Description

The Factor Occupational Rating System Scale (FORS) is an assessment tool designed to evaluate various factors related to job performance and satisfaction in the workplace. It was developed to provide a systematic approach to evaluating employee competencies and performance, aiming to improve human resource management and work environments.

The scale assesses parameters such as:
Professional Performance: The employee’s ability to carry out their duties effectively.
Communication Skills: The employee’s ability to communicate and collaborate with others.
Time Management Abilities: The employee’s ability to manage time and organize tasks.
Analytical Skills: The employee’s ability to analyze data and make decisions based on analysis.
Strategic Thinking: The employee’s ability to think strategically and plan for the future.

Analysis

The analysis of the Factor Occupational Rating System Scale (FORS) includes the following steps:
Data Collection: Participants or evaluators complete the scale, providing information on the professional competencies and performance of employees.
Scoring: Responses are rated using a Likert-type scale to reflect levels of performance in each factor.
Data Analysis: Data are analyzed to identify strengths and weaknesses in job performance and competencies, and to allow comparisons between individuals or groups.
The analysis aids in understanding employees’ capabilities and needs, identifying areas that require improvement or reinforcement.

Purpose

The purpose of the Factor Occupational Rating System Scale (FORS) is to:
Evaluate Professional Competencies: Provide a comprehensive view of employees’ job performance and skills.
Identify Areas for Improvement: Pinpoint areas where employees may need training or development.
Support Human Resource Interventions: Provide data for developing HR management strategies, training programs, and incentive systems.

Scoring

The scoring process of the Factor Occupational Rating System Scale (FORS) includes:
Data Collection: The scale is completed by participants or evaluators, offering evaluations of professional competencies.
Indicator Calculation: Responses are converted into scores that reflect job performance and skills.
Validity and Reliability Assessment: The validity and reliability of the scale are examined to ensure it effectively and consistently measures job performance factors.

References

Cascio, W. F. (2018). Managing Human Resources: Productivity, Quality of Work Life, Profits. McGraw-Hill Education.
Schmidt, F. L., & Hunter, J. E. (1998). The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 85 Years of Research Findings. Psychological Bulletin, 124(2), 262–274.
Borman, W. C., & Motowidlo, S. J. (1997). Task Performance and Contextual Performance: The Meaning for Personnel Selection Research. Human Performance, 10(2), 99–109.