Discussion of management conflict highlights differing job perceptions held by middle managers. The Malcolm Baldrige National Quality Assessment Program is described, and a management structure that requires members of each group to experience job perceptions and tasks of the other group is recommended for performance improvement. (Contains three…

Multisource assessment is a tool for obtaining quality performance feedback by collecting performance information from multiple work associates. Topics include performance facilitation; performance feedback; assessing training effectiveness; continuous learning; and development or performance management. (AEF)

Addresses problems involved in developing and using performance tests, creating job-like testing situations, specifying measurable criteria, and controlling external factors to reduce problems of test reliability. Placing trainees in on-the-job training environments when training cannot be provided in the classroom or laboratory is recommended.…

A comparison of the performance of 10 employees using the current version of a Corporate Time Reporting Instruction and a revision prepared using Information Mapping (IM) indicates that subjects committed 54 percent fewer errors when using the IM version. Samples of both versions and evaluation forms used are included. (MER)

Describes strategies for improving performance appraisal systems and examines common features of appraisal systems in large companies. Highlights include rating scales; ranking; forced distributions; tying performance appraisal to strategic business goals; frequency of reviews; development plans versus evaluation only; and group review meetings.…

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)

Describes how instructional designers can use a combination of job task/function analysis and job competence assessment to construct a performance profile for managers that identifies characteristics of a successful performer. An ideal role micro approach is explained, and the design of training programs based on the performance profile is…

Discusses the development of performance schema that outline criteria specific to a job-related activity during which trainees apply course content and demonstrate competencies learned. The process involves identification and grouping of criteria, choosing rating scales, checklist construction, and organization of the preceding elements into a…

Description of a process for solving human performance problems focuses on the analysis phase, which examines information to determine causes and develops recommendations for solving the problems. Techniques used for gathering data are described, criteria for evaluating ideas are listed, and weighted scores for performance improvement ideas are…

Describes a longitudinal project in which organizational behavior management (OBM) procedures have been applied to improve performance of plant employees, increase sales of contract furniture, accelerate response time to customer inquiries, increase orders processed, and reduce processing errors at Krueger, a contract and institutional furniture…

Describes the relationship between instructional technology and organization performance and examines the critical shifts in emphasis in the relationship over the past 20 years. Methodology-driven, subject-matter-driven, and "real world"-driven training systems are discussed. Two figures accompany the text. (Author/JL)

Addresses the concept underlying Job Performance Aids, (JPAs), reviews research which has been done on JPAs, and describes how they are currently being used. An innovative approach for using computers to assist in improving job performance in the Navy is described, and 11 references are listed. (MER)

Describes two experiments: the first was conducted to measure the effects of written instructions given overtly in role-playing test sessions and covertly in an on-the-job performance review; the second successfully replicated the effects obtained during role-playing in the first and rated effectiveness of the performances. References are listed.…

Presents 10 rules for effectively using graphs as performance improvement tools. Pie charts, bar graphs, cumulative graphs, and scatter diagrams are discussed, and a case study illustrates how setting goals and using graphs for feedback on performance can be effective. (LRW)