Performance modeling refers to the complex process of describing and defining job performance and facilitating the consequent goal of accurate prediction of job performance. It is a concept of particular significance in the area of industrial-organizational psychology as a measure of evaluation for the individual worker and the organization as a whole. Performance modeling also
Almost all efforts of managers and human resources consultants have the objective of improving individual employee jobperformance, either directly or indirectly. Efforts such as personnel selection or training are aimed at improving performance directly, whereas interventions in other organizational processes (e.g., culture, climate, or team processes by reducing conflict, and increasing coordination across organizational members)
Physically demanding occupations, such as manual materials handling and public safety, require the use of a variety of physical abilities to perform the job tasks. Because of the need for workers to meet the physical requirements of arduous jobs and the potential for injury, employers use physical performance tests to determine an individual’s physical capabilities
The continuous performance test (CPT) is one group of measures for the evaluation of attention as well as response inhibition (or disinhibition); Fleming, Goldberg, and Gold have described the CPT as the gold standard for measuring sustained attention. The original CPT was developed by Rosvold, Mirsky, Sarason, Bransome, and Beck in 1956 as a research
Task performance or the outcome of some behavioral or intellectual goal is a key function of many groups. Task-performing groups include various decision-making groups, sports teams, and work teams. One would expect groups to benefit from their multiple and potentially complementary skills. It is true that the more able or skilled the group or team