In the context of personnel psychology, job performance may refer to actions or behaviors that can be measured and that are relevant to an organization's goals. These actions or behaviors can be further divided into three separate categories; these include task performance, organizational citizenship behaviors, and counterproductive work behaviors. Task execution refers to the activities that are part of the formal job description and contribute to the technical core of the organization. In the case of an intercity bus driver, these tasks would include, but are not limited to, driving specific routes to reach specific destinations according to a timetable, adhering to traffic regulations, assisting passengers, and completing pre-departure vehicle inspections. In contrast, organizational citizenship behaviors refer to actions or behaviors that are not a critical part of the job description but benefit the organization. Examples of such behaviors may include talking about the intercity bus company in a positive light outside of the workplace or helping coworkers with their jobs. Finally, counterproductive work behaviors can be defined as actions or behaviors that go against an organization's goals. Examples of these behaviors include destroying intercity buses or engaging in unsafe driving practices that put passengers on board at risk. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an original essay To measure job performance in this context, you can focus on evaluating the reliability of the service, specifically measuring punctuality. Punctuality performance refers to the percentage value used to indicate whether the intercity bus departed or arrived early, on time, or late. This can be calculated by dividing the number of incidents where the bus arrived on time at a scheduled destination by the total number of incidents. A big strength of using this criterion is that it allows for greater reliability due to less chance of errors intruding, which in turn reduces the amount of errors. However, in some cases like this, specific terms must have specific definitions to acquire an accurate value. For example, without defining what is considered early or late, errors may occur when calculating punctuality. For this reason, early will be defined as more than one minute before the scheduled time and late more than five minutes after the scheduled time according to the standards and policies of the public transport service. One area of ​​job performance that can be measured using a performance appraisal is the degree to which the intercity driver assists passengers. This can be done using a behavior-anchored rating scale that rates the driver on whether and how well he or she assists passengers on and off the bus when help is needed, helps with luggage, and answers questions related to timetables and bus routes. An advantage of using a subjective measure as such is that it offers the opportunity to evaluate measures that cannot be directly observed. Behaviorally anchored rating scales particularly have the advantage of being precise and clear scales. However, the risk associated with behaviorally anchored rating scales is that they can be time-consuming and expensive. To make decisions regarding the selection system, you can use the..