Job evaluation techniques. sociogram, interview, observation

1. Introduction

In this research we will be able to analyze the information collected that refers to job evaluation techniques. Among these techniques we have the sociogram, interviews and observation, all of these with a common purpose.

Knowing these techniques can help us not only because of their importance, but also because of the great variety of applications that they can have, in various areas of the company. Only by knowing them well, studying them and understanding them perfectly, will we be able to adapt them to our needs in our work area or to the end that we want to give it.

For example, in a textile company, if we want to know if the work environment is optimal we could interview the employees and evaluate the work areas. But there are thousands of adaptations that we can make to these techniques. Since everything we do in the school, hotel, company or any work area, we do it with an objective, but as in everything there are errors and failures.

With these observation techniques we can know when and how we are wrong and know how we can solve it.

2. Identify job evaluation techniques

An evaluation technique is called any instrument, situation, resource or procedure to obtain adequate information for the objectives and purposes pursued. There are several techniques to evaluate the dynamics between groups, among them are sociograms, interviews and observations.

Each technique has a curricular function, that is, it is better able to collect a type of information; Furthermore, each technique must be required to have characteristics that guarantee its validity and reliability to the maximum and, finally, all techniques have their advantages and disadvantages.

In general, it can be stated that the most important and used data collection methods are the following, depending on how they refer to knowledge, behaviors (practices, etc.) or activities and values.

2.1 Sociograms

It is a technique that aims to obtain a group radiography, that is, it seeks to obtain in a graphic way, through observation and contextualization, the different relationships between subjects that make up a group, thus highlighting the ties of influence and preference that exist in the same. These types of relationships are not necessarily formal, in most cases they are informal.

Sociograms are used to explain the structure of an organization, large or small. It is also a tool that allows analyzing the operation of criminal networks.

2.1.1 Characteristics of the sociogram

The sociometric test originally had four characteristics:

It is used in natural groups. Its application presupposes that the members know each other perfectly, which is why it is only applied in relatively small and stable groups. The research focuses on the “subjective” wishes of the group members. Answers are asked against the background of criteria and specific questions that of course will condition the results. Answers will be taken into account as far as possible, that is, Sociometry is aimed at intervention, since it is used to try to solve a problem "Real" of the group.

The data that we can get from a sociogram allows us to:

Have a global vision of the group's structure. Its degree of cohesion can be calculated by means of some sociometric indices, indicating the relative position of each of the members of the group. The sociometric status, the extroversion index and the popularity of each subject in the group are obtained. Partial sociograms of each subject can be constructed. Have a vision of the structure of the existing subgroups couples, triangles, factions. Make a study of the leader or star, integrated or normal, marginalized, isolated, or rejected. The qualities that attract and those that are rejected can be studied. Discover the possible existence of discriminatory factors: religion, socio-economic level. Observe the most significant variations within the group dynamics. This can be achieved by applying a sociogram at the beginning of the course,another in the middle and another at the end. Learn about the informal structure of a group.

2.2 The interview

The job interview is the definitive phase in any job search or job change process. All the previous steps such as information gathering, preparation, sending, of the cover letter and follow-up of the resume, have been aimed at obtaining a selection interview with the company.

It is the moment of personal contact, where in an individual and direct way, the interviewee has the opportunity to convince the interviewer that he is the ideal person for the position. "We played a lot in a short time."

2.2.1 Initial phase

The initial phase is of utmost importance in the interview process. The objective in this phase is to increase empathy and reduce the anxiety of the candidate to interview

Thus, for example, the conversation usually begins with an introductory talk on an uncompromising topic so that, although it is not very relevant to the selection process, it allows us to reduce the interviewee's anxiety.

Subsequently, the development of the interview is explained in a summarized way. You will also be asked for permission to record the conversation (if that is the case), as well as you will be informed that during the process we will be taking some notes.

It is true that the use of instruments can cause certain distortions in the interviewee; however, with highly experienced interviewers these disappear in the first few minutes. In any case, even if a tape recorder is used, it is convenient to take notes on non-verbal aspects.

2.2.2 Development phase

After this initial phase, they will naturally and spontaneously move on to the second phase of development, in which it will be the candidate who spends most of the time talking.

In it, questions about aspects of interest to the company will be asked. These first questions will refer to data contained in your resume, since these will generate a low degree of anxiety in the candidate and their answers are prepared. The order can be the same, going from the basic points of the curriculum (training and experience) to personal and family aspects, to other aspects related to their hobbies or that we consider of interest).

The first questions (training and experience) are of less personal involvement, so that we gradually increase their level as we progress through the interview. In this first moment, the questions will focus on aspects such as your academic record, successes and failures, shortcomings, compatibility of studies with jobs (paid or unpaid), analysis of the companies in which you have worked (characteristics of the company, tasks performed, level of responsibility and autonomy, remuneration, etc.).

2.2.3 Closing phase

The last phase would be the closing phase, whose difficulty lies in how we can close an interview in a non-abrupt way.

In this phase, in addition, the candidate must be offered the possibility to ask any doubts he may have about the process or the particular position.

As in any social interaction, the last moments are important, so we must end the interview in a friendly and cordial way, thanking the candidate for the time they have dedicated to us.

2.3 Observation

Observation is the basic research technique, on which all the others are based, since it establishes the basic relationship between the observing subject and the object that is observed, which is the beginning of all understanding of reality.

Observation as a scientific procedure is characterized by being:

Intentional: because it places the goals and objectives that human beings propose in relation to the facts, to submit them to a teleological perspective. Illustrated: because any observation to be such is within a body of knowledge that allows it to be such; It is only observed from a theoretical perspective. Selective: because at each step we need to discriminate what we are interested in knowing and separate it from the accumulation of sensations that invades us at every moment. Interpretive: to the extent that we try to describe and explain what we are observing.

At the end of a scientific observation we provide ourselves with some kind of explanation about what we have captured, by placing it in relation to other data and other prior knowledge.

2.3.1 Types of observation

Structured observation: it is carried out through the establishment of a system that guides the observation, step by step, and relating it to the whole of the investigation that is carried out. Open observation: it lacks an organized system and is carried out freely; It is used when you want to capture the spontaneous movement of a certain human group, for example in anthropological studies.Semi-structured observation: this type of observation starts from a structured guideline, but applies it flexibly according to the form the process takes Observation Participant observation: in the previous forms of observation, it has been implicit that the observer behaves in the most neutral way possible with respect to the events that he is observing. In the case of participant observation,the observing subject is accepted as a member of the observing human group, albeit provisionally.

Participant observation has the merit not only of trying to explain social phenomena but also of trying to understand them from within, which implies bringing to light the rational processes that are hidden behind behaviors that may apparently be meaningless to an external observer.

Of course, this technique has the danger of producing biased information, in the event that the researcher privileges his role as a member of the community rather than as an integrated observer to a certain investigation, who partially tries to distance himself from its object.

3. Conclusion

There are different techniques to carry out an evaluation, the aforementioned being the most common that are given to carry out the good management or control of a certain task or objective to be qualified.

According to one approach, these techniques should be subordinate to the conception of a well-done evaluation, since the true change will be reflected when someone understands the essence of what it is to evaluate with certainty a group dynamic, a knowledge practice, a internal training, learning, among others.

We are convinced that if the process of a correct evaluation is achieved, be it sociogram, interview, observation or other specific, the activities will become actions where the objective of a company, person, or some other common purpose, will be valid. That is why the development of these evaluation techniques will allow us to obtain, record and evaluate the information necessary for the improvement of the objectives, since this way, it can be verified which objectives were fully achieved and where the weaknesses of the contents previously are found. planned and based on this, make the respective corrections.

4. Bibliography

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