PERFORMANCE MANAGEMENT (HRM3706): By T Mudyano: MCom HRM (UNISA), BCom Honours Business Management (UNISA),
BCom Human Resource Management, Certificate in HR Hiring Practices (UNISA) _ 2018 _Associate Lecturer: Strategic Management, HR
management, Department of Human Resource management (UNISA)-Contact number: 078 717 3916/ 062 252 3072
Email:
1|P age
,PERFORMANCE MANAGEMENT (HRM3706): By T Mudyano: MCom HRM (UNISA), BCom Honours Business Management (UNISA),
BCom Human Resource Management, Certificate in HR Hiring Practices (UNISA) _ 2018 _Associate Lecturer: Strategic Management, HR
management, Department of Human Resource management (UNISA)-Contact number: 078 717 3916/ 062 252 3072
Email:
QUESTIONS & ANSWERS
Job analysis refers to a systematic process of determining the key components of a
particular job, including activities, tasks, products, and processes.
This process is of utmost importance to the performance management process (PM
process). We can only understand jobs by conducting job analysis which helps to develop
job specifications that clarify the level of experience, skills, and qualifications required to
perform certain duties.
Job descriptions are also developed from the job analysis process, which clarifies the duties
of each position in the organisation, which in turn will link these positions to the
organisational and departmental goals.
Employees will carry out their duties knowing clearly what impact their contributions will have
on the success of the organisation as a whole.
Therefore the process of job analysis forms a basis for managers during the performance
review period. By retaining the knowledge of a specific job, managers will hold a clearer
reference of what was expected from each employee, whether the employee carried out the
duties as expected; and consequently be able to decide on the correct performance rating.
2|P age
, PERFORMANCE MANAGEMENT (HRM3706): By T Mudyano: MCom HRM (UNISA), BCom Honours Business Management (UNISA),
BCom Human Resource Management, Certificate in HR Hiring Practices (UNISA) _ 2018 _Associate Lecturer: Strategic Management, HR
management, Department of Human Resource management (UNISA)-Contact number: 078 717 3916/ 062 252 3072
Email:
1.2 A specific objective of a developmental plan that can help solve Tammie’s problem and
prevent such a problem from occurring again is to prepare employees for advancement.
This suggests that employees will be able to take advantage of future opportunities and
pursue career advancement. A good developmental plan includes advice and courses of
action that should be taken. Tammie in the scenario states that there is too much
responsibility attached to the new position, which he is afraid of. This indicates to us that this
organisation failed to prepare him for future opportunities and career advancement.
1.3 Both the employee and direct supervisor/line manager has an important role in the
creation and completion of the employee’s developmental plan. Employees should be
involved since it guides them on how to improve their performance; while the direct
supervisor/line manager’s role is to help guide the process and offer support to the
employees.
3|P age
BCom Human Resource Management, Certificate in HR Hiring Practices (UNISA) _ 2018 _Associate Lecturer: Strategic Management, HR
management, Department of Human Resource management (UNISA)-Contact number: 078 717 3916/ 062 252 3072
Email:
1|P age
,PERFORMANCE MANAGEMENT (HRM3706): By T Mudyano: MCom HRM (UNISA), BCom Honours Business Management (UNISA),
BCom Human Resource Management, Certificate in HR Hiring Practices (UNISA) _ 2018 _Associate Lecturer: Strategic Management, HR
management, Department of Human Resource management (UNISA)-Contact number: 078 717 3916/ 062 252 3072
Email:
QUESTIONS & ANSWERS
Job analysis refers to a systematic process of determining the key components of a
particular job, including activities, tasks, products, and processes.
This process is of utmost importance to the performance management process (PM
process). We can only understand jobs by conducting job analysis which helps to develop
job specifications that clarify the level of experience, skills, and qualifications required to
perform certain duties.
Job descriptions are also developed from the job analysis process, which clarifies the duties
of each position in the organisation, which in turn will link these positions to the
organisational and departmental goals.
Employees will carry out their duties knowing clearly what impact their contributions will have
on the success of the organisation as a whole.
Therefore the process of job analysis forms a basis for managers during the performance
review period. By retaining the knowledge of a specific job, managers will hold a clearer
reference of what was expected from each employee, whether the employee carried out the
duties as expected; and consequently be able to decide on the correct performance rating.
2|P age
, PERFORMANCE MANAGEMENT (HRM3706): By T Mudyano: MCom HRM (UNISA), BCom Honours Business Management (UNISA),
BCom Human Resource Management, Certificate in HR Hiring Practices (UNISA) _ 2018 _Associate Lecturer: Strategic Management, HR
management, Department of Human Resource management (UNISA)-Contact number: 078 717 3916/ 062 252 3072
Email:
1.2 A specific objective of a developmental plan that can help solve Tammie’s problem and
prevent such a problem from occurring again is to prepare employees for advancement.
This suggests that employees will be able to take advantage of future opportunities and
pursue career advancement. A good developmental plan includes advice and courses of
action that should be taken. Tammie in the scenario states that there is too much
responsibility attached to the new position, which he is afraid of. This indicates to us that this
organisation failed to prepare him for future opportunities and career advancement.
1.3 Both the employee and direct supervisor/line manager has an important role in the
creation and completion of the employee’s developmental plan. Employees should be
involved since it guides them on how to improve their performance; while the direct
supervisor/line manager’s role is to help guide the process and offer support to the
employees.
3|P age
