MGMT 4510 Midterm: Chapter 2 Review
22 Dec 2018
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Chapter 2 Review: Identifying Human Resource Plans and Performance
Requirements
• Determining performance criteria – a first step in staffing
o Criterion – an evaluative standard to measure an employee’s performance,
attitude or both
o Ex. Quantity/quality of production, service quality, absenteeism and turnover,
promotability, ability to work as part of a team
o May be behavior, outcomes or attitudes, may be objective or subjective,
employer may want to maximize or minimize certain criteria
o All criteria are standards of excellence
o Two steps:
▪ 1. Identify performance criteria for departments and individual
employees relative to larger organizational goals and linking them to
organizational strategies
▪ 2. Ensuring that the criteria identified are robust and reliable
• Organizational mission and goals and organizational strategies should be considered
when creating individual and departmental goals which leads to employee performance
standards
• An organization has multiple goals to meet the needs of different stakeholders
o Goals should delineate the desired outcomes, be well integrated with each
other, and well-understood by all the organizational members
o Be measurable, specific, cost-bound, time-bound, and realistic
• Ultimate criterion describes the full domain of performance and includes everything
that ultimately defines success on the job
o Focus on the long-term
o Criterion deficiency – those aspects of performance that should have been
measured but were not, overlooked parts of mission and goals, often a single
criterion (ex. Economics) if used for HRM, leads to deficiency
o Criterion contamination occurs when a firm measures aspects of performance
that are not linked to the ultimate criterion for the firm
o Electing the best time to assess performance
o Weighting performance dimensions
o Choosing stable criteria
o Using useful criteria that can be meaningfully measured
• Desirable attributes of performance criteria
o Relevance – the correspondence between a criterions measure and the
organization’s ultimate criteria or criterion
o Reliability – consistency in measurement and freedom from random error
▪ Stability – tests retest reliability
▪ Internal consistency – if measured by multiple induces, all point in the
same direction
o Controllability – criterion that is under the control of the individual or unit whose
performance is being judged
▪ Performance must be under control of individual
o Practicality – feasibility of using a criterion given the expected and logistics of
gathering data and an organization’s resources
▪ A relevant and reliable criterion that may be impractical
o Discriminability – the sensitivity of the measure to discriminate between
superior and poor performance
• Job analysis – systematically collecting, analyzing, and interpreting job information, used
for describing job, hiring, setting performance standards
• Task analysis – analyzing tasks that constitute a job and looking for interdependencies
and overlaps
• Steps in job analysis
o 1. Identify objectives
o 2. Become familiar with the organization
o 3. Determine the sources of job data
o 4. Design an instrument for collecting data
o 5. Choose a data collection method
o 6. Use job analysis info to make HR decisions
• Step 1: Identify the objectives of job analysis
o Ex. Establish performance standards, identify criteria for selection of employees,
determine training needs, design performance appraisal, and compensation
systems, eliminate discrimination, redesign a job
o Objectives – which jobs to be analyzed in what sequence
o Jobs critical to success of organization, difficult to learn or perform, continuously
hires new employees, preclude minorities
• Step 2: Become familiar with the organization and its jobs
o Be aware of organizational objectives, strategies, structure, culture, and
information about the industry
• Step 3: Determine the sources of job data
o Ask incumbent, previous records, existing job description, process specifications,
machinery design blueprints, maintenance manuals, supervisors, internet,
professional publications, outside experts
Document Summary
Chapter 2 review: identifying human resource plans and performance. Requirements: determining performance criteria a first step in staffing, criterion an evaluative standard to measure an employee"s performance, attitude or both, ex. Identify performance criteria for departments and individual employees relative to larger organizational goals and linking them to organizational strategies: 2. Job analysis systematically collecting, analyzing, and interpreting job information, used for describing job, hiring, setting performance standards: task analysis analyzing tasks that constitute a job and looking for interdependencies and overlaps, steps in job analysis, 1. Determine the sources of job data: 4. Design an instrument for collecting data: 5. Use job analysis info to make hr decisions: step 1: identify the objectives of job analysis, ex. Incidents are classified: safety, quality, control: gives job related feedback, reduce recency bias, specific, difficulty in getting supervisors to record incidents as they occur.
