Chinese homeroom teachers' performance of professional school counselor activities was explored. A total of 109 homeroom teachers in Beijing and Harbin, China reported their performance of 68 different school counseling activities as part of their regular actions as a homeroom teacher. Results found that on average homeroom teachers performed a…

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…

This study identified 100 performance tasks within 10 functional categories for distributive education teacher-coordinators who use the Interstate Distributive Education Curriculum Consortium individualized instruction system. The tasks provide an empirically based description of the learning manager's role. (SK)

Research was conducted to assess the applicability of the Instructional Systems Development (ISD) job analysis procedures to nine technical aviation maintenance military occupational specialties (MOS). Job analysis questionnaires were developed for each of the nine aviation maintenance MOS's. Research teams administered the questionnaires to…

Traditional methods of job and task analysis may be categorized as worker-oriented methods focusing on general human behaviors performed by workers in jobs or as job-oriented methods focusing on the technologies involved in jobs. The ability of both types of traditional methods to identify, understand, and communicate the skills needed in high…

During the fall of 2000, the Office of Institutional Research surveyed employers of the 1998-1999 Piedmont Virginia Community College (PVCC) graduates. The purpose of the survey was to evaluate employer satisfaction with the job performance and general skills of PVCC graduates, as well as the effectiveness of the college's academic programs.…

Examined a trait-oriented job analysis technique based on 33 defined traits encompassing elements of the physical, mental, learned, motivational, and social domains of the work world. Discriminability tests showed support for the technique and indicated that job incumbents requiring a particular trait scored higher on measures of that trait.…

Personnel selection processes for physically demanding jobs often discriminate against women, minorities, and handicapped individuals. Developing and validating job-related performance tests requires the assessment of the physical demands of a job and of the same physical capabilities in individuals. Job analysis is a systematic assessment…

Measurement of the organizational effectiveness of the Cooperative Extension Service (CES) could be enhanced by utilizing a multidimensional perspective in measuring outcomes of various organizational activities, particularly the Extension educational system of program development. Because multiple and conflicting environmental constraints, goals,…