University of Phoenix
Job Analysis Table 1
Job Performance Profiles
Job Performance Profiles are used for providing a way to describe deliverables that are required from an employee who provides superior performance. They are more than mere job description, which traditionally lists the skills, experience, and education. Performance Profiles tend to focus more on what a person does with the skills, experience, and education more than just having them. The requirements should be redefined to show what needs to get done than what a person needs to have, whether external or internal. Also, inputs are not as important as the outcomes. Author Lou Adler in his book, Hire with Your Head, has found that every job has six to eight critical performance objectives that ultimately determine success within predictable categories. Creating the performance objectives starts by asking what the person taking the job needs to do to be successful, not what the person needs to have.
An example would be to use the SMARTe performance objectives:
Specific details of needs to be done
Measurable amounts of change or percent of change
Action oriented using action verbs
Results defined defines what needs to happen
Time based refers to how long from start to finish
Environment is the culture, pace, resources available, politics, etc.
Performance objective categories that should be considered are the major objectives, supporting or sub-objectives, management and organization issues, changes and improvements, problems, technical Issues, team and people issues, long-range, and creative, or strategic needs. Kudler Fine Foods (KFF) wants to incorporate their new customer service strategy into the job performance profiles for all employees, which should provide the foundation in understanding how employee contributions are vital to the success and overall competitiveness of...