performance Management II

previously we talked about Performance Management defined, concerns and the differences between Permanence Management and performance appraisal.

Today we will continue with:

Objectives of performance management

The objective of performance management is developing the capacity of employees that makes them able to meet and exceeding expectations and achieving their potential in terms to achieve firm's current and future goals.

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performance Management I

Performance management is an important HRM process that provides the basis for improving and developing performance and is part of the reward system in its most general sense.

Performance management defined

It is a systematic process for improving organizational performance by developing the performance of individuals and teams. It is means to getting better results by understanding and managing performance within an agreed framework of planned goals, standards and competency requirements. 

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JOB ANALYSIS QUESTIONNAIRE

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JOBANALYSIS QUESTIONNAIRE

Job title: …………………… Report to: ………………….	Department: ……………..
	Section: ………………….
Interviewed name:

Complete this questionnaire accurately . Base your answers on what is normal for your current job .

1. Basic function.

describe the major purpose and the prime reason for its existence:

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2. Supervisory Responsibility

Circle response which describes the type of supervision you provide:

-     Supervise department 

  -     Direct multiple departments through department managers

-     Manage multiple projects with no direct supervisory responsibilities

-     Lead and guide the work of other employees

-     Manage department and have final authority over hiring/ firing/ performance decisions

-     Manage more than one department through subordinate supervisors/ managers

3.  Responsibilities

List each of your major duties starting with those that occupy most of your time. Indicate the approximate percent of time you spend in each area. Do not include any duties which normally require less than 10% of your time.

This questionnaire will be used to analyse the functions of the job as it currently exists - future evolution of the position is not part of the duties and responsibilities and should not be included.

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Workforce Forecasting

According to business dictionary  Forecasting is a planning tool that helps management in its attempts to cope with the uncertainty of the future, relying mainly on data from the past and present and analysis of trends.

Previously we explain the Workforce Planning and we referred to forecasting as a step of workforce planning,

-          “Recognize the differences and the gaps between workforce demand and workforce supply by forecast both demand and supply.”

 If we consider the workforce planning is the heart of strategic staffing then the workforce forecasting is the heart of workforce planning.

 In workforce planning process we have to forecast both labour demand and labour supply to find out the estimated numbers of needed employees.

Forecasting labour demand:

Forecasting labour demand is the process of estimating the future numbers of people required, the likely skills and competences will need, to make it more simple and to know what exactly the meaning of forecasting labour demand and what the purpose of it, we have to answer this question:

When should hire more worker and when should downsize employees?

The main controller in the hiring or laying-off processes is the products; when products demand increase that’s mean the firm must Increase the production capacity, which leads to increase the human capital in the firm … and more employees.

And vice versa; when products demand decrease firm must laying off some employees.

The firms can forecast labour demand both externally, based on product demand; Seasonal demand, rate forecast, interest rate, exchange rate, competition-based for. And internally by using several methods such as Managerial judgement, ratio-trend analysis, scatter plots.

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Workforce Planning

According to Wikipedia workforce planning is the process for ensuring that an organization has suitable access to potential candidates to ensure future business success.

According to business dictionary. Workforce Planning is Systematic identification and analysis of what an organization is going to need in terms of the size, type and quality of workforce to achieve its objectives. It determines what mix of experience, knowledge, and skills is required and sequences steps to get the right number of right people in the right place at the right time.

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Knowledge, Skills, Abilities and others

 What is the Difference between Knowledge, Skills and Abilities in job description or job specification forms, and what did we mean by "others"

Previously we clarified what job specification is, and the benefits of doing it, today I'll explain the main traits that make up job specification (K.S.A.o)

Knowledge (K): refers to the factual information that can be applied to the tasks, for examples:  the level of education, the knowledge of computer programs, languages, and required expertise in a specific field that related this job.

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job description & specification

job description:

One of the major results of jobanalysis is the job description, it is a written sheet of what will candidates do when they will be an employees, how and where they will perform what they have to do.

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Recruitment and Selection (Overview)

Recruitment and selection: (Overview)

The steps that immediately following job analysis, so if you want to know what Recruitment and selection means, you must have a good perception of the job analysis process.

Recruitment and selection are continuous process and consist several steps, Begin with identifying the desired job vacancy, ending with signing employment contract.

well, now I will explain briefly the steps of recruitment and selection process:

The HR specialist will determine the needed position by workforce planning and sometimes forecasting (forecasting for the strategic staffing), then they will begin the second phase of the recruitment process, it is sourcing and attract candidates to apply for this job and make several interviews.

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What is Job analysis?

Job analysis is a set of interconnected procedures which determine the duties and skills requirements for a new job (we called this procedure  Job description) and the kind of person who should hold this job (we called this procedure Job specification) 

- Job analysis also used for strategic purposes such as workforce forecasting and planning, training plans

Why firms have to do Job analysis?

All firms, large and small, are doing job analysis because it helps firms to recruit suitable people and make the recruitment process based on the real needs of employees.

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