Industrial and Organizational Pyschology Term Paper
Title Page
Abstract
Introduction….. p1-4 Method Section … 5-6
Result Section ….. 7
Discussion ……. 8
References …… 9
Appendix A (job description) ………. Appendix B (job ad) ……..
Appendix C (Interview questions) …….
Introduction
Job analysis is a fundamental part of the practice of industrial/organizational psychology. Analyzing a job involves the determination of what tasks make up a job, the tasks’ relative importance, and what knowledge, skills, and abilities are necessary to successfully carry out those tasks. Job analysis results may be utilized for a variety of personnel management purposes but are especially important for selection and promotional decisions. Job analysis is undertaken prior to selection and promotional testing in order to determine what attributes qualify an individual for a specific job. In other words, the aspects identified through comprehensive job analysis serve as the criteria for tests and other assessments used in selection or promotion. The process of job analysis can involve several methods of information-gathering, including observation, group meetings, interviews and surveys. Diversifying the sources of information helps obtain more accurate representation of the entire job. For the same purpose, as well as in order to ensure fairness, a representative sample of job incumbents (representative of the organization in terms of location, division, type of job assignment, race and gender) is utilized.
The I/O Solutions job analysis process typically begins with review of any pre-existing materials such as past job analyses and job descriptions. Next, interviews and job observations are conducted with a representative sample from the organization, with the purpose of obtaining task-level information about the job in question. The interviews and observations are complementary, as something that is accidentally omitted during an interview may be easily observed, and rarely performed but critical tasks that are
Abstract
Introduction….. p1-4 Method Section … 5-6
Result Section ….. 7
Discussion ……. 8
References …… 9
Appendix A (job description) ………. Appendix B (job ad) ……..
Appendix C (Interview questions) …….
Introduction
Job analysis is a fundamental part of the practice of industrial/organizational psychology. Analyzing a job involves the determination of what tasks make up a job, the tasks’ relative importance, and what knowledge, skills, and abilities are necessary to successfully carry out those tasks. Job analysis results may be utilized for a variety of personnel management purposes but are especially important for selection and promotional decisions. Job analysis is undertaken prior to selection and promotional testing in order to determine what attributes qualify an individual for a specific job. In other words, the aspects identified through comprehensive job analysis serve as the criteria for tests and other assessments used in selection or promotion. The process of job analysis can involve several methods of information-gathering, including observation, group meetings, interviews and surveys. Diversifying the sources of information helps obtain more accurate representation of the entire job. For the same purpose, as well as in order to ensure fairness, a representative sample of job incumbents (representative of the organization in terms of location, division, type of job assignment, race and gender) is utilized.
The I/O Solutions job analysis process typically begins with review of any pre-existing materials such as past job analyses and job descriptions. Next, interviews and job observations are conducted with a representative sample from the organization, with the purpose of obtaining task-level information about the job in question. The interviews and observations are complementary, as something that is accidentally omitted during an interview may be easily observed, and rarely performed but critical tasks that are