Job Analysis Part 3

• Observation - Three Main Forms
• Direct Observation
• Behavior Observation
• The Observation Interview
• Direct Observation
• Choose the Job Category that you wish to analyses
• Record Everything
• Direct Observation
• Advantages
• Provides a moderate overview to what a job involves
• Reference Documentation
• Disadvantages
• No indication of the importance of any task
• Not informative on the level of task difficulty
• Behavior Observation
• More specific than direct observation in that it primarily designed to examine the behavior of the jobholder than particular content areas
• Checklist driven outlining critical behaviors to be observed by the analyst
• Behavior Observation - The Checklist
• Categories of behavior to include:
• Meaningfulness to the jobholder being observed
• Degree of Differentiation - distinct behavior categories
• Potential for Change - the extent to which the behavior can be changed in the future through interventions
• Observability - the ability to reliably observe the behavior
• End-driven - the behavior observed should directly relate to the achievement of the purpose of the task performed
• Behavior Observation - Advantages
• Provides a moderate overview to what a job involves
• Reference Documentation
• Behavior Observation - Disadvantages
• No indication of the importance of any task
• Not informative on the level of task difficulty
• The Observation Interview
• Mix between direct observation and interview
• Analyst takes notes or directly asks the jobholder for more information  or clarification on aspects of the task that they are performing
• The Observation Interview
• Advantages
• Provides a more detailed overview to what a job involves
• Better indication of the importance of any task and level of task difficulty
• Disadvantages
• Analyst may require training
• Switching between approaches may limit the quality of the data being collected

Until next time...

 




Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/

Happy New Year! Set SMART Goals for 2019!

Rather than "recycling" past New Year's Resolutions, set SMART goals and achieve them in 2019.  Click HERE for a template to get you started.

Our very best wishes for a happy, healthy, and successful 2019.

Until next time...

Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/

New Year's Resolution

2018

Happy New Year!

Rather than "recycling" past New Year's Resolutions, 

set SMART goals and achieve them in 2018.

Click HERE for a template to get you started.

 

Our very best wishes for a happy, healthy & successful 2018.

Until next time...






Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/

The Most Effective Use Of Time Right Now Part 2

Proactive vs. Reactive Work

Proactive work - concentrates on making things happen

• Developing plans and schedules
• Focusing on key tasks
• Achieving deadlines & targets
• Managing projects

Reactive work is based on dealing with the immediate and urgent issues that arrive usually in an uncontrolled manner.  The short-term focus leads to a perpetuation of the requirement for reactive work.

Procrastination

Why do we put things off instead of doing them?

• A response to stress that accompanies difficult or challenging tasks
• A habit that has formed over time
• Poor or no prioritization
• Poor or no planning 

The results of procrastination can be stated as:

• Stress
• Pressure
• Crises
• Continuous fire-fighting
• Reduction in quality  

These are all excellent reasons for stopping procrastination, so when faced with a task, decide to deal with it according to one of the following actions:

• Do it
• Delegate it
• Dump it
• Deadline it
• Dissect it  

If procrastination is having a negative impact on your personal productivity - take the following action points:

• Take ownership of your own procrastination
• Do something to get things moving
• Remove the fear of failure from standing in the way of your effectiveness
• Start today - right now!

Until next time...






Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/

The Most Effective Use Of Time Right Now Part 1

Fact 1: People are the most valuable resource an organization can have.
Fact 2: In many cases, people are the most under-utilized resource in an organization.
Fact 3: This under-utilization is in many cases linked to the level of personal productivity.
Fact 4: Personal productivity can be significantly improved in most organizations.

Personal Productivity - Benefits

Benefits accruing to the individual include:

• Increased motivation
• Decreased stress
• Achievement of objectives
• Reward and recognition  

Benefits accruing to the team include:

• Better working environment
• Faster achievement of objectives
• Recognition and reward
• Motivation
• Enhanced teamwork 

Benefits accruing to the organization include:

• Improved productivity
• Lower costs
• Corporate image enhancement
• Happier and more focused employees

Until next time...

Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/

Winning the Inner Victory

The main theme of the Integrity Model is developing an inner moral compass and the strength that allows us to be "bigger" than the circumstances and challenges of our lives.
 
We don't see the world as it is; rather, we see what we look for.  What we look for is determined by our personal paradigm.  At any given time, we experience our lives from one of four paradigms below.  Each of the paradigms is qualitatively different.  As we shift from one paradigm to another, much of our experience also shifts:  our motivation, our willingness to take responsibility for ourselves, etc.  It is not "bad" to be in one paradigm and "good" to be in another.  They are all part of our human experience, and there are valuable lessons to learn in each.

We experience the world from 1 of 4 paradigms at any given time:   

• Integrity: Doing what we Believe to be Right
• conscious, accepting, responsible, trusting  
• Achievement: Striving to Accumulate and Accomplish
• goal-oriented, stressed, competitive, interdependent   
• Duty: Desire to Please others
• need approval, dependent, stereotypic thinking 
• Fear: Immediate Gratification
• reactive, inadequate, suspicious, need security        

As we move up the ladder from Fear to Duty to Achievement to Integrity, we are aligning our lives more and more with principles that lead to satisfaction and success.

We cannot solve our problems when living from the same paradigm that created them.  Seek first to change your paradigm, and you will be much more effective in meeting the challenges of your life.

Until next time...






Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/

Measures of Success

Everyone wants to succeed.  The desire to succeed is as natural in life as breathing, eating and sleeping.  For the vast majority of people, failure is not the result of deliberate intent or desire.

Do you wake up in the morning and say, "I'm going to see if I can pick a fight with my spouse," or "I'm going to try to mess up my presentation in our staff meeting," or "I am going to see how miserable and depressed I can be?"  Probably not!  We experience failure in life, but not because it is our intent or desire.  We want to succeed.

We Must Keep Measures of Success in Perspective  

• Money   
• Power
• Possessions   
• Talent
• Achievements   
• Beauty
• Fame   
• Recreation
• Status
• Approval 

What are the most important symbols of success in our society?  The list above are all "respectable" measures of success.  There is nothing inherently wrong with any of them, and they can bring meaning and enrichment to our lives.  However, they must be kept in perspective.  Problems occur when our only definitions of success are external measures.  We set ourselves up to live from the belief that more is better.  No matter how much we have, we imagine that we would be even happier if we had just a little more.       

Until next time...






Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/

What Is Holding You Back?

Feedback comes in many forms.  Learn to recognize it, ask for it, and use it to improve and stay motivated and focused.  Think carefully before you act when you feel you have been criticized.  Was the feedback accurate?  How can you use it constructively?

Do you want to learn and grow?  What do you want to achieve?  Share your goals with others and ask them for their help.

Giving feedback can be even more difficult than receiving it.  Do you put off conversations about a team member's performance?  Do you avoid giving feedback to a coworker or a friend because it may lead to conflict or hurt feelings?  Figure out what is holding you back.

When giving feedback, put the other person first. Think about his or her goals. How can you help make those goals a reality?  Be sensitive.  Be sincere.  Be respectful.  Put yourself in the other's shoes.  Take time to think about what you will say and how you will say it.  State the facts and don't judge.

Until next time...






Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/