Job performance refers to the stage in which an employee is able to fulfill the criteria mentioned in the job description successfully. For every job, the information mentioned in the job description varies and sometimes even differs from person to person hired for the profile. The parameters for job performance measurement include the quality and quantity of work that has been completed by the employee, the correctness and the speed with which the employee has finished off the tasks, and the overall contribution of the person to the company and the job profile.
In different companies, job performance is said to be a criterion to determine if the employee can be promoted to the next position or rewarded with increments or salary raise or given extra duties or even at times terminated from the job. Thus, most employers keep a tab and understand the employee’s job performance to take such important decisions. For example, if a sales representative has been hired, the sales manager keeps a check on how many sales has the employee closed and how many visits has the employee done at a client location, and the errors that are identified in the employee’s work output or the number of customer complaints or appreciation the employee has received in his work.
In few jobs, the information of the job performance may not be available immediately or accurately, and thus, the assessments are done by the supervisor or coworker on the quality and quantity of work done by the employee in a duration set by the employer. If an employee is doing his job well, then the company will not think of firing or asking him to resign from his duties at any point in time. Most companies are looking for talented and hardworking employees as certain skills and jobs can be trained during their tenure in the company and thus, job performance is quite a vital aspect in organizational behavior and human resource management.