Principles Improving Organizational Performance


The current paper dwells on the required professional competencies that could make it easier for school staff to identify the duties and tasks that have to be completed to improve the overall organizational performance. This information is crucial because it precedes valid job criteria and might lead to the development of a thorough performance appraisal system in the future.

Knowing that the process of hiring new workers in the field of education may be exceptionally hard, it is essential to conduct thorough research in the area of performance management and recruitment to make sure that proper training and development are going to be in place. Accordingly, job evaluation methods and KSAOs will be covered in this research paper to reach a verdict concerning how an I/O specialist could improve organizational performance.

Job Analysis Methods

The observation method is crucial for the current activity because it provides the I/O specialist with enough information regarding the natural behavior of certain employees and their inherent aspirations. With enough data on time and motion (micromotion), the process of job analysis could become easier due to an enhanced base of evidence (Waters et al., 2017). Critical incidents will be reviewed in richer detail as well, providing the I/O specialist with insights into the problem of behavioral patterns.

The interview method is also efficient because it creates tangible links between the workers and their attitudes toward the job and the process of job analysis. Irrespective of whether it comes from individual or group interviews, the data might be utilized further to be aligned against the supplementary information from the upper management (McCarthy et al., 2021). In a sense, interviews could help the I/O specialist validate the current state of affairs and make relevant decisions regarding further operations.

Subject Matter Experts

Three subject matter experts (SMEs) may be allocated to the current initiative to make it possible for the organization to pass the job analysis phase successfully and attain all the necessary information. The first will be responsible for interviewing the workers and collecting data regarding critical incidents, employee knowledge, and job ability requirements. The second will become an observer of how the job is analyzed and the information is disseminated among employees.

This SME will also communicate directly to supervisors in order to distribute the evidence as quickly as possible. The last SME is going to be responsible for the development of valid selection tools. The latter will be deployed on the basis of all kinds of information and evidence provided by the first two SMEs since the overall legitimacy of the approach can be corroborated only through the interface of a multifaceted analysis of the workplace climate.

Identifying KSAOs

  • Teachers are going to develop meaningful, decisive partnerships with students’ parents in order to enhance the existing learning process;
  • Teachers will be able to access and utilize relevant learning resources when conveying the materials to students;
  • Teachers will contribute to the quality of their educational institution by making decisions that could influence decision-making on both independent and collegial levels;
  • Teachers are going to realize the necessity of lifelong learning and engage in activities intended to enhance the quality of their teaching;
  • Teachers will knowingly communicate their personal vision and align it against their students’ needs (Chong et al., 2018).

Relevant I/O Principles

The three principles that can be pointed out when dwelling on the work completed by I/O specialists are as follows:

  • Organizational development. The I/O will be required to gain access to strategies enhancing the organizational structure and increasing profits. Different improvements are necessary because they could affect the design of learning programs and attract more students.
  • Performance management. This principle has to be considered because the field of education requires teachers to exert their best effort in order to help students learn.
  • Training and development. The ultimate principle of I/O activities revolves around a specialist’s ability to adjust to external needs and engage in the development of training and education programs intended to facilitate the teaching process.

I/O Professional Competencies

The three I/O professional competencies that play an important role in the process of job analysis are selection criteria outline, training materials development, and organizational performance management. Selection criteria reviews are essential for the validation of organizational tests and a proper reference check (van Esch et al., 2019). Training-related competency could affect the process of allocating career development resources and conducting internal surveys for needs assessment (Armstrong & Landers, 2018). Eventually, Audenaert et al. (2019) suggest that performance management is a vital professional competency because it creates room for detailed employee feedback and a thorough analysis of employee turnover trends.


It may be concluded that organizational development, performance management, and training represent the essential I/O principles that might guide a relevant development program in the future. The intention to enhance organizational performance will be closely linked to the selection of employees, training procedures, and performance management established on the basis of 360-degree feedback from the staff. Specific KSAOs have to be picked depending on the overall state of affairs and the level of awareness among workers. Observation and interviews can be deemed the most efficient job analysis methods under the given circumstances. The next step might be to engage the target population in the process of developing their professional competencies.


Armstrong, M. B., & Landers, R. N. (2018). Gamification of employee training and development. International Journal of Training and Development, 22(2), 162-169. Web.

Audenaert, M., Decramer, A., George, B., Verschuere, B., & Van Waeyenberg, T. (2019). When employee performance management affects individual innovation in public organizations: The role of consistency and LMX. The International Journal of Human Resource Management, 30(5), 815-834. Web.

Chong, W. H., Liem, G. A. D., Huan, V. S., Kit, P. L., & Ang, R. P. (2018). Student perceptions of self-efficacy and teacher support for learning in fostering youth competencies: Roles of affective and cognitive engagement. Journal of Adolescence, 68, 1-11. Web.

McCarthy, J. M., Truxillo, D. M., Bauer, T. N., Erdogan, B., Shao, Y., Wang, M., Liff, J., & Gardner, C. (2021). Distressed and distracted by COVID-19 during high-stakes virtual interviews: The role of job interview anxiety on performance and reactions. Journal of Applied Psychology, 106(8), 1103-1117. Web.

van Esch, P., Black, J. S., & Ferolie, J. (2019). Marketing AI recruitment: The next phase in job application and selection. Computers in Human Behavior, 90, 215-222.

Waters, L. D., Mironova, O., & Stobinski, J. X. (2017). The many potential uses for a job analysis. Journal of the Association for Vascular Access, 22(3), 124-128. Web.

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