defining job performance and its relationship to assessments
Post on 22-Dec-2015
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Learning Objectives
Define and describe job performance Describe how to use job performance information
to determine which assessments to use Learn how to use competencies to define job
success Discuss how to monitor assessments over time to
ensure they optimally predict key aspects of job performance
Discuss the process for designing and implementing a staffing assessment system
Examine the guidelines for evaluating assessment vendors
Understanding Performance
Defined as the total expected value to the organization of
the discrete behavioral episodes that an individual carries
out over a standard period of time.
Source: Handbook of Psychology, Volume 12
Understanding Performance
What is….
Behavior?
Performance?
Results?
Source: Handbook of Psychology, Volume 12
AttributesPersonality & Ability
MotivationKnowledge, Skills &
Experience
CompetenciesListening
Initiating ActionManaging Time
Presenting Ideas
ResultsNew Contracts
Sales LeadsCustomer Satisfaction
Renewed Contracts
Environmental Influences and ConstraintsEnvironmental Influences and Constraints
Components of Job Performance
Who you are What you do What you achieve
What assessmentsmeasure
Identify Key Performance Outcomes
Use of assessments depend on the desired business outcomes
Employee Retention Increase Productivity Candidates who excel in one aspect of a job will
invariably be less effective in other areas Desired business outcomes should be realistic Design good jobs and competitive total
compensation
Effective Staffing Assessment System
Step 2.Use job analysis to define and describe critical
employee behaviors
Step 2: Using Job Analysis to Define Employee Critical Behaviors
Systemic process to identify knowledge, skills, abilities and other
Quick and accurate job-analysis used to define behaviors
Job-analysis methods require the participation of subject-matter experts Subject-matter experts provide examples of
effective and ineffective behaviors = “critical incidents”
Decrease legal exposure
What Are Competencies?
Describe a set of behaviors that reflect a unique combination of knowledge, skills, abilities, and motivations associated with exceptional performance in an organizational role.
Competency Model
A competency model refers to a complete set, or collection, of different competencies.
Competencies
Sample Competency Library Action-oriented InterpersonalIntellectual Competencies CompetenciesCompetencies
Driving results Setting directions Thinking commercially
Following procedures Building Relationships Interpreting complex information
Taking decisive action Display ethical behavior Applying technical knowledge
Dealing with Change Influencing Others Analyzing problems
Managing stress Communicating Thinking creatively
information
Planning and Working across Developing strategiesOrganizing cultures
Job Analysis Key Consideration
Balance different types of performance- to focus on one behavior
Attend to the changing nature of performance- Job performance can change across work
situations overtime
Distinguish between maximal and typical performance- Understand the behaviors for top performers
and average performer
Effective Staffing Assessment System
Step 3.Choose an assessment that is valid for predicting
critical employees behaviors
Choose An Effective Assessment
Does it predict employee behaviors
Does it predict the right performance outcomes that drive job success
Carefully interview and selection assessment vendors Let vendors determine the
best tool Obtain evidence on
utilization of the tool Examine what matters the
most, criteria validity !
Quality Assessment Vendors Provide
Summaries of Criteria Validity studies of tools tested Types of jobs, descriptions and companies in the
study Number of employees and candidates used Performance criteria used to validate the assessment Statistics indicating relationships between scores
and relevant job performance criteria Equal Employment Opportunity Commission (EEOC)
statistics addressing scores across various demographics
Quality Assessment Vendors Provide
Summaries of Content Validity studies of tools tested
What processes were used to ensure the right questions are used on the assessments relevant to qualifications, knowledge and experience
What actions are used to keep the content up-to-date and reflect current qualifications, knowledge and experience
What questions have been collected to ensure the assessment questions are at an appropriate level of difficulty
Assessment Meeting Key Operational Requirements
Will hiring Managers accept the assessment? Use assessment with higher level of face validity Use assessment managers have experience Communicate how an assessment was select
Is the assessment easy to administer? Is the assessment easy to interpret? Is the assessment affordable? How well will candidates react to the
assessment?
Appropriately Collect and Interpreting Assessment Data
Make sure assessment are used effectively Systematically Collect and Interpreting
Assessments Use computer-based systems that automatically
administer and score assessments (self-report measure and KSA test)
Make sure all candidates go through the same process
Tracking and Improving Assessment Performance Over Time Establish ongoing criteria validation process to
test existing assessments
Exercise
Break into assigned groups
Read the job description
Read the list of competencies and select the top six that will drive the right employee behavior for job success
Exercise
Unnecessary Useful, but not necessary
Essential Absolutely Essential
Competency maybe useful in the rolebut not necessary for Job success
Competency not necessary for job success
Competency is essential to perform the job successfully
A person could not survive in this roleWithout this competency
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