The Human resource department is tasked with getting the best talents the company needs to ensure its success. This is achieved through a vigorous recruitment procedure that begins with the initial position questionnaire/interview. After this step, job analysis is conducted, followed by a job design and, later, the performance appraisal process. The paper provides an overview of the fundamental aspects of the recruitment approach and the performance appraisal elements.
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Initial Position Questionnaire
Initial position questionnaire relates to the screening tools utilized by enterprises to distinguish the candidates who match the qualifications needed in an employee. It allows the company to reduce the number of the interviews to be performed since the human resource (HR) personnel only selects the respondents deemed fit to proceed to the main interview. The aforementioned process saves the organization time and money as it provides a chance to determine the best applicants quickly. This, in turn, helps the company to fill the vacant post in relatively less time hence shifting its focus on the conclusive vetting of the potential employees.
A job analysis relates to the comprehensive assessment of the skills, responsibilities, and tasks required to effectively perform a job. Conducting a job analysis fosters the human resource (HR) personnel’s capacity to clarify the needs of a particular role and delineate the employer’s expectations. Furthermore, it can be utilized to determine employees’ development and training needs. Breaugh (2017) further highlights its importance in ascertaining workers’ extra benefits and perks, as well as pay packages.
Job design entails the development of roles and responsibilities employees ought to execute as well as the establishment of systems and mechanisms to be utilized to accomplish the detailed tasks. Some of the strategies incorporated in this particular approach include job rotation, enlargement, and enrichment (Daniels et al., 2017). According to Daniels et al. (2017), job designing helps reduce absenteeism and turnover rates and increase job satisfaction and employee productivity. Generally, it encourages the creation of proper work schedules and procedures for executing the assigned tasks.
Performance appraisal refers to a systematic review of a worker’s job productivity and overall contribution to the organization. It involves assessing the quality and level of performance of a firm’s employees to improve developmental and administrative purposes. This approach enhances the provision of adequate feedback to every team member regarding their performance. It also acts as a basis for changing or modifying behavior to enhance the adoption of appropriate work habits (Sharma & Sharma, 2017). It offers managers the data deemed essential in judging performance and employees’ input.
Relationship between each step and its importance to the next
Job analysis helps to ascertain the kind of employees required to perform a specific duty by highlighting the educational qualifications, technical and experience level, and personal, emotional, and physical skills needed for a particular job. On the other hand, initial job questionnaires are the screening tools used to distinguish a proper match for a specific job position by narrowing the listing of applicants and discerning the key qualifications. Therefore, for an organization to perform a successful job analysis, an initial position interview must be conducted first to ascertain the fundamental requirements for the proper execution of the occupation’s roles.
Job analysis and design are connected because the latter depends on the former for its success. The job analysis’s primary objective under this category is to streamline employees’ efforts to attain the best probable output. Therefore, it forms a basis for the redesigning, designing, and evaluation of outcomes to enhance job satisfaction while triggering significant increases in human output. An effective job design is dependent on the job evaluation process.
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Job design entails the division of work-related duties allocated to a team member, specifying what, why, and how a worker executes them. On the other hand, performance appraisal involves evaluating the workforce’s accomplishments to determine their weaknesses and strengths for future growth and development (Sharma & Sharma, 2017). Therefore, the job designing process forms a basis for the performance appraisal procedure by highlighting crucial metrics.
Important Elements for an Appraisal System
Target setting is a crucial element of the performance appraisal systems, which incorporates the development of goals for employees and the organization. Examples of the best practices under this aspect include using balanced scorecards to ensure that different objectives are captured and involving the management unit in the entire process (Rusu et al., 2016). Constant feedback is a crucial approach that aims to ensure that the entire workforce is on track and the provision of the required support is maintained. Some of the crucial activities under this concept include conducting informal checks on an employee’s performance, setting up a timeframe to regularly evaluate workers’ accomplishments, seeking feedback from different stakeholders, and obtaining team members’ input.
Competency assessment and development aims to ensure that workers have the appropriate skills, knowledge, and attitudes required to execute their duties. Practices incorporated under this element include evaluating employees’ proficiency levels using evidence-based strategies, determining the causes of poor performance, and implementing approaches such as training to improve the workforce’s adroitness (Rusu et al., 2016). Outcomes management is another crucial element that involves activities such as instigating a plan that aims to support substandard performance and developing an appropriate employee training program.
The initial job interview/questionnaire sets the pace for a successful recruitment strategy. This is because, from this process, job responsibilities are identified through job analysis, and the mechanism for their execution is developed through job design. An employee’s performance is later monitored through performance appraisal processes to ensure they meet the established standards. Therefore, HR should ensure that all the steps above are conducted effectively and efficiently.
Breaugh, J. A. (2017). The contribution of job analysis to recruitment. In H. W. Goldstein, E. D. Pulakos, J. Passmore, & C. Semedo (Eds.), Wiley Blackwell handbooks in organizational psychology: The Wiley Blackwell handbook of the psychology of recruitment, selection and employee retention (p. 12–28). Wiley-Blackwell.
Daniels, K., Gedikli, C., Watson, D., Semkina, A., & Vaughn, O. (2017). Job design, employment practices and well-being: A systematic review of intervention studies. Ergonomics, 60(9), 1177-1196. Web.
Rusu, G., Avasilcai, S., & Hutu, C. A. (2016). Employee performance appraisal: A conceptual framework. Annals of the University of Oradea, Fascicle of Management and Technological Engineering, 2, 53-58.
Sharma, A., & Sharma, T. (2017). HR analytics and performance appraisal system. Management Research Review, 40(6), 684 – 697. Web.