Job Analysis Paper

Topics: Performance appraisal, Human resource management, Reliability Pages: 7 (1163 words) Published: April 6, 2015

Job Analysis
PSY / 435
March 30, 2015
Stephanie Johnson

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 what they are going through, what is happening in their life at the moment that has pushed to receive help. A counselor helps an individual to look for alternative way of approaching a situation. Counselors have confidential sessions, and are very good listeners. They listen attentively to their clients while offering them their “time, empathy, and respect they need to express their feelings and perhaps understand themselves from a different perspective” (AGCAS, 2013). Their focus is to help decrease or remove what is causing the client confusion, stress, and/or depression among many other negative emotional state. In the path to help the client, counselors do not provide advice, they guide the client to form their own choices and decisions, “within the framework of an agreed counseling contract” (AGCAS, 2013). According to the Dictionary of Occupational Tiles (DOT), counselors: “collects, organizes, and analyzes information about individuals through records, tests, interviews, and professional sources, to appraise their interests, aptitudes, abilities, and personality characteristics, for vocational and educational planning”. The position of a counselor is to provide service to others, works indoors (office setting), deals with clients, sits most of the times, and requires social interaction. Individuals must be good listeners, patient, and must have a knowledge of human behaviors. An activity that makes the task of serving others or overseeing other that are going through an emotional process, would include: providing individual therapy or group therapy care for patients. For this, many elements are necessary, like observing the behavior of the patient, listening to patients concerns, and recording the condition of the patient. Job analysis information depends on individual’s judgments according to who is observing or performing the job. “The judgement of individuals are not perfect; therefore, it is of importance for determining...

References: AGCAS. (2013, August). Prospects. Retrieved from
DOT Dictionary of Occupational Titles Job Description. (2003). Retrieved from
Spector, P. E. (2012). Industrial and Organizational Psychology: Research and Practice (6th
ed.). Retrieved from The University of Phoenix eBook Collection database.
United States Department of Labor. (1991). Dictionary of Occupational Titles (rev. 1991).
United States Department of Labor, Office of Administrative Law Judges, Home Page. Retrieved June 09, 2011, from
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