This article shows how OBM research and practice can incorporate tools from IOP to achieve an effective and socially valid organizational improvement strategy. After a brief review of both fields, a project is described in a major domestic corporation illustrating a synthesis of OBM and IOP techniques. Value-added repair service was targeted for…

In the world of campus IT hiring, think of certifications as the equivalent of the SATs. They're just one component of the overall application, along with the interview, past performance, and references. If the candidate is accomplished and well rounded, the SATs--or certifications--can be more of a checklist item. Otherwise, they may make the…

Provides directions for conducting a workshop providing technical training in a large organization that links job performances to work processes. Organizational levels of performance are discussed; relationship maps and process maps are explained; and an example of a workshop for a software maintenance environment is presented. (two references)…

Establishing job fitness standards requires three major steps: (1) identifying and defining the job requirements in terms of physical strength and proficiency; (2) determining tests to measure these abilities; and (3) developing evidence to support inferences drawn from test scores. These issues are discussed. (MT)

A form of occupational analysis called DACUM (Developing a Curriculum) and its advantages in course development and performance assessment are discussed and specific suggestions on conducting a DACUM session are provided. (CT)

Illustrates AT&T's organization analysis and design process by describing a study in which it was used to analyze and improve the efficiency of one division's operation, including the identification of specific workflow and performance problems. Difficulties encountered with pilot implementation and diffusion are discussed. (JD)

Presents a model for compensation of school administrators that differentiates salaries on an objective basis and is relatively simple in design and implementation. The compensation structure consists of two factors: the nature of the position and the qualifications and performance of the person in the job. (Author/WD)

Describes a five-step approach to performance management which includes (1) redefining tasks; (2) identifying skills; (3) determining what development tools are necessary; (4) prioritizing skills development; and (5) developing an action plan. Presents a hiring model that includes job analysis, job description, selection, goal setting, evaluation,…

Explains how the use of performance analysis technology in a hospital improved job performance, thereby generating dollar benefits and cost savings. The variables involved in this analysis are discussed in detail, and a case study illustrating its efffectiveness is included. (MBR)

The author discusses learning curves versus performance curves. He examines how performance curves are created, how they are used, how they evaluate performance, and how they can be used as analysis tools for training system performance. Case studies are included. (CT)

An objective, measure-oriented job performance appraisal plan permits management to evaluate worker performance more accurately and precisely, and provides a means for assessing the degree-of-match between employee qualifications and job skills requirements for hiring, advancement, and dismissal decisions. Deficient appraisals may be costly,…

The basic elements of personnel administration are defined and examined and the interaction between the elements are described. The elements include job analysis, job classification, recruitment, selection, induction into the organization, evaluation of job performance, and termination. (MLW)

Job relevance and adverse impact are major validity concerns relative to credentializing examinations. This article recommends that examination blueprints utilize a competency model based on: (1) job functions assigned; (2) level of expertise expected given the content and resources available; and (3) specific context and situation in which the…

Discusses issues related to student employment in academic libraries. Topics include recruiting and hiring student workers, orientation and training, job descriptions and pay scales, supervision, evaluation, awards and recognition, and retaining student workers. (AEF)

The nature of education as a social process in workplace settings outside of schools was explored over 3 years at 35 intern settings for an alternative high school program in a large city. The experiences of students at the 35 sites were compared to identify essential features of work tasks and the social means to accomplish these tasks. Two…