The job performance It is the evaluation that determines if a person does his job well. It is studied academically as part of industrial and organizational psychology, also forming part of human resource management.
It is an assessment at the individual level, a measure based on the effort of a single person. Generally, the human resources department will administer the evaluation, but job performance is an extremely important process for the success of any company..
The definition of job performance may seem straightforward at first glance - it's about how well or poorly employees do their jobs. But when considering the impact this concept has on the business, a deeper look is essential..
You have to consider how a bad worker can ruin a group. On the other hand, exemplary employee performance can increase motivation and bottom line..
Human resources department and individual supervisors should regularly measure employee job performance.
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It could be assumed that job performance is just about how well employees perform their tasks. However, there are several key features in its conceptualization.
Job performance is defined as the behavior of an employee. This concept differs from the results obtained. Results are a partial product of performance, but they are also the consequence of other factors.
For example, in a sales job, a favorable outcome is having a certain level of income generated from the sale of goods or services.
When an employee does this job well, more merchandise can be sold. However, certain factors in addition to performance influence the income generated..
For example, sales could plummet due to economic conditions, changes in customer preferences, production bottlenecks, etc..
In these scenarios, employee performance may be adequate, but sales will be low..
Job performance has to be directed toward organizational goals that are relevant to the position or function. Therefore, activities in which efforts are made to achieve peripheral objectives will not be included..
For example, the effort made to get to work in the shortest time possible is not performance, except when trying to avoid a delay..
Job performance is conceptualized as multidimensional, consisting of more than one type of behavior.
Task-specific behaviors are those that an individual promotes as part of a job. They are the main tasks that define one job from another.
Non-task-specific behaviors are those that an individual should promote and that do not relate to a particular job.
In a sales person, a specific behavior of the task would be to show a product to a customer. A nonspecific behavior of the task could be the training of new team members.
Performance can also be evaluated in terms of effort, either on a day-to-day basis or when there are special circumstances. Reflects the degree to which people engage in work tasks.
In jobs where people are highly interdependent, performance can contain the degree to which a person helps groups and colleagues.
For example, acting as a good role model, giving advice, or helping to achieve group goals.
Even if someone who enters the workforce is smart, it is often not enough. Organizations want well-rounded, cooperative, and reliable employees.
Five main qualities that lead to good job performance throughout a career are listed:
Each organization has a specific set of knowledge that every employee will need to acquire in order to be successful in their work..
Whether it's learning technical knowledge, specific work processes, or how to navigate effectively in the organization, being able to acquire it and get up and running quickly is highly desirable for most organizations..
Being applied is a personality trait that encompasses many desirable characteristics for organizations. People who have a high application are trustworthy and trustworthy.
These people are more likely to keep going, work hard, pay attention to detail, and are willing to go the extra mile to improve the company..
In many organizations, you will be part of a work team. Employees need to work with other people on their team and in all departments.
Sometimes team members disagree. How these disagreements are handled makes a huge difference in job performance. Successful employees are typically cooperative, diplomatic, and discreet..
It is important that employees can adapt and remain effective, even when changes occur.
Organizations are looking for people who can cope with shocks and keep up with the demands of their jobs.
Organizations want to be able to trust their employees. They want employees who don't cheat or steal. There is nothing more valuable to organizations than their intellectual property.
Leaders want employees they can trust not to reveal company secrets. This also means that they make the right decisions and seek the best interest of the organization..
The individual job performance of employees will affect the performance of the organization.
It can take time management. When an employee understands their quarterly goals and can manage their projects effectively, they are much better equipped to plan each day to help achieve these goals..
You can take ambition. Employees who are looking to improve their individual skills are often passionate about progress..
You can stay up late to help your colleagues, or take a weekend course to better cope with your next projects.
This makes him the most productive member of the work team, helping HR by promoting from within. When employees actively seek promotion in an organization, that organization benefits.
These benefits also trickle down to customers. If they call the support line with a question and are connected with a friendly and knowledgeable agent, they feel respected and will keep coming back..
However, if support agents lack the skills and training to do their job, customers will be lost faster than they can be found..
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