Abstract: objectives. Data collection technique used in the

Topic: ArtDesign
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Last updated: May 31, 2019

Abstract:The discussion on jobanalysis and performance evaluation public sector of Pakistan. The focuses onthe role of job analysis and performance evaluation. The research attempt toexplore whether are not strategic fit between organizational objectives. Data collectiontechnique used in the face to face semi structured interview of different ranks.Keyword: job analysis,performance evaluation, public sector organization.

Introduction:Second is to achieve the goals of its employees. In the era ofglobalization, Human Resource Management (HRM) is facing tough challenges inorder to survive. Due to boundary less organizations, rapid changes intechnological features  and  consistent  influence of external  environment,  challenges  for  HRM  are getting  complex.  So,  itis necessary to understand this phenomenon and to have a motivated HR force forthe existence of organizations. Performance  Management  (PM) and Job  Analysis  (JA)  are the  core  functions of HRM  which  are applied  in almost every organization, therefore it isvital to discuss both components. Management  of  any organization  works  for  two  purposes; one  is  to achieve  the  goals of organizations  and second is toachieve the goals of its employees.

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In the era of globalization, Human ResourceManagement (HRM) is facing tough challenges in order to survive. Due toboundary less organizations, rapid changes in technological features  and  consistent influence  of external  environment,  challenges  for  HRM  are getting  complex.  So,  itis necessary to understand this phenomenon and to have a motivated HR force forthe existence of organizations. Performance  Management  (PM) and Job  Analysis  (JA)  are the  core  functions of HRM  which  are applied  in almost everyorganization, therefore it is vital to discuss both components. Management of any organization worksfor two purposes; one is to achieve the goals of organizations and second is toachieve the goals of its employees. In the era of globalization, Human ResourceManagement (HRM) is facing tough challenges in order to survive.

Due toboundary less organizations, rapid changes in technological features andconsistent influence of external environment, challenges for HRM are gettingcomplex. So, it is necessary to understand this phenomenon and to have amotivated HR force for the existence of organizations. Performance Management(PM) and Job Analysis (JA) are the core functions of HRM which are applied inalmost every organization; therefore it is vital to discuss both components.  Job Analysis:JA plays a vital role in HumanResource Management, and such as Selection, Training and Development,Compensation and Performance Management. JA provides a clear guideline interms of Job duties and responsibilities, appropriate pay scale depending uponcandidate skills and qualifications/experience, interview queries, andorientation content for fresh blood. JA can also be used in determiningTraining Need Assessment (TNA) as it may help in designing training content andselecting training methods to apply for different training activities and inidentifying individual training needs.

 Performance Evaluation:HR has a deep impact not only onmanaging the performance of organizations but also of the employees working inthe firms. For that purpose, not only attractive packages are offered by the HRdepartment to boost the morale and performance of employees but a conduciveenvironment can play a vital role in fulfilling this purpose. Today, HR is also focusing uponemployee engagement by introducing Management by Objectives (MBO) mechanismsand through participative decision making techniques at top level in order togive employees a sense of ownership, which ultimately contributes to anincrease in overall organizational performance.  Objectives of Study:•        Toexplore Job Analysis and Performance Management systems in the Pakistan Army. •        Tofind out the level of Integration between Job Analysis and PerformanceManagement at Pakistan Army. •        Toinvestigate whether implementation of Human Resource Management systems (JA& PM) in the Pakistan Army onto other Public Sector Institutions cancontribute to their improvement. Literature Review This study entails two concepts i.e.

Job Analysis and Performance Management. Job analysis is a process whichprimarily results in two documents, Job Description and Job Specification.According to Harvey (1991). Singh (2009) According to him, the Job Analysis haddifferent outlooks and methodology because of different job requirements. JobAnalysis is an important factor in designing performance appraisal tools i.

e.it guides in development of different tools for different types of jobs. Itinvolves an organized set of activities for drafting out duties of anindividual employee. Moreover, it also assists in identification of Knowledge,Skills and Abilities (KSA) required in performing a job.

Before moving onto a component of JAi.e. Job Description (JD), it is important to know what does a Job itself is.According to Whetzel & Wheaton (1997), a pool of different tasks that areusually similar across different organizations is called a Job. The main aim of a JD is to definethe scope of job responsibility (Swanson, 1994). It is an official documentthat elaborates key duties and responsibilities of an individuals on a Job. JD can be used at the time ofPerformance Appraisal as Key Performance Indicators (KPI’s).

 Ali and Aroosiya (2010) in their study discussrelationship between Employee Performance and Job Design, investigating aspectsof job design that added to desired performance of school teachers. Theyconcluded that a substantial direct relationship between organized use of JAand Employee Performance existed. More interestingly, the relationship ofemployee performance is associated with the extent of the involvement of HRMstrategies i.e. how much Job Description is integrated with other functions(such as performance).

Ali and Aroosiya used Oldham and Jackman JCM model (JobCharacteristic Model) and asserted that all five dimensions (Task Significance,Skill Variety, Autonomy, Task Identity and Feed Back) should be used for designingjobs. Siddique (2004) while studying 148 companies in United Arab Emiratesinvestigated the relation between Job Analysis and Organizational Performance.In this quantitative study, he concluded that a proactive Job Analysis processhas a strong positive impact on Organizational Performance in terms ofmaintaining Human Resource Information System and Competency basedCharacteristics.

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