Correct option is A
Job-related performance data refer to observable and measurable outcomes or behaviors directly linked to how an employee performs their duties. Examples include:
Timeliness (e.g., late deliveries)
Work behavior (e.g., absenteeism)
Workplace conflicts or dissatisfaction (grievances)
These indicators reflect how well an employee is executing their job responsibilities, and can be quantified or documented.
On the other hand, Attitude Surveys are perceptual and psychological tools used to assess:
Employee morale
Job satisfaction
Organizational commitment
Workplace culture
These surveys do not directly measure job performance but rather provide insights into the internal mindset or feelings of employees. While they are useful for HR strategy, they are not performance metrics.
Hence, attitude surveys are not categorized as job-related performance data.
Information Booster:
Focus on employee perceptions, not outcomes.
Help in assessing job satisfaction, engagement, and workplace climate.
Used in organizational diagnostics, not in direct performance evaluation.
Administered anonymously to collect honest feedback.
Influence HR decisions indirectly (e.g., retention, training needs), not via performance appraisals.
Useful for understanding organizational health, not individual productivity.
Additional Knowledge:
(b) Late Deliveries – This is a direct indicator of performance, especially in logistics, operations, or customer service roles. Timeliness is critical in measuring output quality.
(c) Grievances – While grievances can stem from various causes, frequent grievances lodged against an employee may indicate issues with behavior, teamwork, or conduct, which are part of performance evaluation.
(d) Absenteeism – High absenteeism is a quantifiable job performance indicator. It affects productivity, disrupts team dynamics, and increases operational strain.
English
10 Questions
20 Marks
12 Mins
