INDUSTRIAL-ORGANIZATIONAL PSYCHOLOGY

Job Analysis

The foundation for almost all HR activities. The process of studying positions, describing the duties and responsibilities that go with jobs.

Job Analysis Program

undertaken when the organization is starting operations, when a new job is created, or when a job is changed. This covers 3 elements (e.g. methods of securing job information)

Company policy and administration of the program

1 of 3 elements of Job Analysis program that shoes the purpose of the job analysis and who will be responsible for the gathering of information.

Job information

1 of the 3 Job Analysis Program elements that shows when job information should be updated

Methods of securing job information

1 of 3 Job Analysis Program elements that ask how the information will be gathered

Job Description

The descriptions of the functions and duties performed and the responsibilities involved, and the relation of the job to other jobs in the company. J

Job Specification

indicates the qualifications in terms of skills, experience, training, and other special qualifications as well as the traits required of the worker to satisfactorily perform the job.

Job Profile

described the job in terms of key result areas and the functions and the roles and the competencies. Has less emphasis on specific duties and processes.

Step 1: Identify tasks performed

1out of 4 steps of conducting a job analysis. This finds the major job dimensions, things to do for each dimension, the tools and equipment, and the condition of which the job is performed.

Step 2: write the task statements

1 out of 4 steps of conducting a job analysis. This will be used in the task inventory. It’s written in the same tense, includes the tools and equipment, shouldn’t be competencies and policies, and the level of authority is indicated.

Step 3: Rate the task Statements

1 out of 4 steps of conducting a job analysis. This step is where you conduct a task analysis.

Step 4: Determine essential KSAOs

1 out of 4 steps of conducting a job analysis. The step that comes after conducting a task analysis.

KSAO

It is a framework used in human resources, job analysis, and workforce planning to identify and describe the key attributes required for successful performance in a specific job or role.

Knowledge, Skill, Ability, and Other Characteristics

The word-by-word meaning of the acronym KSAO

Knowledge

A body of information needed to perform a task. The theoretical or factual understanding of a subject or field that is necessary to perform a job. This includes education, training, and expertise in specific areas.

Skill

the proficiency to perform a learned task.

Ability

a basic capacity for performing a wide range of different tasks, acquiring knowledge, or developing a skill.

Other Characteristics

Part of the KSAO acronym that includes personal factors like personality, willingness, interest, and motivation and such tangible factors as license, degrees, and experience.

Subject Matter Experts

re individuals with deep knowledge, expertise, and experience in a specific field, topic, or discipline. They are recognized as authoritative sources in their area of specialization and are often consulted for their insights, guidance, and problem-solving abilities.

Job Analyst

is a professional responsible for studying and evaluating jobs within an organization to understand the tasks, responsibilities, skills, and qualifications required for each role.

SME Conference

A group analysis interview consisting of a subject matter expert

Task Inventory

a questionnaire containing a list of tasks each of which the job incumbent rates on a series of scales

Task Analysis

the process of identifying the tasks for which employees need to be trained

Questionnaires

are structured tools used to collect data from individuals in a systematic way. An effective way of obtaining job information.

Position Analysis Questionnaires

a structure instrument developed by McCormick, Jeanneret and Mechan at Purdue University. It is an instrument based on statistical analysis of worker-oriented job elements and consists of 194 items. It covers information input, mental process, work output, relationship with other persons, and job context.

Information input

where and how the workers gets the information used for the job

Mental Process

the reasoning, planning, decision making involved in the job

Work output

the physical activities performed by the worker and the tools or equipment used

Job Context

the physical and social contexts in which the work is done

Job Elements Inventory

an instrument designed as an alternative to the PAQ. Is developed by Cornelius and Hackel. Contains 153 items and is easier to read.

Functional Job Analysis

an instrument designed by Fine. A quick method used by the federal government to analyze and compare thousands of jobs. Analyzes 3 functions: data, people, and things.

Job Components Inventory

developed by Banks, Jackson, Stanford and Warr. Initiated in England and consists of more than 400 questions. A practical tool used in curriculum development career guidance and broad based training.

Job Structure Profile

A revised version of the PAQ developed by Patrick and Moore. Designed to be used ore by the analyst than the workers.

Interview

a structured conversation where one person asks questions, and another person provides answers.

Observation

The act of watching people performing their jobs in the work setting so the Job Analyst can see the workers do their work that the interviewee may have forgotten to mention during their interview.

Recruitment

the process of searching for and securing applicants for the various job positions so that the right people in the right number can be selected to fill the job positions which arise from time to time in the organization.

Internal and External source

the two major sources of candidates

Internal Source

these are qualified candidates from the company and within the ranks of its present employees.

External Source

the hiring from the outside source is a management option.

Job Posting

this is a method of HR recruitment where a new position available will be posted in the company

The Word of Mouth System

Method of HR recruitment where the word spreads around through one person to the next

Advertising Media

Method of HR recruitment where an ad for soliciting applicants is advertised through media, newspapers, magazines, radio or television.

Walk Ins and Unsolicited Applicants

A method of HR recruitment where applicants arrive and hand in their application letters or resumes without an appointment

Campus or University Recruitment

a method of HR recruitment where recruiters are sent to college to answer questions about themselves and interview students for available positions.

Government Agencies

A method of HR recruitment where an employment service operated by a state or local government designed to match applicants with job openings is availed

Radio and Television

A method of HR recruitment where radio and television are used as mediums for manpower recruitment

The Internet

A method of HR recruitment where company profiles and job placements could eventually come to the online world

Executive Search Firms

These are employment agencies also called “headhunters:” that specialize in placing applicants in high paying jobs.

Selection

defined as the process of determining from among the applicants who can meet the job requirements and can be offered the vacant position in the organization.

Personal Requirement Form

the different departments of the organization can make a personal requisition to the HRD on their manpower requirements through this