What is the technique of critical incidents?
Critical incident technique is a method of observing a human nature to measure how effective or ineffective people are when they face the situation. It predicts how employees will solve problems in the workplace and identify behavior that represents positive reactions and bad reactions. Human resources managers can use the application of techniques critical incidents to test the behavior of a job candidate to predict whether a person will be a beneficial employee. It creates standards for certain professions.
Questionnaires are sometimes used to collect data that apply to critical incident techniques. A report compiled by an employee, manager or co -workers can explore what happened in a particular incident, how it was treated and whether the measure was taken or ineffective. The report could also analyze what actions could improve the result of the event.
During the analysis of technology critical incidents, similar events can be divided by Dovescenories that help employeesto recognize good and bad reactions. Interaction with customers, co -workers or suppliers of the company can be studied to learn ways to improve productivity. The analysis usually includes what happened before, during and after the incident and as it concerns work. This helps the supervisors assign the best employees to certain duties.
The technique of critical incidents was designed by American psychologist John Flanagan during World War II to define the behavior that leads to the successful completion of work. He developed testing that could determine positive attributes for pilots flying in the war. The process was later modified to include education, human resources, health industry and customer service.
During the study of critical incidents in education, Flanagan followed students for 11 years. Analyzed what the students preferred, and measured the level of career consultationnsti they have at their disposal. Research has shown that some students did not work well, even if they tested high productive behavior. Educators can use this study to define efficient and inefficient methods to improve education success.
These psychological profiles aim to solve problems in the workplace in certain situations that could be considered critical for the success of business. During the interview process, a potential employee could be questioned, as he could handle the script, which he looked at the interviewer of the positive or negative attributes of the candidate. The results of these tests may also point to specific obligations where employees can excel.