Abstract: objectives. Data collection technique used in the

Abstract:

The discussion on job
analysis and performance evaluation public sector of Pakistan. The focuses on
the role of job analysis and performance evaluation. The research attempt to
explore whether are not strategic fit between organizational objectives. Data collection
technique 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 of
globalization, Human Resource Management (HRM) is facing tough challenges in
order to survive. Due to boundary less organizations, rapid changes in
technological features  and  consistent  influence 
of external  environment,  challenges  for  HRM  are getting  complex.  So,  it
is necessary to understand this phenomenon and to have a motivated HR force for
the 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 is
vital to discuss both components.

Management  of  any 
organization  works  for  two  purposes; 
one  is  to 
achieve  the  goals 
of organizations  and second is to
achieve the goals of its employees. In the era of globalization, Human Resource
Management (HRM) is facing tough challenges in order to survive. Due to
boundary less organizations, rapid changes in technological features  and  consistent
 influence  of external  environment,  challenges  for  HRM  are getting  complex.  So,  it
is necessary to understand this phenomenon and to have a motivated HR force for
the 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 is vital to discuss both components. Management of any organization works
for two purposes; one is to achieve the goals of organizations and second is to
achieve the goals of its employees. In the era of globalization, Human Resource
Management (HRM) is facing tough challenges in order to survive. Due to
boundary less organizations, rapid changes in technological features and
consistent influence of external environment, challenges for HRM are getting
complex. So, it is necessary to understand this phenomenon and to have a
motivated HR force for the 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 is vital to discuss both components.

 

Job Analysis:

JA plays a vital role in Human
Resource Management, and such as Selection, Training and Development,
Compensation and Performance Management.

JA provides a clear guideline in
terms of Job duties and responsibilities, appropriate pay scale depending upon
candidate skills and qualifications/experience, interview queries, and
orientation content for fresh blood.

JA can also be used in determining
Training Need Assessment (TNA) as it may help in designing training content and
selecting training methods to apply for different training activities and in
identifying individual training needs.

 

Performance Evaluation:

HR has a deep impact not only on
managing the performance of organizations but also of the employees working in
the firms. For that purpose, not only attractive packages are offered by the HR
department to boost the morale and performance of employees but a conducive
environment can play a vital role in fulfilling this purpose.

Today, HR is also focusing upon
employee engagement by introducing Management by Objectives (MBO) mechanisms
and through participative decision making techniques at top level in order to
give employees a sense of ownership, which ultimately contributes to an
increase in overall organizational performance.

 

Objectives of Study:

•        
To
explore Job Analysis and Performance Management systems in the Pakistan Army.

•        
To
find out the level of Integration between Job Analysis and Performance
Management at Pakistan Army.

•        
To
investigate whether implementation of Human Resource Management systems (JA
& PM) in the Pakistan Army onto other Public Sector Institutions can
contribute to their improvement.

 

Literature Review

This study entails two concepts i.e.
Job Analysis and Performance Management. Job analysis is a process which
primarily results in two documents, Job Description and Job Specification.
According to Harvey (1991). Singh (2009) According to him, the Job Analysis had
different outlooks and methodology because of different job requirements. Job
Analysis is an important factor in designing performance appraisal tools i.e.
it guides in development of different tools for different types of jobs. It
involves an organized set of activities for drafting out duties of an
individual employee. Moreover, it also assists in identification of Knowledge,
Skills and Abilities (KSA) required in performing a job.

Before moving onto a component of JA
i.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 are
usually similar across different organizations is called a Job.

The main aim of a JD is to define
the scope of job responsibility (Swanson, 1994). It is an official document
that elaborates key duties and responsibilities of an individuals on a Job.

JD can be used at the time of
Performance Appraisal as Key Performance Indicators (KPI’s).

 

Ali and Aroosiya (2010) in their study discuss
relationship between Employee Performance and Job Design, investigating aspects
of job design that added to desired performance of school teachers. They
concluded that a substantial direct relationship between organized use of JA
and Employee Performance existed. More interestingly, the relationship of
employee performance is associated with the extent of the involvement of HRM
strategies i.e. how much Job Description is integrated with other functions
(such as performance). Ali and Aroosiya used Oldham and Jackman JCM model (Job
Characteristic Model) and asserted that all five dimensions (Task Significance,
Skill Variety, Autonomy, Task Identity and Feed Back) should be used for designing
jobs. Siddique (2004) while studying 148 companies in United Arab Emirates
investigated the relation between Job Analysis and Organizational Performance.
In this quantitative study, he concluded that a proactive Job Analysis process
has a strong positive impact on Organizational Performance in terms of
maintaining Human Resource Information System and Competency based
Characteristics.

Author: