The Importance Of Measurement In The Staffing Process

759 Words2 Pages
bulb-icon

Recommended: Importance of job analysis

Measurement is the methods of assigning numbers according to some rule or convention to aspects of people, jobs, job success or aspects of staffing system. According to staffing, measurement is a process used to assemble and state facts about an individual and jobs in numerical form. Staffing measurement is usually used to conduct performance appraisal which will determine employee’s performance level. Measurements consider as an important tool for staffing process because effective measurements and data analytics can result in a competitive edge. Hence, it is impractical to have any type of systematic staffing process that does not go through measurement process. Measurement is very important because it used in measuring jobs, measuring individuals, measuring outcomes, monitoring and record keeping and research and evaluation. The first important measurement is measuring jobs which mean throughout the job analysis process, measurement process are used. In person-job matching model, both rewards and requirements are associated. These requirements and rewards need to be identified, defined, and measured to make the matching concepts come to life for staffing purpose. Measuring individuals is where people …show more content…

Standardization of the measurement means controlling the influence of outside factors on the scores produced by the measure. It involves four level which is nominal where the attribute is categorized the second level is ordinal which means the objects are rank ordered according to how much of the attribute they process. The third level is interval level which is same as ordinal but the differences between adjacent points on the measurement scale are equal in terms of the attributes. The last one is ratio level is also same like interval but ratio scales have a logical or absolute true zero

Show More
Related

  • 3.03 Written Exam

    496 Words  | 1 Pages

    Standardization is the processing of making sure tests are uniform and non-bias. If this exam has not been standardized, then it is not a fair measurement of that student's knowledge about the subject. Tests must be based on facts only.

    Read More

  • Hrm 531 Week 6 Job Analysis Paper

    613 Words  | 2 Pages

    ADA compliance – Ensures information gathered through job analysis assists an organization in the correct designation of a duty as an essential function which requires the employer to provide relevant accommodation as per the provisions of the ADA. Performance appraisals -- The results of a job analysis can allow an organization to develop an employee according to the specific needs of their job title. Additionally, organizations may also use the results of a job analysis to groom employees for promotion by training in areas that will contribute to a future position.

    Read More

  • Revamping Performance Appraisal: An Analysis and Recommendations

    1307 Words  | 3 Pages

    Performance appraisal system serves as a tool to assess employees’ performance and helps to plan and measure the organization’s goals accomplishment. Luthy (1998) suggested that “individual contributions must be based on clear direction, personal planning, individual and team assignments, and well-articulated knowledge, skills, and personal attributes”, to give employees expectations to meet and information that establish the organization performance standard.

    Read More

  • Importance Of Recruitment Process In Tesco

    1295 Words  | 3 Pages

    Firstly, Job Analysis selecting a suitable job analysis method depends on the structure of the organization, hierarchical levels, nature of job and responsibilities and duties involved in it. It involves collecting and recording job information, checking the job information accuracy using this information to determine their skills and abilities (Hrwale, 2011). The job description is basically an outline of how

    Read More

  • HR Metrics and Analytics

    1123 Words  | 3 Pages

    The function of Human Resources in corporations usually includes the use of metrics and analytics through collection of data on the employees’ efficiency. HR metrics are used to quantify the cost and the impact of employee programs and HR processes and measure the success or failure of HR initiatives (Missildine, 2013). The company is able to track trends and changes with the data collected as it provides for measurement function that helps with HR planning. HR metrics measure the value of the time and money spent on HR activities in the company and together with HR metrics is the HR analytics which is the process of combining data mining with business analytics techniques to analyze human resources data (Missildine, 2013) and provide an organization with considerations for the effective management of employees and quickly and efficiently reach organizational goals. The main issue lies on whether the managers know what to measure and how measurement must be conducted.

    Read More

  • Three Types Of Personnel Strategies For Position Classification

    1574 Words  | 4 Pages

    Job analysis helps determined selection criterion that is both legal and practical for the selection process. This process also aids in identifying and detailing competencies needed to perform the job as well as any gaps that exist between those competencies and incumbent performance, this is crucial information for training and development. The identifying of concrete standards and cataloging evaluation criteria is another use for job analysis, this can potentially aid with employee appraisals. Lastly, job analysis is critical in making reasonable accommodations for those individuals who are disabled and in the redesigning jobs

    Read More

  • The Importance Of Job Evaluation

    1078 Words  | 3 Pages

    According to Chaneta (2014), job evaluation is the process of analyzing and assessing the relative worth of various jobs in an organization for the purpose of comparison and pay grading, and based on qualifications and skills required for a range of jobs. In other words, it forms the basis for pay and benefits negotiation. It helps to compensate employees accurately based on their job grades or values, and hence avoid issues of inequity and indifference at the workplace. To ensure effective job evaluation process, market-driven and job worth systems are largely used. While market-driven system is determined by the existing pay grade or structure in the opened market based on workforce demand and availability for particular positions, job-worth system depends on the value of the job or position to the organization. Both systems can be influenced by the external labor market and there become difficult for managers to apply as they would be torn between fulfilling internal and external demands. Another significant resemblance between market-driven and job worth systems is that they both require the same qualifications and other characteristics from the job performer as the basis for occupying a specific position. For instance, before HR practitioners decide on which system to use to determine Quality Specialist 's pay, they must make sure the potential worker has the job requirements and competencies to execute the job. One of the criteria for rewarding an employee is his or her ability to complete tasks in a proficient, productive, and effective way (Kaifi, Khanfar, Nafei, & Kaifi,

    Read More

  • Understanding the Essence of Management in Organizations

    1839 Words  | 4 Pages

    As a result of globalization which has been brought about by the advancement in technology, staffing has assumed greater importance in many organizations. The increase in the size of the business and the complex nature of human beings are also other factors that have made staffing to be considered much within the organization. Staffing is of importance in many organizations because it makes sure that each employee in the organization has a job that he or she can manage (Ryan, 2014). The manning the organizational structure involves an effective and proper form of selection, appraisal, and development of personnel to fill the roles that have been designed in the structure. Some aspects of staffing include the planning of manpower whereby the manpower is estimated through searching, choosing the person and giving him or her position that befits his or her skills. Recruiting, selection and placement also is vital for the success of the

    Read More

  • Guest Service Case Study

    725 Words  | 2 Pages

    For the personnel administration, this will be meet because this system will allow management to make decisions about their employees based on an objective and subjective evaluation system thus giving the most information to management to back up their decision. The absolute approach provides a subjective perspective to evaluate based on management’s personal judgment of good or bad behavior. The results approach is the objective method to directly compare the original goals with employees’ behavior to decide if achieve or

    Read More

  • Measuring Operations Performance of Price Waterhouse Coopers

    1616 Words  | 4 Pages

    Operations are all the processes in transforming inputs into desired outputs. These processes must be efficiently and effectively coordinated by managers and eventually they must accomplish specific organizational goals. All operations, despite how well managed they are, are capable of improvement. In order for the operations to be improved however, weaknesses should be identified first. Therefore operations need some kind of performance measurement as a prerequisite for improvement.

    Read More

  • Personnel Assessment

    836 Words  | 2 Pages

    In today’s competitive job market with all of legal precautions employers must take in the workplace environment, employers face the challenge of attracting, developing, and retaining the best employees. Personnel assessment is a systematic approach to gathering information about individuals (Dessler, 2011). This information is used to make employment or career-related decisions about applicants and employees. Any test or procedure used to measure an individual’s employment or career-related qualifications and interests can be considered a personnel assessment tool (Dessler, 2011). There are many types of personnel assessment tools that help in the selection process. Human resource management and employers can use various tests as well as the personal interview to aid in the employee selection process.

    Read More

  • Lincoln Electric Case Analysis

    722 Words  | 2 Pages

    The performance appraisal system, In order to maintain productivity at its peak, employee performance and productivity were the keys to the company 's goal. Middle management (supervisors) maintained a "record-keeping duties". The employee performance evaluation was performed twice a year which focused on the criteria of quality, "dependability ideas and cooperation" and "output". Workers commitment to perform efficiently is highly practiced. Education policy has been a key to improved employees performance, thus, a welding school has been

    Read More

  • The Importance of Performance Appraisals

    1400 Words  | 3 Pages

    Organization is a group of people brought to gather to achieve specific goals. Goals can be achieved if team member are performing well. Performance is the results of activities given to the employees in an organization to be achieved within specific period of time. Evaluating the current performance of employees against past performances and organizational standards is known as Performance Appraisal (Dessler, 2005). Furthermore performance appraisal helps the company know how individual employees are performing and how to improve their performance thus improving the performance of the company (Grubb, 2007). A performance appraisal is propose in which the performance management system in an organizations set work goals, determine performance standards, provide performance feedback, determine training and development needs and distribute rewards as well as evaluating an employee’s job performance during a period of time. The performance of team member is much more than appraising individuals’ works, it is managing the business, so the performance of an employee is influences by the performance of an organization. It is target to achieve the best results for the planned strategic by managing activities of employees. There are many different opinions on the performance appraisals, some organizations do performance appraisals without any aim just follow others., where some organizations do performance appraisals to make sure they have a record of a piece of paper in the employee’s file – they are careless about do corrective action. But successful organizations understand the importance of combining performance appraisals into their performance management process and strategy plan as the success of any organizatio...

    Read More

  • Traditional and Contemporary Performance Measurement

    1212 Words  | 3 Pages

    By 1980s, the use of traditional performance measurement was perceived insufficient to help the managers maintain the company ...

    Read More

  • Essay On Impact Of Motivation On Employee Performance

    1385 Words  | 3 Pages

    The performance method can be used to evaluate the effectiveness of employee at work through performance appraisals

    Read More

More about The Importance Of Measurement In The Staffing Process

Open Document