Intro to Industrial and Organization Psychology Week 2 Lecture Notes
Intro to Industrial and Organization Psychology Week 2 Lecture Notes PSY 3320
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This 2 page Class Notes was uploaded by Nina Goad on Friday February 5, 2016. The Class Notes belongs to PSY 3320 at Middle Tennessee State University taught by Patrick McCarthy in Winter 2016. Since its upload, it has received 12 views. For similar materials see Introduction to Industrial and Organizational Psychology in Psychlogy at Middle Tennessee State University.
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Date Created: 02/05/16
Introduction to Industrial and Organizational Psychology Week 2 Lecture Notes 1/27/16 The general types of job analyses are joboriented or personoriented. A joboriented job analysis provides the description of the job in a format that depends of the field of the job. A personoriented job analysis identifies what characteristics a person needs to have in order to do the job and this includes KSAO’s (Knowledge, Skills, Abilities, and Other Characteristics.) Personoriented analyses use the same measurement to analyze the job on one common set of dimensions and are filtered through a format of KSAO’s. In order to do a job analysis, a SME (Subject Matter Expert) is needed. SME’s include supervisors, peers related to the job, or a current employee in that job. Some sources of basic information about the job can include job incumbents, supervisors, and job analysts in order to receive pertinent information about how the job is typically done, how the job is supposed to be done, and past information on the analysis of that job. People provide the information of a job analysis by performing the job, observing employees on the job, interviewing SME’s, and giving questionnaires to SME’s. The TaskInventories approach to analyzing a job is joboriented. This approach is tailored to a specific job. In this approach, a job analyst would interview an SME and observe. The job analyst would also generate a task list including 100500 sets of tasks. The analyst will evaluate the tasks on the basis of time spent, criticality, difficulty learning, and, importance. These tasks are then grouped into dimensions or categories creating a unique set of dimensions for each job. The Critical Incident approach to analyzing a job is joboriented. This approach is highly focused on the most important tasks and identifies crucial behaviors that separate effectiveness from noneffectiveness in that job. The analyst using this approach will place the critical behaviors and tasks into dimensions. This approach is an efficient way to identify major keys to success in a job, but is not a full inventory of all aspects of the job. The Job Component Inventory approach to job analysis is a personoriented approach that assessed job requirements in a way that can match to an employee’s KSAO’s. in this approach, the features of the job are translated into description of skill requirements. This approach has 400 or more features and 5 summary dimensions. The Functional Job Analysis (FJA) approach to job analysis is a personoriented approach that begins with task statements for each job. This approach rates each task on data, people, and things. The common framework of this approach is for describing all jobs. This approach integrates all ratings to get job description in FJA format. This approach uses a dictionary of occupational titles called O*Net.