University Performance Measurement Practical Assignment #1, BUS 361

This assignment solution addresses a performance measurement scenario for a counseling position. It begins by identifying job analysis as the best procedure for analyzing the duties and nature of the job, focusing on recruitment, selection, training, and compensation. The solution then explores the importance of a job repository for storing metadata related to job execution, highlighting its benefits like enhanced access, better security, and streamlined management. The assignment considers counterproductive work behavior (CWB) as a key job performance dimension and discusses its impact on productivity and potential mitigation strategies. It also analyzes whether a job-specific model would be useful in this case and determines the appropriateness of using objective measures, particularly in a small firm setting, while acknowledging the limitations of such measures in certain scenarios. Finally, the solution examines various performance objectives, including poor attendance, employee theft, interpersonal issues, and cyberloafing, and their implications on performance measurement.

Running head: PERFORMANCE MEASUREMENT
PERFORMANCE MEASUREMENT
Name of the Student
Name of the University
Author Note:

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Table of Contents
Answer to Question 1..........................................................................................................2
Answer to Question 2..........................................................................................................3
Answer to Question 3..........................................................................................................3
Answer to Question 4..........................................................................................................4
Answer to Question 5..........................................................................................................5
References............................................................................................................................7

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Answer to Question 1
In the case study, the manager of the firm is looking for consulting advice for measuring
the performance with respect to counselling position. The firm aims to provide clinical
counselling to both children and adults required for recovering from different life experiences.
Job analysis stands out to be best procedure which help in analyzing both duties and nature of
job (McDavid, Huse & Hawthorn, 2018). It focus on kind of people who should be hired for their
respective goal. It is all about collecting operation and responsibilities of particular job. All the
collected information is completely analyzed and facts regarding it. This merely focus on the
nature of working job condition and qualities in employee. The main task of job analysis in a
firm is all about analysis of the provided jobs.
This gives all the writing description and job details which are needed for recruitment and
selection, training, appraisal and lastly compensation. This stand out to be best process required
for studying, collecting and examining all the required detail information with respect to
components (Smith & Bititci, 2017). It is the best method for collecting and analyzing data with
respect to job. Job analysis merely focus on major aspect of five major activities like
 Review of job responsibilities of present employees
 Carrying out internet research and going through job description in both online and
offline mode.
 There is need for carrying out work duties, responsibilities and task which is completely
accomplished by position filling.
 It focus on complete research and sharing with firm who have much similar job.

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 It is all about the articulation of some vital outcomes or contribution needed for that
particular position.
Answer to Question 2
Job repository aims in offering persistence mechanism required for all the meta-data with
respect to execution of Job. It can be stated as the location where all the job files of user are
stored. It is by default defined as the cluster level and job files for different application. All these
things are located just under single directory (Taheri et al., 2019). Job repository at Canadian
National Occupational Classification is very much important for construction of job performance
like
Enhancing Access: It will allow the employee have access to require information at any
time needed (Nollet, Beaulieu & Fabbe-Costes, 2017). Various technologies like cloud, mobile
and mobile access technology have completely removed the boundaries of office.
Better Security: Information management software helps in assuring that only required
information is accessed to those people who have the permission for reading or editing
information.
Streamline of management: By making use of digital information, this organization can
streamline the approval processes and processing of the document (Maestrini et al., 2017). This
provides a complete way for managing the retention of schedules for business regulation.
Greater Visibility: Better access to information and tools are required for the streamline
of the given processes (Robinson & Sensoy, 2016). This will ultimately help in increasing the

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overall productivity. Reducing some of tedious task and time need for information ultimately
result in much more strategic task.
Answer to Question 3
I would like consider Counterproductive work behavior as the job performance
dimension. Counterproductive work behavior can be abbreviated as CWB, which focus on
employee behavior underlying both goal and interest of business. CWB comes up in many forms
like fraud, sexual harassment, aggression in workplace and theft (Maestrini et al., 2018). This
kind of behavior does not only impact of work produced but also the productivity of other
employees. This organization cannot be eliminated by counterproductive behavior. It can be
reduced by monitoring workers and developing some strict protocols for handling issue. There is
need for developing some positive reinforcement in order to encourage helpful behaviors like
cooperation and high attendance (Asiaei, Jusoh & Bontis, 2018). This particular job performance
dimension needs to be taken into account otherwise it will lead to some serious concern in the
organization like
 Poor attendance
 Theft of employee
 Cyber-loafing
 Issues related to interpersonal.
Considering “task performance”, there are list of limitation which needs to be considered.
In this case study, small organization counsellors may look into a variety of tasks which lie just
outside the normal job description (Asiaei, Jusoh & Bontis, 2018). It is inclusive of promoting
both brand and mission of organization. This merely includes proper planning and development

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of fund raising activities. As there is small group of limited resources, staff needs to be depend in
order to have the tight timeline. The firm comes up with limited number of human resource
personnel which does not have any current information.
Answer to Question 4
No, it would not be useful to make use of job-specific model in this case as this
organization works with many community partners. Operation of this small firm stand out be
quite different from other firm. The main focus of the firm is all about providing education to
audience regarding the trauma. It merely focus on the concept how it can influence the thinking
behavior of people (Nollet, Beaulieu & Fabbe-Costes, 2017). In few cases, the counsellors aim to
receive a notice of one or two day prior to community education. The provided education will
help the situation to come up from various backgrounds. The firm is also being called for
answering question from media. Counsellor may asked this very morning if they can speak to
national news outlet by making use of few hour of notice.
The organization aims in providing group counselling and education programs to
community. Counsellors even work together for creating treatment to group which focus on
some particular issues (Muda et al., 2018). Counsellors are even working with population and
even hear a lot regarding sensitive information. Counsellor need to provide proper mentorship
and advice which will help in assigning right case to student.
Answer to Question 5
In this case, objective measure will be used for measuring the large performance
measurement process. Both subjective and objective measure comes up with its own strength and

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weakness. Objective measurement is all about data interpretation where an employee will be late
around five-time (Benos et al., 2018). He or she needs to meet the widget per-hour target, but he
or she failed to achieve that. Employer makes use of objective measures for employee who has
repetitive entry-level job.
Objective measure will work best in this situation as this firm is small, and employee can
be easily accessed in direct way. Performance of each employee stand out to be meaningful in
comparison to others. It is inappropriate to provide part-time and full-time employees with same
scope on monthly basis (Smith & Bititci, 2017). Objective measures completely fails when the
supervisor mix complex processes into a single one. It does have much meaning in real world.
The point should be noted that attorneys need to measure the quantity of legal briefs file on each
and every month.
This particular dimension can measured on the following four objectives like
Poor Attendance: Absenteeism of employee tend to have amount of negative effect
which is inclusive of wages loss and benefits to workers (Taheri et al., 2019). Manager may lose
his or her time in handling issues which rises as a result of missing employees.
Theft of Employee: Theft of employee completely describes a wide range of illegal
behaviors (Maestrini et al., 2018). A firm lacking some of the security protocols for discouraging
theft of employee due to financial damage.
Interpersonal Issues: An organization may suffer a list of interpersonal issues which is
inclusive of favoritism of employee and backstabbing (Maestrini et al., 2017). It merely increases
negativity, spreading rumor and low morale.

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Cyber loafing: This firm needs to take certain steps as a result of decrease number of
phone calls. It is all about distracting employee’s right from their work (Robinson & Sensoy,
2016). This organization needs to focus on cyber loafing which is an activity of checking
personal mail accounts of employees.

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References
Asiaei, K., Jusoh, R., & Bontis, N. (2018). Intellectual capital and performance measurement
systems in Iran. Journal of Intellectual Capital.
Benos, T., Kalogeras, N., Wetzels, M., De Ruyter, K., & Pennings, J. M. (2018). Harnessing a
‘currency matrix’for performance measurement in cooperatives: A multi-phased
study. Sustainability, 10(12), 4536.
Maestrini, V., Luzzini, D., Maccarrone, P., & Caniato, F. (2017). Supply chain performance
measurement systems: A systematic review and research agenda. International Journal
of Production Economics, 183, 299-315.
Maestrini, V., Martinez, V., Neely, A., Luzzini, D., Caniato, F., & Maccarrone, P. (2018). The
relationship regulator: a buyer-supplier collaborative performance measurement
system. International Journal of Operations & Production Management.
McDavid, J. C., Huse, I., & Hawthorn, L. R. (2018). Program evaluation and performance
measurement: An introduction to practice. Sage Publications.
Muda, I., Roosmawati, F., Siregar, H. S., Manurung, H., & Banuas, T. (2018, January).
Performance Measurement Analysis of Palm Cooperative Cooperation with Using
Balanced Scorecard. In IOP Conference Series: Materials Science and Engineering (Vol.
288, No. 1, p. 012081). IOP Publishing.
Nollet, J., Beaulieu, M., & Fabbe-Costes, N. (2017). The impact of performance measurement on
purchasing group dynamics: The Canadian experience. Journal of Purchasing and
Supply Management, 23(1), 17-27.

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Robinson, D. T., & Sensoy, B. A. (2016). Cyclicality, performance measurement, and cash flow
liquidity in private equity. Journal of Financial Economics, 122(3), 521-543.
Smith, M., & Bititci, U. S. (2017). Interplay between performance measurement and
management, employee engagement and performance. International Journal of
Operations & Production Management.
Taheri, B., Bititci, U., Gannon, M. J., & Cordina, R. (2019). Investigating the influence of
performance measurement on learning, entrepreneurial orientation and performance in
turbulent markets. International Journal of Contemporary Hospitality Management.