The Complete Job Performance Model

An employee’s true on-job performance is highly complex. Work performance encompasses four domains with components that can be directly measured and incorporated in Perception’s Decision Support Platform.
 
Task Performance is the traditional focus of personnel selection; however, individual work performance is more than just performing tasks and achieving prescribed work responsibilities and goals.
 
Whilst cognitive assessments are useful for predicting Task Performance, Contextual Performance requires non-cognitive predictors. Research shows Contextual Performance is a significant predictor of turnover and is critical in any sector where customer service is important.
 
Contextual activities contribute to organizational effectiveness through employees’ willingness to go beyond the tasks in a job description (eg. provide great service). This makes contextual behaviors much more difficult to assess because they’re more likely to be discretionary, whereas task performance is prescribed by the formal job role and responsibilities. If an individual perceives they are being treated fairly, are satisfied with their job, and feel their leader provides support, Contextual Performance is higher.
 
As Adapting to a changing work environment is increasingly critical for all job roles; and Adaptive Performance covers an employee’s ability to adapt to changes in the work system or their work role.
 
Whilst Contextual Performance comprises behaviours that positively influence the work environment, Adaptive Performance comprises behaviours that are a reaction to a changing or novel work environment such as dealing with uncertain or unpredictable work situations.Predictors of Adaptive Performance are again different; the behaviors are a manifestation of creativity, the generation of ideas, procedures and products that are both novel and useful.
 
Counterproductive Work Behavior harms the well-being of an organization and includes destructive or hazardous behavior such as absenteeism, lateness or theft that impacts areas such as customer experience and profitability.
 
Perception's Decision Support Platform
 
All performance is contextual; and any holistic model of performance must include all four work performance domains. To achieve a more accurate prediction of job performance, the People Intelligence™ model identifies latent characteristics that are critical to contextual and adaptive work performance.  Employees who exhibit voluntary effort and discretionary, innovative behavior are not only high performers but collectively, their performance contributes to customer satisfaction, loyalty, economic value creation and ultimately an organization’s competitive advantage.
 
Task Performance
Proficiency of job-specific 
tasks; explicit and tacit 
knowledge, skills and abilities
Can-Do
Contextual Performance
Non-job-specific task and behaviors beyond formally  prescribed by job role and tasks
Will-Do
Adaptive Performance
Discretionary ability to adapt to changing work environment,  system, job roles and self
Should-Do
Counterproductive Behavior
Destructive behaviors that harm the well-being of the  business and customers
Won’t-Do

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