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Job performance assesses whether a person performs a job well. Job performance, studied academically as part of industrial and organizational psychology , also forms a part of human resources management .
The Knowledge, Skills, and Abilities (KSA) framework, is a series of narrative statements that, along with résumés, determines who the best applicants are when several candidates qualify for a job. The knowledge, skills, and abilities (KSAs) necessary for the successful performance of a position are contained on each job vacancy announcement. [1]
The Oxford English Dictionary defines it as "A person in authority (esp. a minor official) who insists on adhering to rules and regulations or bureaucratic procedures even at the expense of common sense." [1] Jonathon Green similarly defines "jobsworth" as "a minor factotum whose only status comes from enforcing otherwise petty regulations". [3]
A job competency model is a comprehensive, behaviorally based job description that both potential and current employees and their managers can use to measure and manage performance and establish development plans. Often there is an accompanying visual representative competency profile as well.
Job satisfaction, employee satisfaction or work satisfaction is a measure of workers' contentment with their job, whether they like the job or individual aspects or facets of jobs, such as nature of work or supervision. [1] Job satisfaction can be measured in cognitive (evaluative), affective (or emotional), and behavioral components. [2]
A competency dictionary is a tool or data structure that includes all or most of the general competencies needed to cover all job families and competencies that are core or common to all jobs within an organization (e.g., teamwork; adaptability; communication).
Job performance is viewed as an employee's results, determined by their combined intelligence and motivation. [5] [6] Since motivation is dependent on an individual's choices, one can control the direction, level, and persistence they put into a task. Intelligence, however, is stable and not under personal control.
Some of the extra role performance behavior are: helping coworkers with a job related problem; accepting orders without fuss; tolerating temporary impositions without complaint; maintaining cleanliness and physical hygiene of the workplace; promoting a work climate that is tolerable and minimizes the distractions created by interpersonal ...