Job Analysis Organisational Psychology

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Introduction……………….…………………………………………………………………….3 Job Analysis Part One……….…………………………………………………………………3 Procedure Part Two…………………………………………………………………………….6 References……………………………………..………………………………...…………….11

Introduction
One of the main purposes of conducting job analysis is to prepare job description and job specification which in turn helps to hire the right quality of workforce into the organization. The general purpose of job analysis is to document the requirements of a job and the work performed. Job and task analysis is performed as a basis for later improvements, including: definition of a job domain; describing a job; developing performance appraisals, selection systems, promotion criteria, training needs assessment, and compensation plans. Job analysis The first part of this assignment requires us to choose the best technique for performing the job analysis of a clinical psychologist. Job analysis as defined by Ronald E (2009) is the systematic study of the tasks, duties, and responsibilities of a job needed to perform it. Its purpose is to describe in specific terms the nature of the component tasks performed by workers on a particular job (Duane Schultz, et al). There are different techniques for job analysis which includes observations, participation, existing data, interviews, surveys, job diaries, critical incidence and biographical inventories. However some of the major methods of job analysis were evaluated. Observation: One of the most commonly used job analysis methods, a person trained for the job will observe the employee and make records of all the tasks he performs and the methods he employs to perform them. Job observation is further described as watching carefully to see how individual perform tasks in a given setting. If the professional observing employs the method of continuous observation, then he will observe the employee for a long period of time which is specified and if he employs the method that is commonly called sampling, then he will observe different employees performing the same jobs across periods. The limitation with observation is the fact that job performances could be affected due to the possibility of (Hawthorn effect) because the individual is aware that others are observing his or her performance also observation method might not be the most appropriate method of job selection for clinical psychologist. Questionnaire: This is another of the commonly used job analysis methods, where the analyst frames a questionnaire with standard, structured questions that help identify the tasks related to the job and also the time they spend on performing the job. In this type of questionnaire, the employee sticks to answering the questions in the list. An open ended questionnaire will have the employee describing his/her job and tasks involved in the job in his own words. Other job analysis methods that are commonly used are critical incidents, wherein the analyst defines a job on the basis of the behavior needed to perform the job. Maintaining a diary is also a common method where employees are asked to record activities and tasks that they perform as a part of their job. Often experts are hired to provide information about the job profile and the characteristics needed in an employee performing the job. These are just some of the most commonly used job analysis methods. There are other more specialized methods that enable professionals to define the job better. Job analysis using Dairy. The work diary or work log is an intriguing data collection method...
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