Winter 2020 BUS 361 Performance Measurement Practical Assignment

This document presents a comprehensive analysis of performance measurement concepts, as applied in a BUS 361 assignment. The assignment explores key principles including job analysis, the distinction between performance appraisal and performance management, and the behavioral versus results-oriented approaches to evaluating performance. It delves into the importance of defining performance and measuring it effectively, including the use of accountabilities, setting objectives, and establishing performance standards. The assignment also examines different methods for collecting performance data, the role of competencies and indicators, and the design of performance appraisal forms. Furthermore, the document provides a detailed case study of a mental health counsellor's job, discussing the challenges of assessing performance in a dynamic environment and the suitability of subjective versus objective measures. The student also analyzes the impact of limited resources and the importance of aligning performance with organizational goals. The assignment demonstrates a strong understanding of the theoretical concepts and their practical application in a real-world setting. The assignment also explores the role of the NOC for defining job performance.

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

1
PERFORMANCE MEASUREMENT
Table of Contents
Answer 1:...................................................................................................................................2
Answer 2:...................................................................................................................................2
Answer 3:...................................................................................................................................3
Answer 4....................................................................................................................................4
Answer 5:...................................................................................................................................4
References:.................................................................................................................................6

2
PERFORMANCE MEASUREMENT
Answer 1:
Job analysis is a tool that is incorporated in order to use or rely on the dynamics of
determining performance. The tool includes the process of understanding about a particular
job through the involvement of various task and the skills and knowledge. These are required
to perform the job provided with responsibilities and excelled abilities, assuring to deliver a
satisfactory and successful performance in the job. Following it, information is collected and
are further approached on the basis of one’s needs and requirements matched with the
objectives of organization (Semmer & Zapf, 2017). The analysis proceeds through various
steps that include observation method, interview method, daily method, technical conference
method, functional job analysis, questionnaire method, job inventories and job performance
method. Through these methods, the performance of the job is determined. But to determine
someone performance, one should focus on the behavioural patterns and aspects and not on
the outcomes provided from the analysis. This is because a person can be understood through
his zealous and will towards a particular job role. This enthusiasm and interest would make
the person perform best. Traditionally, the analysis on performance was made on the basis of
behaviour and action rather than focusing on the outcomes because behaviour is the key
factor that drives out the favourable outcomes. Therefore, Job analysis is not always a
preferable process in case of understanding one’s performance.
Answer 2:
Job repository like Canada’s National Occupance Classification (NOC) often proves
to hold a useful constructing defining Job performance. The NOC facilitates a standardized
language in the course of describing the job role performed by an individual. It provides a
structured framework that defines the job protocols and responsibilities, along with managing
the informative databases. It further analyzes the market trends of the job provided with the

3
PERFORMANCE MEASUREMENT
extraction process of well informative practical career plans. Using such a structure, the
construction of any job performance can be defined with proper information. It aids in
understanding the favourable characteristics traits with respect to the organization. Thereby,
following it, the behavioural traits of the performer can be recognized (Reavie, 2015). It
determines the standards of performance along with identifying the accountabilities and
objectives. In the course of measuring behaviours, the NOC helps in identifying
competencies, indicators and systems. Depending on these factors, the results and outcomes
are understood provided with all the dimensions and factors in check. The objectives are
majorly based on the prioritizations based on the significance of specifications and clarity of
the job responsibilities. In addition, the achievable factors and the communication are kept in
check provided with flexibility in an organization.
Answer 3:
I would assess the standalone job of a mental health counsellor. The counselling
would be assessed on a weekly basis with major caseloads and as per the estimations and
calculations, the cases at times might exceed to 40 clients in a week. The range of the client
variations is diverse that includes affluent and poor, young and old, uneducated and educated,
supportive as well as unsupportive families, clients with one or more than one mental health
issues.
In such dynamic variations of the client base, there might be a limitation on the task
performance as the amount of client would appear to be over loaded for an individual.
Following it, the treatments are assessed often in group coordinating with one another
provided with the responsibilities depending on the task distributed. In addition, clinics of a
small organization, often face scarcity of resources (Semmer & Zapf, 2017). Following it,
counsellors may help out selflessly with different kinds of task by stepping outside their job

4
PERFORMANCE MEASUREMENT
role but at some point, the staffs become dependent on others in order to qualify and achieve
the stringent timelines and therefore further they are able to continue providing good services
to their clients. There are cases in which the organization remains less informative regarding
current job due to its limited human resource. In such cases, counsellors are recognized to be
the one who would help to facilitate the lagging traits of the organizational resource.
Therefore, is such cases, the counsellors often have to define new aspects out of their job
role.
Answer 4:
With respect to the problems related to mental health issues, the history and resources
of seeking and providing counselling have got various levels provided with crisis and variant
nature of the trauma. In order to handle the number of clients and maintaining a consistent
quality, it is useful to use or embrace the variant organization qualities and modes to facilitate
the health services to less privileged people and in the regions of rural settlements (Stewart &
Marshall, 2016). The small group of an organization often face limitations in their resources,
due to which staffs remain dependent on others provided with a certain industrial model or
the job-specific models in order to achieve the tight timelines and good services to clients.
Such organizations also face limited human resources and thereby these group face weakness
in workforce facilitation.
Answer 5:
In the job of counselling subjective measures are preferable as the quantity can be
regulated by the team’s coordinated performance. Through subjective measures, the process
of counselling can be assessed with the help of community partners, for example, doctors,
police, public schools in order to provide awareness and education about the mental trauma
and disorders (Stewart & Marshall, 2016). Through these measures, the motive of counselling

5
PERFORMANCE MEASUREMENT
can be influenced and can change or improve people’s thinking and behavioral
improvements. There are certain cases in which the counsellors receive a day or two’s notice
before they approach to provide education in the community (Reavie, 2015). The facilitation
of education would be provided to a local group of Regina as well as a rural group in which
the services are provided less in comparison to other groups or regions. The people from
these regions belong to a very different educational background. To identify the role of
counselling, the organization of mental health services would require to call upon the media
in order to answer the questions and provide clarifications and deep understanding of several
problems.

6
PERFORMANCE MEASUREMENT
References:
Bedi, R. P., Sinacore, A., & Christiani, K. D. (2016). Counselling psychology in
Canada. Counselling Psychology Quarterly, 29(2), 150-162.
Hunter, J. E. (1986). Cognitive ability, cognitive aptitudes, job knowledge, and job
performance. Journal of vocational behavior, 29(3), 340-362.
Kahlon, B. S. (2014). Finding Jobs for People, and People for Jobs: Building a Labour
Market Information System to Facilitate Job Matching.
Reavie, M. (2015). ESTABLISHING BEST PRACTICE IN SCHOOL COUNSELLING
VIA COLLABORATIVE LEADERSHIP IN THE COUNSELLOR–SCHOOL
ADMINISTRATOR DYAD. Canadian Journal of Educational Administration and
Policy, (174).
Semmer, N., & Zapf, D. (2017). Validity of various methods of measurement in job analysis.
In Recent developments in job analysis (pp. 67-78). Routledge.
Stewart, S. L., & Marshall, A. (2016). Counselling Indigenous peoples in Canada.
In Indigenous Cultures and Mental Health Counselling (pp. 103-119). Routledge.