Job Analysis Paper
Job Analysis
PSY / 435
March 30, 2015 Stephanie Johnson
Abstract
This paper conducts a job analysis for a counselor. Evaluates the reliability and validity of job analysis. Also, it evaluates different performance appraisal methods that applies to the job. In addition, the paper explains the various benefits and vulnerabilities of each performance appraisal method.
Job Analysis
According to Spector (2012), “job analysis is a method for describing jobs and/or the human attributes necessary to perform them” (p.54). In other words, it is necessary to provide a correct representation of all the details of the job/position and all the features necessary and required of the possible employee. In regards to job analysis, there are two primary methods that can be taken; the job-oriented and the person-oriented methods. The job-oriented job analysis concentrates on “the tasks that are done on the job” (Spector, 2012); whereas the person-oriented method pays more attention to the “personal characteristics needed for a job” (Spector, 2012).
Job analysis is thought of as one of the most active way to determine if a job/position matches what the individual is looking for and vice-versa. Most, individuals graduate from high school, college, university without a sense of where is their career path going to lead them to. A job analysis allows those individuals to form a clear image of what would be expected from them in a specific job. Also, it helps them understand the necessary traits to flourish in that career/job. A job of interest is a counselor. To implement a job analysis of the job counselor, a job-oriented analysis is an effective one. The job-oriented analysis can offer detailed information about the requirements necessary to be a counselor. The position of a counselor is to “help people to explore feelings and emotions that are often related to their experiences” (AGCAS, 2013).
A duty of a counselor is to help their clients reflect on
PSY / 435
March 30, 2015 Stephanie Johnson
Abstract
This paper conducts a job analysis for a counselor. Evaluates the reliability and validity of job analysis. Also, it evaluates different performance appraisal methods that applies to the job. In addition, the paper explains the various benefits and vulnerabilities of each performance appraisal method.
Job Analysis
According to Spector (2012), “job analysis is a method for describing jobs and/or the human attributes necessary to perform them” (p.54). In other words, it is necessary to provide a correct representation of all the details of the job/position and all the features necessary and required of the possible employee. In regards to job analysis, there are two primary methods that can be taken; the job-oriented and the person-oriented methods. The job-oriented job analysis concentrates on “the tasks that are done on the job” (Spector, 2012); whereas the person-oriented method pays more attention to the “personal characteristics needed for a job” (Spector, 2012).
Job analysis is thought of as one of the most active way to determine if a job/position matches what the individual is looking for and vice-versa. Most, individuals graduate from high school, college, university without a sense of where is their career path going to lead them to. A job analysis allows those individuals to form a clear image of what would be expected from them in a specific job. Also, it helps them understand the necessary traits to flourish in that career/job. A job of interest is a counselor. To implement a job analysis of the job counselor, a job-oriented analysis is an effective one. The job-oriented analysis can offer detailed information about the requirements necessary to be a counselor. The position of a counselor is to “help people to explore feelings and emotions that are often related to their experiences” (AGCAS, 2013).
A duty of a counselor is to help their clients reflect on