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Psy 435 Industrial

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Industrial/organizational psychologists often utilize job analyses in their work. Please
describe what a job analysis is and describe two different approaches and their
applications.
A job analysis is a meaningful and organized process, which provides a more detailed and
significant job-related information about the job itself. A job analysis also helps one to
differentiate one job from others. A well-done job analysis that breaks down the job into
purposeful elements gives a much clearer picture about a specific job. Besides that, a job
analysis also describes one’s qualities necessary to carry out the job. To be able to perform a
formal job analysis and as stated by Spector (2008), it should include these factors:
1. “The procedure must be systematic. This means that the analyst specifies a procedure
in advance and follows it.
2. A job is broken into smaller units. We describe components of jobs rather than
the overall job.
3. The analysis results in some written product, either electronic or on paper” (p. 55).
Furthermore, and according to our textbook, there is more than one-way to do a job
analysis. How it is done depends on the kind of job analysis and if it is more job or person
oriented. There are two different approaches to a job analysis. First is the job-oriented job
analysis, which gives information that is more specific about the job itself. The job-oriented job
analysis considers the tasks that are being performed at a job and either focuses on the tasks or
describes the features of the tasks. The other job analysis is person oriented and focuses on
aspects such as knowledge, skills, abilities, and other attributes (KSAO) that are needed to be
able to carry out the job properly. A job analysis, whether job or person oriented, is very
significant not only for the one seeking the job but also for the one hiring. It is in best interests
of both parties to perform both kinds of job analyses because it will ensure that the one looking

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for a job will get the best-suited job for him or herself and the one hiring will be rewarded with
the best possible employee (Spector, 2008).
References
Spector, P., E. (2008). Industrial and organizational psychology: Research and practice (5
th
.ed).
Hoboken, NJ: John Wiley & Sons, Inc.

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Industrial/organizational psychologists often utilize job analyses in their work.Please describe what a job analysis is and describe two different approaches and their applications.A job analysis is a meaningful and organized process, which provides a more detailed and significant job-related information about the job itself. A job analysis also helps one to differentiate one job from others. A well-done job analysis that breaks down the job into purposeful elements gives a much clearer picture about a specific job. Besides that, a job analysis also describes one's qualities necessar ...
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