HRMT19012 Performance Management: Job Analysis and Ethical Behaviour

This essay provides a comprehensive analysis of job analysis and its importance in organizational performance. It explores the crucial role of job analysis in recruitment, performance analysis, training, compensation management, and job design. The essay also discusses how a focus on results can sometimes encourage unethical behavior within organizations, highlighting the importance of ethical considerations in performance management. Furthermore, it examines the link between employee development and organizational outcomes, emphasizing the need for a strong bond between employees and the organization for mutual growth and success. The essay concludes that effective job analysis and employee development are essential for achieving organizational goals and maintaining a positive working environment. Desklib offers a wealth of resources, including solved assignments and past papers, to support students in their academic endeavors.

PERFORMANCE MANAGEMENT
JOB ANALYSIS
Contents
1. INTRODUCTION...................................................................................................................................3

PERFORMANCE MANAGEMENT
2. IMPORTANCE OF JOB ANALYSIS OF AN ORGANIZATION-....................................................................3
3. MEASURING RESULTS AND BEHAVIORS..............................................................................................5
4. EMPLOYEE DEVELOPMENT..................................................................................................................7
5. CONCLUSION.......................................................................................................................................8
Bibliography................................................................................................................................................9

PERFORMANCE MANAGEMENT
1. INTRODUCTION
Job analysis is an important part for any of the organization. It is
basically a first step towards a company startup or a clear vision will help to
growth of both employee as well as the organization. Job analysis consists
of many important points like bonding of an employee with the organization,
working culture, behavior should be ethical and no unethical behavior will
be their from either sides that is of employee or the organization. Job
analysis is choosing the right employee for the right job in a right manner
but at the same time with some relevant experience and education itself.
Employee is an important part which makes an organization superior than
other organizations. Good staff or people are the backbone of the company
which provides working culture and motivational behavior. (Blogspot, 2012)
2. IMPORTANCE OF JOB ANALYSIS OF AN ORGANIZATION-
Job analysis is an important and crucial part for any of the
organization as, it is basically a base building project which an organization
has to do before starting their job profile recruitments for their vacant posts
or positions. Job analysis basically consists of job duties and
responsibilities every individual has to perform best to best with his
responsibilities of that particular job or position. The best analysis for that
specific job has to be done so that we can make the best out of it like job
interviews, answers to the questionnaires an organization has setup that for
the candidates. Job analysis has an important role at every step like at the
time of recruitment and selection of the candidate, job profile and duties
assigning to a candidate, compensation and salary part and most important
the training and development session. It will helps to increase the individual
as well as company’s growth and productivity. (Mayhew, 1995)
Job analysis includes basic five steps or it is a mixture of these five steps
without no job analysis can be done for any of the organization.
 Selection and recruitment process job analysis helps to find out the
exact candidate that is most suitable for the particular job profile
according to his/her educational qualifications, experience in that

PERFORMANCE MANAGEMENT
particular field and the personal skills that may help throughout the
job to increase personal and organization’s productivity and business.
 Performance analysis-: It helps to analyze the productivity and the
performance of the particular candidate in his job or the work
assigned to him. It also evaluate and calculate the performance
according to which an employee can get better rewards and benefits,
only on the criteria of overall great performance in a competition era.
 Training and development session is also very important as it helps to
verify and calculate the training needed to the employees and what
difficulties they can ignore or fight with that problems very easily. It is
basically for actual output of an employee they have to perform in the
market competition to prove themselves upto the mark and better
than others. (Falermo Jr delos Reyes, 2013)
 Management of a compensation helps to compensate and calculate
the exact salaries, perks, benefits or the incentives providing in a
particular package for a particular job. After all, the package depends
upon the position, job title, job responsibilities and duties for that
particular job. A good package or according to the education and
knowledge if the perks or salary is up to the mark then definitely
employee will work with more motivation and involvement. An
organization should make him/her feel like working in a family or he
should feel like growing together then definitely it will help to get the
maximum output for the organization itself. This all helps HR
managers to decide the value or worth of an employee for that
particular job. (gammon)
 Job designing and evaluation is also a major concern for completing
job analysis as it helps to motivate the employees as well as balance
the job responsibilities and duties or job work. If an employee is fully
motivated with his job then definitely he/she will give the best efforts
to fulfill their job responsibilities. Employee will be more loyal and
honest with his/her job. Job should be design in such manner that an
employee feel it easier and simpler and definitely if an employee feels
that organization is also supporting for the job work then surely it will
also helps to achieve the targets and increase the business and

PERFORMANCE MANAGEMENT
productivity for both individual as well as for the organization. (SHMA,
2013)
3. MEASURING RESULTS AND BEHAVIORS
Sometime results encourage unethical behavior in the organization.
There are several reasons for this unethical behavior as it always depends
upon the work load and time limitations. Suppose if there is all people doing
good in the organization and suddenly in some next work or job profile an
employee is asked to perform his job work in some limited time or the work
load is really unrealistic then definitely he/she will use some shortcuts to
perform or complete that task. If an employee will use shortcuts or some
other unethical ways to complete that task then surely there are chances of
mistakes or disruption in that particular task assigned to him. (boes, 2015)
There are several more reasons like upper management is sometimes lying
to their bottom management that you will get these type of rewards or perks
to perform this which is really unethical and an employee is acting fast to
complete that particular task either right or wrong because employee is
looking for the rewards and he/she don’t have to think about that task either
it is up to the mark or not. Upper management sometimes put a huge
pressure on an employee to complete the task, in that case definitely an
employee had two choices either he/she should left the job or have to
complete it by hook or crook either its right or wrong. This is basically
leading to an unethical behavior which is always supported by the
organization. It is also true that sometimes employee is also taking it for
granted by coming late to office from their scheduled time or performing
their job in a non systematic manner. Unethical behavior is generally
started by the company because if an organization is strict in their rules and
regulations and they should not compromise with the quality of course then
no employee can take it for granted. (Schwartz, 2015)

PERFORMANCE MANAGEMENT
Basically there are three competencies in an ideal job analysis of an
organization which shows clearly the indicator behavior and critical
incidents which helps to measure the competency of each employee.
Further, we can show it through the BARS ( Behaviorally anchored Rating
Scale) (Volkema, 2017)
Poor performance If the communication is not clear or the communication is
weak then definitely the performance will be poor. If there is
no direction then again there are chances of mistakes or the
work will be more effective.
The upper management or the hr manager has some
difficulty to convey the training or message or the direction in
which the work should be done is unclear. The vision is not
clear and thus the target can’t be achieved as target is
unknown or not displayed well.
Average Communication is very crystal clear and easy to understand
but there is some lack of training like on the job training or
Performance practical training in the job which will help to be more confident
About the job.
The hr manager displays high and well equipped
Communication through which it will be easy to perform the
Job
High performance The upper manager shows the best use of commun ication
Method and motivate others to perform in the best manner in
an organization itself for individual as well as organization’s
growth.
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2
3
4
5

PERFORMANCE MANAGEMENT
4. EMPLOYEE DEVELOPMENT—
Employee development and organizational outcome has a
strong link between itself as they both are dependent on each other.
First of all employee development is very much important for an
organization to survive. If an employee is a good learner and had
received a great training then definitely he will become an asset to
the company. He/she can perform his/her job or tasks in an ethical
manner. Organization has to support their employees while handling
any projects or tasks assigned to them. Organizational outcome can
be positive only if the employees and an organization both working
together or for a common task that is profits or productivity increment
for the organization and for the individual career itself. Employee
development is like training an employee to perform his/her tasks in
an ethical manner so that it is profitable for both employee and for the
organization. Organization is always seeking such employees who
can make an organization profitable by performing their job and
responsibilities in such a manner that organization would seek them
as an asset for the company. It will help to increase the productivity
for individual as well as for the organization. (jacobs, 2003) On, the
other hand link between the employee development and the
organizational outcome can be negative also as sometimes an
organization is thinking that an employee is working for his own
betterment or increments and perks, then definitely there will be no
strong bond between the employee and the organization which
results to poor performance of an employee or if an employee is
working good then again company will not pay the actual perks or
advantages to him/her. For better results and strong bond/ link
between the employee and the organization both have to support and
work together for the productivity and business of the organization by
looking after each other as a family group. An employee is always
profitable for the company if he has some quality support from the
company like efficient training, knowledgeable data and clear vision
to perform his/her targets. Thus, employee development is very much

PERFORMANCE MANAGEMENT
essential for an organization to grow very fast and profitable.
(Anlensinya, 2014)
5. CONCLUSION
Conclusion for this essay is very simple as we came to know about
the good relationship between an employee and the organization. It
depends upon both to make a strong bond between them. Organization
helps to make a superior choice by choosing right employee for the right
job and an employee helps to increase the productivity of himself as well
as the organization to set new standards or targets for the company.
(UKessay, 2015)
Bibliography

PERFORMANCE MANAGEMENT
Anlensinya, A. (2014). Employee development. The Effect Of Employee Development On
Performance Of Public Sector Organisations .
Blogspot. (2012). Introduction. Introduction to job analysis method.
boes, A. (2015). Measuring results and behaviors. Factors Influencing the Unethical
Behavior of business people.
Falermo Jr delos Reyes. (2013). Importance of job analysis of an organization. Explain
the importance of job analysis?.
gammon, A. (n.d.). Importance of job analysis of an organization. Is a job analysis really
important ?.
jacobs, R. L. (2003). Employee development. Employee Development and Organizational
Performance.
Mayhew, R. (1995). Importance of job analysis of an organiztion. The importance of job
analysis.
Schwartz, A. (2015). Measuring results and behaviors. The 5 most common unethical
behaviors in the workplace .
SHMA. (2013). Explain the importance of job analysis? Importance or uses or benefits of
job analysis.
UKessay. (2015). Conclusion. Job Analysis Is A Important Function Of HR Commerce
Essay .
Volkema, R. J. (2017). Measuring results and behaviors. Ethical Decision-Making: The
Role of Self-Monitoring, Future .