Job Analysis and Performance Appraisal Methods Explained

Introduction

My current circumstances could be preparing me for a completely different profession, but deep inside I have always admired the work journalists do. I particularly enjoy how news reporters go out into the field, gather real-time information, and interact with newsmakers. In addition to finding genuine fulfillment in their work, these professionals play a very significant role in the creation of a more open and just society. This paper addresses a number of issues with regard to the job of news reporting, including how it can be analyzed and evaluated through established human resource management frameworks.

Job Analysis: News Reporter

Job analysis, according to Werner, Schuler, and Jackson (2012), is essentially "a systematic process of describing and recording information about job behaviors, activities, and worker specifications" (p. 122). A job analysis therefore seeks to generate information regarding both the people performing the job and the job itself. It is a process that aims not only to understand but also to describe what individuals do at work. In basic terms, job analysis information can be collected using a variety of methods.

In seeking to collect information relating to news reporting, I made use of the observation method. This particular method, in the opinion of Mathis and Jackson (2012), involves observing the person undertaking the job in question and taking notes on both the duties and the tasks performed. Other job analysis methods, as the authors further point out, include questionnaires and interviews. For this task, I observed news reporters both on television and in the field as they went about their daily routines, focusing on the tasks they were performing and the kinds of skills they were drawing on. The results of that observation are recorded below.

Job Title: News Reporter

Duties Performed

1. Covering events such as talent shows, national celebrations, football matches, and other sporting events.
2. Attending press conferences.
3. Interviewing people in order to collect relevant information and seek clarification on specific issues.
4. Investigating and developing stories from happenings such as scandals and crimes.
5. Researching topics that could interest or entertain viewers (or readers in the case of print journalism).

Key Skills Required

1. News-gathering expertise.
2. Broad knowledge of local, national, and global issues.
3. Ability to communicate clearly in both spoken and written form.
4. Computer literacy.

Personal Attributes Required

1. Patience.
2. Ability to work under pressure.
3. Excellent memory.
4. A good sense of humor.
5. Confidence and self-motivation.

Organizational Uses and Method Evaluation

The job analysis developed above could prove valuable in the creation of a job description and job specification — two key human resource objectives. A job description seeks to highlight a given position's responsibilities, tasks, and working conditions. A job specification, on the other hand, attempts to define the specific characteristics that employees need in order to perform the job efficiently. Within an organizational setting, this job analysis could also be used to formulate performance standards. Furthermore, the organization could draw on the information derived from the job analysis for job enrichment and combination, as well as for training purposes.

From the outset, it should be noted that the observation method is relatively simple and straightforward. Unlike approaches such as questionnaires, it does not involve the tedious task of aggregating information collected from multiple employees. However, the results produced through this method may not always be reliable. Because different individuals observe and interpret things differently, there is a risk of personal bias influencing the findings. As Mathis and Jackson (2012) note, "use of the observation method is limited because many jobs do not have complete and easily observed job duties or job cycles" (p. 130). The authors therefore suggest that this method is most appropriate for repetitive jobs.

It is also important to note that conducting the observation on-site could be disruptive, potentially affecting the way a news reporter performs their work and, by extension, the validity of the information gathered. Some cognitive activities may also go undetected through observation alone. Additionally, the results could be skewed if the journalists observed were completing their tasks in an atypical or inappropriate manner.

Conclusion

Before selecting a job analysis method or a performance appraisal approach, human resource professionals in an organizational setting must take into consideration a number of factors. These include the costs involved and available time. Furthermore, the most appropriate job analysis or appraisal method is largely dependent on the nature and structure of the organization in question. Careful consideration of these variables is essential to ensuring that the chosen methods yield valid, useful, and actionable information.

References

Mathis, R. M., & Jackson, J. H. (2012). Human Resource Management (13th ed.). Mason, OH: Cengage Learning.

Snell, S. A., & Bohlander, G. W. (2011). Managing Human Resources (16th ed.). Mason, OH: Cengage Learning.

Werner, S., Schuler, R. S., & Jackson, S. E. (2012). Human Resource Management (11th ed.). Mason, OH: Cengage Learning.