JOB ANALYSIS AND PERFORMANCE APPRAISAL

1. You have been hired as an I/O Consultant by a young, growing software development company, Gotham Software, Inc.  The company started five years ago and has now grown to 50 employees.  The CEO (chief executive officer) has shared with you that the company has outdated job descriptions that are inaccurate and would like to develop realistic job descriptions.  You advise the CEO that your recommendation is to begin with a job analysis for  each position.  The CEO responds, “I’ve never heard of a job analysis.  What is it and what is the job analysis used for?”  Write your reply.

Job Analysis is a way of understanding the task of each employee in order to

identify the KSAOs ( Knowledge, Skills, Abilities and Other Characteristics )

or the major job requirements in order to perform the job. It is always

necessary for an organization to identify the required KSAO for a certain job

in order to have an effective employee. An effective employee is one who

can perform the job well because he has the right skills and knowledge to go

through it. Another use of Job Analysis is to determine the KSAO of

employees that needs to be developed in order become more effective in

their jobs.

Through job analysis, a job description is formed to be the basis in the

selection of the right candidate. One can be able to determine whether the

KSAO that a new employee can bring to the company is already enough to

effectively handle the new job. This is where the training part intervenes.

Selection and Training fit together. While it is clear that a new employee

already possessed the KSAO, training could help in further enhancing it. 

2. Congratulations!  Your job analysis was so successful for Gotham
Software that you have been retained for another project.  Currently,the company has no formal performance appraisal/evaluation systembut would like to implement one.  The CEO wonders if a performanceappraisal system is worth the effort.  As an I/O Psychologist, you replythat there are numerous advantages and uses for an effectiveperformance appraisal system.  The CEO states, “I’d like you to putthat in writing for me.”  You share with the CEO that you will provide a
written executive summary detailing the uses and benefits of a
performance appraisal system.  Write your response.

Performance Appraisal is also one of the most important activities in an

organization. Its uses are summarized below:

1.   For Personnel Decisions – it is used as the basis in every personnel

decision like promotion, demotion, transfer, increase in salary or

whatever employee decisions that an employer wants to make. In

effect, all personnel decisions are being done on the basis of the data

produced through an appraisal system in the organization.

2.   For Developmental Purposes – In every performance rating period or

Appraisal period, both strengths and weaknesses of an employee being 

appraised are discussed with them, individually, in order to let them

To know on which areas they are doing well and in which areas they

need to improve more. In effect, when employees do better in their

jobs the organization will benefit more. Hence, performance appraisal

makes the employees perform better.

3.   For Documentation – Performance Appraisal Data when used as the

basis in every Personnel Movement or Decisions makes it safer for the

company not to be sued.