1 / 29

Understanding Job Performance

Understanding Job Performance. Job Analysis. What is “Job Performance”?. Job Analysis. Systematic process of collecting info. about purpose & tasks/outcomes Used to develop: job descriptions performance attributes/competencies/KSAOs performance measures. I:Understanding Performance.

chandler
Télécharger la présentation

Understanding Job Performance

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Understanding Job Performance Job Analysis

  2. What is “Job Performance”?

  3. Job Analysis • Systematic process of collecting info. about purpose & tasks/outcomes • Used to develop: • job descriptions • performance attributes/competencies/KSAOs • performance measures

  4. I:Understanding Performance • What are the purposes of this organization? • What are the purposes of this unit? • What are the purposes of this job? • How certain am I that the job will remain the same over a typical job tenure?

  5. Certainty Continuum • Predictable, stable, standardized, stable, routinized • Unpredictable, changing, flexible, personalized, team/ project-based Certainty Uncertainty

  6. II: Identifying Important Job Tasks or Outcomes • Certainty-based: task-based job analysis • What are the most important tasks? • Uncertainty-based: uncertainty-based job analysis • What are the most critical outcomes? • If possible, organize related tasks into smaller set of categories

  7. III/IV. Listing & Rating Tasks

  8. Listing & Rating Tasks

  9. III/IV: Rating Job Tasks • Rate importance of tasks • How frequently is the task done? • How difficult is the task to learn or do? • How critical are the consequences of doing the task wrong? • Select only critical tasks for final list

  10. V: Identify Performance Attributes • For each important job duty: • Knowledge • Skills • Abilities • Other • Eliminate attributes that will be learned on the job

  11. What Are “KSAs”? • Knowledge • Skill • Abilities

  12. Types of Abilities • Cognitive • Verbal comprehension, numerical aptitude, memory, perceptual speed • Psychomotor • Manual dexterity, reaction time, aiming • Physical • Strength, coordination, balance, stamina • Sensory/Perceptual

  13. Identifying KSAs • Ask Subject Matter Experts: • Describe characteristics of good & poor performers • Think of a person who does <task> better than anyone else. Why do they do it so well? • What does a person need to know or be able to do in order to perform <task> well? • Use your own judgement

  14. V: Identify Performance Attributes • For each important job duty: • Knowledge • Skills • Abilities • Other • Eliminate attributes that will be learned on the job

  15. VI: Identify “Risk Factors” • Non task-specific factors that affect success • Retention (turnover) • Problem Behavior

  16. VII: Identify “Fit Factors” Organization/Cultural factors that affect success

  17. Identifying Fit Factors • How would you describe the company’s way of doing things [culture]? What does it value? • What kind of person would enjoy working here? What kind of person wouldn’t fit? • What do managers expect from workers? What do workers expect from each other? • Observation also critical

  18. Summary: Identifying Attributes Job Analysis Task/Outcome Characteristics Knowledge Skills Abilities Fit Factors “Other” Attributes Organization Analysis Risk Factors

  19. VIII/IX: Rate Attribute Importance • Rate importance of attributes, and identify those that are critical (similar to Stage III) • Explicitly link each attribute to a critical task or outcome • Check for ADA compliance • Limit to about 6

  20. Rating KSAOs (Attributes)

  21. Rating KSAOs (Attributes)

  22. The O*Net Approach • See http://online.onetcenter.org/ for online version of Department of Labor’s competency approach to analyzing jobs

  23. Job Analysis Summary • Understand work of organization • Identify/List/Rate Tasks • Identify Risk and Fit Factors • Identify CRITICAL worker attributes • KSAOs for job performance • KSAOs for Risk Factors, Fit Factors • Later in course, we’ll develop a hiring system based on these

  24. Job Analysis Project Information

  25. Collecting Job Data • Archival Sources • Observation • Interviews • Questionnaires • Doing Job Yourself • Hybrid Approaches

  26. A Hybrid Approach • Initial Observation • Interview with supervisor • Develop checklist/interview/survey • Interview ~3-4 incumbents • Observe again • Verify with supervisor

  27. Elements of a Job Description • Title • Job Summary • Listing/description of key tasks • (Possibly organized by major duties) • Performs what action? (action verb) • To whom or what? (object of verb) • Using what? (tools, procedures) • To produce what?

More Related