Deutsch: Ammerman-Technik / Español: Técnica de Ammerman / Português: Técnica de Ammerman / Français: Technique d'Ammerman / Italiano: Tecnica di Ammerman /

Ammerman technique refers to a job analysis method in which a Group of job experts identifies the objectives and standards to be met by the ideal worker.

The Ammerman technique, also known as the Critical Incident Method, is a job analysis method used in industrial and organizational psychology. The technique involves gathering information from experts about the specific tasks and behaviors that are required to perform a job successfully.

Here are some examples of how the Ammerman technique might be used:

  1. Identifying job requirements: Employers might use the Ammerman technique to identify the specific knowledge, skills, and abilities required to perform a job successfully. For example, a manufacturing company might use the technique to identify the critical tasks and behaviors that are necessary to operate a particular piece of machinery.

  2. Performance appraisal: The Ammerman technique can also be used to evaluate employee performance. By identifying the specific behaviors that are required to perform a job successfully, managers can use the technique to evaluate how well employees are meeting job requirements. For example, a supervisor might use the technique to identify the critical incidents that define success in a particular job and then use those incidents to evaluate employee performance.

  3. Training and development: The Ammerman technique can also be used to develop training programs for employees. By identifying the specific behaviors and tasks that are required to perform a job successfully, trainers can develop training programs that address any knowledge or skill gaps that employees might have.

The Ammerman technique involves gathering information from a group of job experts, who are typically individuals who have a deep understanding of the job being analyzed. The experts are asked to identify critical incidents, or specific examples of behavior that are necessary to perform the job successfully. The incidents are then analyzed to identify the specific tasks and behaviors that are required to perform the job successfully. The resulting information can be used to develop job descriptions, performance appraisal tools, and training programs.