PSY BEH 185S Chapter Notes - Chapter 3: Mental Process, Equal Pay For Equal Work, Paq
3 Jul 2018
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Chapter 3: Job Anlysis
I. Personnel psychology
A. The concern with the creation, care, and maintenance of a workforce; includes the
recruitment, placement, training, and development of workers; the measurement
and evaluation of performance; and the concern with worker productivity & well
being.
II. Job analysis
A. One of the most basic personnel functions is job analysis - the systematic study of
the tasks, duties, and responsibilities of a job and the knowledge, skills, and
abilities needed to perform it
B. Analysis should be done on a periodic basis to ensure that the information on jobs
is accurate
C. Job analysis needs to be comprehensive and precise
C.1. Should allow for flexibility and creativity in jobs
D. Involves the objective measurement of work behavior performed by actual
workers
D.1. The analyst must be an expert in objective measurement
techniques
E. Job analysis leads to other personnel products such as
E.1. job description - a detailed accounting of the tasks, procedures,
and responsibilities required of worker
E.2. job specification - provides info about the human characteristics
required to perform job
E.3. job evaluation - assessment of the relative value or worth of job o
an organization to determine appropriate compensation
E.4. performance criteria - the means for appraising worker success in
performing the job
III. Job analysis methods
A. Observations
A.1. Analyst gather info about a particular job
A.2. They observe the job incumbent at work for a period of time
A.3. Take detailed notes and record
A.4. Works best for manual operations, repetitive tasks, or easily seen
activities
A.5. Does the presence of a server affect performance?
B. Participation
B.1. Analyst performs particular job to get understanding of how it is
done
C. Existing data
C.1. Organizations may already have some info or record that can be
used in job analysis
find more resources at oneclass.com
find more resources at oneclass.com
Document Summary
Should allow for flexibility and creativity in jobs: involves the objective measurement of work behavior performed by actual workers. The analyst must be an expert in objective measurement techniques: job analysis leads to other personnel products such as. E. 1. job description - a detailed accounting of the tasks, procedures, and responsibilities required of worker. E. 2. job specification - provides info about the human characteristics required to perform job. E. 3. job evaluation - assessment of the relative value or worth of job o an organization to determine appropriate compensation. E. 4. performance criteria - the means for appraising worker success in performing the job. They observe the job incumbent at work for a period of time. Works best for manual operations, repetitive tasks, or easily seen activities. Does the presence of a server affect performance: participation. Analyst performs particular job to get understanding of how it is done: existing data.
