![]() 7 Job Analysis at the Speed of Reality (JASR).4 Knowledge, skills, abilities and other characteristics (KSAOs).However, evidence shows that the root purpose of job analysis, understanding the behavioral requirements of work, has not changed in over 85 years. Since then, experts have presented many different systems to accomplish job analysis that have become increasingly detailed over the decades. Job analysis was also conceptualized by two of the founders of I-O psychology, Frederick Winslow Taylor and Lillian Moller Gilbreth in the early 20th century. Viteles' techniques could then be applied to any other area of employment using the same process. In 1922, he used job analysis in order to select employees for a trolley car company. One of the first I-O psychologists to introduce job analysis was Morris Viteles. Job analysts are typically industrial-organizational (I-O) psychologists or human resource officers who have been trained by, and are acting under the supervision of an I-O psychologist. The application of job analysis techniques makes the implicit assumption that information about a job as it presently exists may be used to develop programs to recruit, select, train, and appraise people for the job as it will exist in the future. The outcomes of job analysis are key influences in designing learning, developing performance interventions, and improving processes. Job analysis is crucial for first, helping individuals develop their careers, and also for helping organizations develop their employees in order to maximize talent. Subject matter experts (incumbents) and supervisors for the position being analyzed need to validate this final list in order to validate the job analysis. ![]() This list contains the functional or duty areas of a position, the related tasks, and the basic training recommendations. The measure of a sound job analysis is a valid task list. After this, the job analyst has completed a form called a job psychograph, which displays the mental requirements of the job. ![]() The process of job analysis involves the analyst gathering information about the duties of the incumbent, the nature and conditions of the work, and some basic qualifications. Job analysis provides information to organizations that helps them determine which employees are best fit for specific jobs. Job analysis (also known as work analysis ) is a family of procedures to identify the content of a job in terms of the activities it involves in addition to the attributes or requirements necessary to perform those activities.
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