Job Performance is referred to as efforts that are supported by the policies of organization so that the specific goals can be accomplished. Performance is generally related with the Human Resource of the organization. Performance is the function of the following three factors, such as Ability, Motivation and Opportunity.
Job Performance Measurements
The fundamental skills own by a person & that are important to perform certain function increase the level of performance.
Motivation is related to the actions that help employees to show their full potential so that the performance is moved towards certain direction.
Conditions that generate performance are considered as opportunity. These may be ideal or real.
How to Determine a Job Performance
Job performance has the following three basic determinants.
01- Willingness to perform
02- Capacity to perform
03- Opportunity to perform
- Willingness to Perform
When the employees perform their duties & responsibilities with willingness, then the performance level enhances up to the standards.
- Capacity to Perform
When the employees possess all the basic skills, qualifications & abilities to perform certain duties then the performance level is in according to the standards.
- Opportunity to Perform
The conditions that is favorable to provide the opportunities for performing certain duties that play an influential role in accomplishment of the objectives of organization leads towards better job performance.
Basic Performance Indicators
Following are the basic tasks of management that has certain set of indicators which are suitable representative of the effectiveness of the organization.
Control is referred to as attracting resources by dominating the external environment along with the favorable usage of political processes. In other words the management of the organization assesses the ability of organization to control & manage external environment. The indicators of this approach consist of return on investment, profitability, stock price & quality of the products of organization. The response of organization towards environmental change is served as an important factor. The entrepreneurial spirit & aggressiveness is valued by the stakeholders of the organization.
Innovation is referred to as the development of required skills that can result in the discovery of new products, processes, structures & cultures. In fact the effectiveness of the organization is evaluated by the management. The structure & culture increase the flexibility and quick responsiveness to the changes in the market. Moreover innovation is resulted by the flexibility of the organization. The innovation is evaluated by the time required for production, decision making & coordinating activities.
Efficiency is concerned with the development of advance plants for low-cost & rapid production, speedy distribution & increased productivity. The productivity & efficient provide the measures of effectiveness of the organization. Cost reduction & increased production are important benefits of the productivity. At all phases of production process, the productivity can be measured. Sales per employee are served as the measure of productivity for the service organizations. The motivation of employee is a major factor in efficiency & productivity.
Organizational Goals as a Measure of Effectiveness
Operative & official goals are considered measures of effectiveness of the organization. Operative goals are short term & long term goals that are specific for the direction of tasks. Managers measure effectiveness through operative goals. Managers analyze market share & costs to measure control and reviewing of the timing of decision making is helpful to measure innovation. Managers also compare the performance of organization against the benchmark performance of the industry in order to measure the effectiveness of the organization. There is possibility that an organization may be effective in one field & ineffective in the other. So the operative goals should be coherent with the official goals.
Why Job Performance is Measured
01- Performance of an organization is measured due to the following reasons.
02- Through the measurement of the performance, the motivation & productivity of the employees can be increased.
03- The validation studies are made possible through performance measurement.
04- The problems are identified effectively through the measurement of the performance.
05- The efforts of change are effectively evaluated by the performance measurement.
06- The decision making is facilitated by measuring the performance of the employees (organization).
07- The employees can be differentiated in certain job related fields, when the measurement of performance is made.
08- Compliance with certain legal considerations is promoted by measuring the performance.
The process through which the expectations are developed, results are reviewed & performance is rewarded by the combined work of managers as well as employees to ensure the success of the organization is called performance management. In other words, favorable results are the outcome of performance management which are gained by the comprehension & management of performance within specified boundaries of the developed goals along with the requirement of competence & standards. In the process of performance management, shared understanding is develop that specifies that what should be accomplish & efforts are made in the shape of proper management & development of employees so that the mentioned goals can be accomplish. The main purpose of measurement of performance is to enhance the effectiveness & efficiency of the organization. This can be made possible by comparing the behaviors & results of the work of employees against the goals of the organization so that their behavior & results of work are improved. This shows that the performance management is an integrative & on-going process that focuses all the important activities of the organization throughout the life of the organization.