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Setting Performance Standards UNIT 2

The document outlines the process of job analysis, including its purpose, types, and steps, emphasizing the importance of defining job roles and performance expectations. It also discusses performance standards, their definition, examples, and the structure needed to implement an effective performance standards system, including setting objectives and involving stakeholders. Additionally, the document highlights challenges in performance standards systems and characteristics of both successful and failing systems.

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tayvonne.hopkins
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2 views15 pages

Setting Performance Standards UNIT 2

The document outlines the process of job analysis, including its purpose, types, and steps, emphasizing the importance of defining job roles and performance expectations. It also discusses performance standards, their definition, examples, and the structure needed to implement an effective performance standards system, including setting objectives and involving stakeholders. Additionally, the document highlights challenges in performance standards systems and characteristics of both successful and failing systems.

Uploaded by

tayvonne.hopkins
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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Setting performance management targets

Course: Performance Management (HRMT 3503)


Lecturer: Mr. Tayvonne Hopkins
Job Analysis
Job analysis is the process of gathering, documenting, and
analyzing information about a job's duties, responsibilities,
required skills, outcomes, and work environment.

Purpose:
• Define job roles and responsibilities.
• Establish performance expectations.
• Support recruitment, training, and performance evaluation
processes.
• Identify gaps in skills or resources.
Job Analysis
Types of Job Analysis:
• Task-Oriented Analysis: Focuses on specific tasks and
duties.

• Worker-Oriented Analysis: Emphasizes the skills,


knowledge, and attributes required to perform a job.
Job Analysis
Steps in Job Analysis:
• Identify the Job to Be Analyzed: Select specific roles requiring analysis.
• Data Collection: Gather information through interviews, questionnaires,
and observation.
• Task Analysis: Break down tasks and responsibilities.

• Identify Skills and Qualifications: Define the knowledge, skills, and


abilities (KSAs) required.
• Documentation: Create job analysis reports and attributes required to
perform a job.
Job Description
A job description is a formal document that outlines the
duties, responsibilities, qualifications, and reporting
relationships for a specific job.

Task: Outline three (3) reasons why having clear job


descriptions are important.
Job Description
Components of a Job Description:

Job Title: Clearly identify the role.

Job Summary: Provide a brief overview of the job.

Key Responsibilities: List primary duties.

Required Qualifications: Outline educational, experience, and skills.

Work Conditions: Describe physical and environmental factors.


Performance standards
• What are perfomance standards again???

 Definition:
• Performance standards are guidelines the employers give to
their employees to outline what the company expects of
them as a part of its team.

• They explain job duties and qualities and to what quality the
employee should complete them.
Performance standards
Performance standards can be expressed in terms of quantity,
quality, time, cost, effect, manner of performance, or method
of doing.
Examples of performance standards:
• Achieve a 10% increase in sales within a quarter.
• Completely processes 50 applications daily
• Maintain an employee retention rate of 90% annually
• Resolve 95% of IT support tickets/issues within 48 hours.
• Process payroll accurately and on time for all employees.
Structure of Performance standards

 Job classification: Server (waiter/waitress)


 Unit (part) of work: Takes food and beverage orders

 Performance standard:

 The server will take food and beverage orders for up to five tables

with 100 percent accuracy using standard house procedures.


 Breakdown:

The server will:


What: take food and beverage orders
How: using standard procedures
Setting up a Performance standards System
 Define Objectives: Align performance standards with organizational
goals.
 Identify Key Performance Indicators (KPIs): Select measurable
metrics for each job role.
 Involve Stakeholders: Engage managers and employees in the
development process.
 Set SMART Targets: Ensure targets are Specific, Measurable,
Achievable, Relevant, and Time-bound.
 Document Standards: Clearly outline performance criteria.
 Benchmarking: Compare performance standards with industry best
practices.
Implementing
Performance standards System
• Communicate and get workers’ cooperation in the development stage
and their agreement to the standards of performance.
• Training: Provide guidance on how to meet and evaluate performance
standards.
• Create and incorporate an award or incentive system.
• Recognize your workers’ potential and use it as fully as you can within
the limits of your authority.
• Review the system periodically, evaluating, updating, and modifying it as
needed.
• Address Underperformance: Develop improvement plans for employees
who do not meet expectations.
Implementing
Performance standards System
• Communicate and get workers’ cooperation in the development stage
and their agreement to the standards of performance.
• Training: Provide guidance on how to meet and evaluate performance
standards..
• Create and incorporate an award or incentive system.
• Recognize your workers’ potential and use it as fully as you can within
the limits of your authority.
• Review the system periodically, evaluating, updating, and modifying it as
needed.
• Address Underperformance: Develop improvement plans for employees
who do not meet expectations.
Challenges with Perfomance Standards
System
Challenge: Employees are Resistance to Change
Solution: Involve employees early and provide training.

Challenge: Clarity of standards


Solution: Ensure standards are written clear a simple language

Challenge: unfairness
Solution: ensure standards are achievable.
Task: Ouline two(2) additonal challenges to a perfomance standards
system.
A successful Performance standards
System
1. Improved employee productivity.
2. Improved overall empolyee skill set
3. create and maintain a culture of success

Task: Ouline three (3) additonal characteristics of a successful


perfomance standards system.
A failing Performance standards System
1. The standards are not clearly stated and communicated.
2. The supervisor is doing a poor job.
3. missed organizational output targets.
4. lack of proper ongoing supervision
5. lack of or inadequate reward, recognition or incentive system.
6. lack of feedback to employee on performance.

Task: Outline fully (with examples) four (4) additional characteristics of a failing
perfomance standards system in an organization.

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