (02-111171-117)
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Question # 1
There are four strategies to better understand and measure job performance. Pick one
that you think is the most prominent and promising. Defend your position.
Answer)
Strategies to Better Understand and Measure Job Performance
A presentation examination is a customary audit or criticism of worker's occupation execution
and over all commitment to the association. It is otherwise called execution audit or worker
examination. Execution examination assesses a worker's aptitudes and accomplishments.
Endeavors to improve the presentation rating measure take a few structures. First, clearly
define the job performance. Again, and again we simply take a gander at the primary concern,
as estimated by monetary objectives. Consumer loyalty, monetary measures, representative
inside development and responsibility, operational proficiency on inner cycles. A second course
for execution research notes that the definition of performance and its components its
expanding. Occupations are turning out to be more unique and the requirement for
representatives to adjust and develop is progressively pushed. A third direction for improving the
nature of execution appraisals is identifying the best appraisal format. Ongoing consideration
has zeroed in less on the rating format and more on the raters themselves.
Strategy 1: improve appraisal format
Ranking and rating:
Ranking design require that the rater contrast workers against one another with decide the
general requesting of the gathering on some presentation measure.
▪ Straight ranking: workers are positioned comparative with one another.
▪ Alternation ranking: positioning individuals at extraordinary finish of the dissemination.
▪ The paired comparison ranking: every individual is contrasted independently and any
remaining in the work gathering. The individual who wins the most is positioned top in
the gathering, etc.
Ratings: more famous than positioning frameworks. Rating designs need to assess workers on
some outright standard as opposed to simply to different representatives. Second, execution
standard is estimated on scale whereby appraisers can check the point that the best speaks to the
worker execution.
The description may be adjectives, behaviors, or outcomes.
▪ At the point when descriptors are utilized, the configuration is called Standard rating
scale.
▪ Behaviorally anchored rating scales appear to the most widely recognized
arrangement utilizing conduct as descriptors. By securing scales with solid practices,
receiving a BARS design plan to make assessment less emotional.
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In addition to adjectives and behaviors, outcomes also are used as standard.
▪ The most common is management by objective (MBO). The board by objective is both
an arranging and as examination device that has a wide range of varieties across firms.
Evaluating performance appraisal formats:
Good ones score well on five dimensions.
1. Employee development potential (amount of feedback about performance that the
format offers).
2. Administrative.
3. Personnel research potential.
4. Cost
5. Validity.
Diverse association will connect various loads to these measurements. For instance, a little
association in its early stages is probably going to be cost-cognizant. An association with
squeezing governmental policy regarding minorities in society responsibilities may put
moderately high weight on legitimacy and nondiscrimination and show less worry about cost
issue. A reformist firm worried about worker improvement may request an organization
permitting considerable representative input.
Five main characteristics
▪ Employee development criterion.
▪ Administrative criterion.
▪ Personnel research criterion.
▪ Cost criterion.
▪ Validity criterion
The association ought to likewise keep a framework that guarantees that its representatives are
fulfilled on various angles to limit the chance of workers stopping their present situations as
this will be a flight of aptitudes from the association. The association ought to likewise
guarantee that its exhibition estimation framework is steady with its targets so its
representatives run after a shared objective.
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Question # 2:
Compare and contrast between Job-based approach and Person (skill)-based approach.
Which one of them is more useful approach specifically when you think in terms of
compensation management? (Chapter # 5 & 6,
minimum 1 to 1.5 pages)
Answer)
Person-Based Approach Skill-Based Approach
• A job-based approach links pay with the • A skill-based approach links the pay
responsibilities and tasks assigned to an structure or pay strategy to the depth
employee regardless of the skills that (specialists) or breadth (multi-skilled) of
they possess. knowledge, skills and abilities that a
person possesses which are relevant to a
• A job-based approach bases the pay particular job.
structure on the job performance and job
market. • Pay structures which are based on skills
value the skills of the individual and
• It values compensable factors and compensates based on these skill sets
quantifies this value through factor regardless of the work they conduct.
degree weights.
• It values skill blocks and quantifies this
value through the various skill levels.
The advantage of following a skill-based approach is that the employees can be assigned jobs
in a manner that matches their flow of work leading to avoidance of bottle necks in the
workflow and helps avoiding idling. The general purpose of having a skill-based structure is:
- To support the strategy and objectives of the organization,
- To support the general workflow
- To be fair to the employees in their pay structure
- To motivate the behavior of the employees towards the objectives of the organization.
While on the other hand, the advantage of following a job-based approach is that the employee
has clear expectations from his/her employer regarding their advancement, they feel a sense of
progress in their work and career with the added levels and complexity of responsibilities and
the pay structure is based on the value of the work performed by the employee in their job
which is also a fair method of evaluating.
While deciding which approach would be more useful the simplest answer is it depends.
The best approach could be one where there is a certain level of flexibility so the organization
has the room to respond and change accordingly to the changing conditions of the external job
market. An approach that is too generic may lead to insufficiency in creating a clear link
between the pay, employee’s work and the derived results. While on the other hand, an
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approach that is too detailed may be too rigid. An organization must consider their internal
alignment with the pay structure and choose an approach that best fits the particular job that is
being evaluated in order to safeguard the organization from issues like biasness or favoritisms.
If a particular type of job is highly restricted to the type of skill set, knowledge and abilities
that an employee must possess in order to excel at their work and derive value for the
organization then a skill-based approach makes the most sense. While on the other hand, if the
job is more responsibilities and job description centered meaning that an employees work in
terms of assigned responsibilities hold more value to the organization regardless of their skill-
set then a job-based approach must be followed.
Question # 3
Perform skill analysis for the following positions (write down at least 2 foundation skills,
two core electives and two optional electives respectively).
(a) Compensation Manager (b) Senior Lecturer (Marketing field)
Answer)
Skill analysis is a systematic process of identifying and collecting information about skills
required to perform work in the organization.
Compensation Manager
Foundation Skills
▪ Communication skills: communicate well by using many different formats. Writing is
one of the top skills compensation managers.
▪ Decision-making skills: Compensation managers need strong decision-making skills.
They must weigh the strengths and weaknesses of different pay structures and benefits
plans and choose the best options for an organization.
Core Electives
▪ Analytical skills: It is essential for compensation manager. In addition to analyzing data
on salaries and cost of benefits and devise programs that best fit an organization and its
employees.
▪ Negotiation: When a compensation manager walks into executive level meetings to
promote pay raises or benefit changes, he or she better be a strong negotiator.
Optional Electives
▪ Technical: The top compensation managers turn to technology to achieve their goals.
Using computerized salary surveys and accessing compensation tools are all made
possible by cloud-based technology solutions.
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▪ Organizer: Compensation managers can tap into technology tools to set up an
organized system for tracking compensation and benefit data and putting reminders out
there for meetings with key decision makers.
Senior Lecturer (Marketing field)
Foundation Skills
▪ Written and Verbal Communication: Effective written and verbal communicate
skills to produce academic documentation, and to present complex and conceptual ideas
clearly across diverse audiences.
▪ Teamwork: Can work collaboratively with other team members and wider university
colleagues to foster relationships and achieve shared priorities.
Core Electives
▪ Organizational skills: They must juggle several tasks, from lesson planning to
activities and marking. To succeed in their role, they are required to have exceptional
organization skills.
▪ Interpersonal Skills: An educator that is inclined towards helping others will create
warm relationships that, in turn, boost learning. A pleasant lecturer who has an
engaging personality creates attentive and enthusiastic students.
Optional Electives
▪ Multitasking: lecturer is not only about following the curriculum and marking exam
papers; it is also about multitasking. A good lecturer needs to have eyes on the back of
her head and should be able to monitor her pupils’ behaviors and keep their attention
while completing their class.
▪ Computer Skills: Besides all the above skills, you will need to be technologically
advanced too. You will probably use spreadsheets to plan work and other tasks. And
now, with a lot of teaching having gone online; you will need to be able to host an
online class and keep everyone’s attention.
Question #4:
What is job evaluation? Why is it important to perform job evaluation using job based
approach? Briefly discussed with an example for each of the five factors upon which job
evaluation is based.
Answer)
JOB-EVALUATION:
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A job evaluation is a planned way of governing or deciding the value and worth of a job in
relation to other jobs in an organization. It is a process of analyzing and assessing various jobs
systematically to determine their relative worth in an organization. This process is done on the
basis of a specified set of job and personal factors, such as qualifications and skills required.
Several methods are used to evaluate a job. Research indicates that every method is as accurate
and reliable as the other in ranking and pricing different jobs. Job evaluation forms the basis
for wage and salary negotiations.
Job evaluation is needed because employees need to be compensated depending on the nature
of jobs they perform. The salaries of the employees must be based on the relative worth of each
job. Ignoring this basic principle results in unequal compensation and may have negative
effects on employees’ morale which may leads to demotivating an employee.
JOB BASED APPROACH:
Job-based compensation structure is the type of compensation system in which pay is set on
the basis of the job itself i.e. the nature of job. The salary structure is built on compensable
factors determined by the job that means the salary for a job is determined by its
responsibilities and its work conditions.
IMPORTANCE OF JOB EVALUATION USING JOB BASED
APPROACH:
Performing job evaluation using job based approach is important because of the following
reasons:
PROMOTES TRANSPARENCY AROUND PAY DECISIONS:
Transparency is the main benefit for evaluating job by using job based approach. It minimizes
subjectivity and allows rational, consistent and transparent decisions to be made about roles
and duties. The evaluation of information and facts in done in the same way within established
parameters. Employees and managers know how decisions are made so transparency is
achieved.
EMPLOYEE PROMOTIONS AND PAY RAISES:
Job-based compensation motivates and helps employees to perform better and thus move up
through organizational ranks over time because they know that the pay structures are
designed according to the position and nature of job. As a result employees thrive to perform
better in hope of promotions and increased pay.
STABLE AND PREDICTABLE:
Job-based compensation structures are stable and predictable because they outline and map
a clear-cut job and pay progressions. This system does not cause de-motivation, disruption
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and discontent among employees. It is also predictable to administer becaus e it focuses on
allocating pay systematically and ensuring that the most important jobs are paid more.
SUPPORTS EQUAL PAY:
The job based approach helps to eliminate discrimination when evaluating the jobs. It obliterate
the risk of occurring differences in minorities, men and women, cast, culture, etc. because this
approach decides pay structure according to the nature of job regardless of all the divergence.
FACTORS ON WHICH JOB EVALUATION IS BASED:
Job evaluation is based on the combination of following five factors:
1. JOB CONTENT:
When evaluating a job, the first thing to analyse is the content of the job. Job content factors
are directly related to individual's job. It includes the nature, roles, responsibilities, working
conditions, etc.
2. SKILLS REQUIRED
The major skills that are required to perform a job are also assessed in job evaluation. The
employee is judged over the set of skills he have for the particular job.
3. VALUE TO THE ORGANIZATION
A job is also evaluated on the factor on how much value it adds to the organization. Most
important jobs are paid higher in contrast with other jobs.
4. ORGANIZATIONAL CULTURE
Organizational culture is also taken into account when evaluating the job. It includes the
values, expectations, and practices that guide and inform the actions of employees.
5. EXTERNAL MARKET:
Job evaluation also helps in being market competitive. The pay structure that is determined
by the process of job evaluation includes the analysis of external market. The pay is set on
the trend of the market which helps an organization to bear with market competitiveness.
Question # 5:
You own a nonunion company with 93 nonexempt employees. All of these employees pack
books into boxes for shipment to customers throughout the United States. Because of wide
differences in performance, you have decided to try performance appraisal, something
never done before. Until now, you have given every worker the same-size increase. Now
you want to measure performance and reward the best performers with bigger increases.
Without any further, information which of the five types of appraisal formats do you
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think would be most appropriate? Justify your answer. Do you anticipate any complaints,
or other comments from employees after you implement your new system.
(Chapter # 7, minimum 1 to 1.5 pages)
Answer)
The five different types of appraisal formats that could be used are:
1) Management by Objective (MBO):
This form of performance appraisal is conducted when management sets out clear objectives
for performance of the employees. These objectives could be personal or related to the
organization. Depending on how well the employees perform based on their rate of
achievement of these objectives, the manager is able to decide on the level of compensation.
2) Standard rating scale
This type of ranking criteria which ranks from the first to the last on the basis of the employee
performance. It is one of the simpler ways of conducting performance appraisals by the
management as it becomes clear which employees are performing best and which are not and
who should be compensated accordingly.
3) Behaviorally anchored rating scale (BARS)
The BARS would be appropriate to use with the employees as it follows an objective technique
of performance appraisal. This format provides the standards that are required for the
employees to achieve a raise in their pay. Since packing boxes is a repetitive and monotonous
job, hence, it’s difficult to differentiate employees in their appraisal process.
4) Grading
This method would involve the management to create grades that describe the level of
performance of the group based on a rating scale (1-5 or 1-10) depending on the different level
of outputs. These grades will be a benchmark and once assigned will become the basis of
determining the compensation level paid to the employees.
5) 360 Appraisal
This holistic method of appraisal allows the management to evaluate the performance of the
employees in the form of collecting their personal feedback, along with the feedback of the
other stakeholders and even the customers. The advantage of this method is to allow the
management to evaluate the work output of the employees and to analyses their behavior at
their workplace. Another advantage is that it removes any biasness that may be formed in the
other evaluation processes.
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Yes, there will be cases of complaints along with other comments from the employees once a
new system is implemented as the case is with every new system there is always a level of
resistance from the employee’s part. There will be resistance and complaints as the new system
will be directly responsible for any increase or decrease in their pay at their job. Since
employees will know that the new system compensates according to their work output, the low
performing employees will complain about the system about its fairness once their
compensation levels will be lower than other high performing employees.
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