Human performance is the ability to keep the body in an optimal working state in order to maximize the contribution to the outcome of the work system through physical or informational work. This contribution of the individual worker to the overall result of the group is then reconciled with the performance requirements that guide the group and the environment, e.g. the family, to achieve it. Nevertheless, every time a person is on the lookout for a job he needs to put together a great résumé. The first impression on an employer can be shown by means of a resume writing service.
The performance requirements are not only temporal and quantitative; they also include the benefits of the results to be achieved. Performance requirements are not always directed at the individual as part of the working system, but at the working system as a whole, with its biological, organizational, technical and social components.
Performance requirements are opposed to the worker’s performance proposition, which consists of his ability to work and his readiness to work.
A person’s professional suitability
A person’s occupational suitability for a job is not a constant, but a variable that indicates, depending on various influencing factors, a significant distribution. This distribution can be in one case interindividual, that is, it can refer to differences between different people; and it can also be an intraindividual distribution, that is, it can refer to the distribution of traits of professional aptitude of the same person, but only at different times.
Both interindividual and intra-individual distributions need to be taken into account when organizing tasks and work processes. Only in rare cases, when, for example, work arrangements are made for roughly similar groups of individuals, can the work organizer be guided by the average values. Otherwise, he must take into account the distributional areas according to occupational aptitude or personality traits.
A number of occupational aptitude traits depend on each other, such as body size and arm length, occupational experience, and age, as do body strength and gender. These dependencies can serve to reduce the variation in performance due to individual differences and thus changes in aptitude traits. For example, a lack of skill can be compensated for by a great deal of work experience. By creating a LinkedIn profile writer service you will be able to describe your work skills perfectly.
The payoff from a person’s ability to work depends on the ability to work and the willingness to work. The ability to work changes through exercise and fatigue, among other things. There are also autonomous, i.e., not subject to the will, regulatory mechanisms that regularly throughout the day switch body function from the “work phase” to the “rest phase” and vice versa. Thanks to these various manifestations, it becomes possible for a person, either voluntarily or unconsciously, to adapt to various situations, to achieve results as economically as possible, and to protect himself against overloading.
Organization of work
Organization of workThe organization of labor must take into account the process of the biological daily rhythm. Along with the curve of physiological readiness to work, there are areas of automatic work capacity, available will application reserves, and inaccessible will emergency reserves. The more a worker moves from the area of automatic work capacity, which allows him to perform work with minimum effort, to the area of acceptable application reserves, the higher will be the expected fatigue.
The second essential component of readiness for work is psychological readiness for work, as well as work motivation. Within certain limits, weak physiological readiness for labor can be replaced by a correspondingly strong labor motivation.
When the same or similar work is performed repeatedly, this leads to an increase in work readiness, which manifests itself in a decrease in the tension of workers, in a decrease in the time required for work, and in an improvement in the quality of work. Practice is included regardless of the worker’s training.
Exercise, done consciously or as planned, is an integral part of the learning process. Practice also occurs unconsciously and can be designated as a companion to human activity. Learning and exercise are not mechanical, but vital and developing processes.