Understanding and Measuring Job Performance

• Job performance is what people do at work
• Employee behavior should add value to the organization
• The outcomes of employee behavior is rarely measured

Types of Performance

• Task Performance involves actions that transform raw materials into goods/services
• Task Performance includes activities found in job descriptions, like selling, drilling, or teaching
• Contextual Performance supports the social and psychological climate of the workplace, contributing to overall effectiveness
• Contextual Performance includes things like cooperating with teammates, diffusing conflicts, or cleaning up conference rooms

Measuring Job Performance

• Decisions to retain, promote, or fire people is needed in organizations
• Traditionally, patronage and nepotism determined promotion/firing decisions.
• Many industries systematically assess worker performance to increase productivity and profits

Three Major Classes of Worker Productivity Measures

• Production counts measure what a worker produces on the job
• A higher production count leads assumption of a better worker.
• Examples of production counts include:
• Lawyers: Number of billable hours in a month
• Factory worker: Number of parts assembled in a day
• Clerical worker: Number of keystrokes made in a day
• It is not clear how some job titles should be measured in terms of production counts, especially management jobs
• Personnel data uses information from the employee's personnel file
• Examples of personnel data include:
• Training session attendance and performance
• Outside education sought
• Suggestions to improve productivity made
• Number of complaints made against
• Number of work-related accidents
• Judgmental Methods involve a manager or appraiser comparing employees, rating individuals on traits or behaviors

4 Widely Used Judgemental Method Approaches

• Graphic rating scales
• Ranking
• Paired comparison
• Forced distribution

Campbell's (1990) Eight-Factor Model

• Job performance is a multidimensional construct of behaviors
• The eight factors are:
• Task-Specific Behaviors: Core job tasks
• Non-Task Specific Behaviors: General tasks (e.g., training others)
• Written & Oral Communication: Quality of communication
• Demonstrating Effort: Daily and extraordinary commitments
• Personal Discipline: Lawful conduct and professionalism
• Helping Colleagues: Collaboration and mentorship
• Supervisory Skills: Rewarding and disciplining
• Managerial Tasks: Goal setting and resource management

Criteria for Employee Evaluations

• Employee evaluations are a tool used by businesses to conduct appraisals
• Effective employee evaluation = supporting evidence for promotions and pay increases
• Key evaluation criteria:
• Quality of Work: Excellence over time
• Quantity of Work: Output consistency and value
• Job Knowledge: Understanding policies, procedures, and skills
• Supervision: Independence and planning effectiveness
• Attitude: Willingness and interpersonal behavior
• Attendance & Punctuality: Essential for job requirements
• Intangible qualities (e.g., integrity) should link to job performance and avoid bias

Managing Employee Performance

• It is easier to manage employee performance in small businesses with fewer employees
• Performance appraisal is a key tool for monitoring employee effectiveness
• Performance appraisals help make decisions about promotions, salary, training, and development

Performance Appraisal Steps

• Set Performance Standards by communicating clear performance expectations plus associated rewards/consequences beforehand
• Measure Employee Performance using tools like graphic rating scales, ranking methods, Behaviorally Anchored Rating Scales (BARS), Management by Objectives (MBO), and critical incident methods
• Provide Feedback that is constructive and aimed at improvement
• If performance is unsatisfactory, create a joint improvement plan
• Ensure satisfactory future performance and prepare an action plan for success if leading to promotion
• Goal of Appraisals: Inspire changes, address job-related concerns, and set clear improvement goals/timelines

Considerations for Job Performance

• Organizational Influence: Workplace culture, leadership styles, and environment impact employees' job performance
• Positive cultures boost morale/productivity, while toxic environments lead to burnout
• In supportive workplaces, workers are more motivated to cooperate, while toxic settings lead to impede performance via stress
• Technological Tools: Technology tracks & enhances performance with things like performance management software, data analytics, and AI
• AI-driven tools can identify skill gaps and suggest training plans for improvement
• Soft Skills & Emotional Intelligence: Skills like communication, teamwork, and adaptability are useful for contextual performance
• Emotional intelligence is important for maintaining healthy interpersonal relationships and resolving workplace conflicts
• An emotionally intelligent leader can better navigate team dynamics and ensure better collaboration
• Globalization & Remote Work: Remote and global teams reshape job performance evaluations
• Managing performance introduces challenges of time zones and cultural settings
• Collaboration tools (Slack, Zoom, etc.) can bridge gaps and enhance productivity in remote setups
• The Role of Training & Development: Continuous learning programs help improve employee skills and adapt them to changing requirements
• Regular workshops and certifications help employees stay competent and confident
• Future Trends: Predictive analytics/AI pave the way for innovative performance metrics
• The focus shifts towards flexible, adaptive measures (not rigid KPIs)
• AI monitoring tools evaluate real-time productivity, while sustainability roles require aligned performance measures