...Running head: Job Analysis paper Anne Solomon Industrial/Organizational Psychology/PSY435 Professor Rockel Etienne May 2, 2011 Job Analysis paper The purpose of job analysis is the studying and evaluating what a job entails; describing precisely the skills needed and the qualifications to fulfill the job position accurately. Job analysis is when most personnel functions because the methods of any job need to be precise. For example, in a job position the duties of that position should be clearly stated. Therefore, the job analyst would need to observe a person in the current position. This can be helpful as well in determining what skills and requirements are necessary to perform that job most efficiently. Also jobs are continually changing as time goes on so job analysis needs to take note of any changes periodically so that the current job duties and requirements are kept up-to-date. This means that the person doing the analysis should also be very familiar with that job and position. “A job analysis leads directly to the development of several other important personnel [tools]; a job specification, a job evaluation, and performance criteria” (Riggio, 2008, p. 57). The job of paraeducator is an important one. The job of paraeducator consists of assisting full-inclusion (FI) students. Full-inclusion students are students that have special needs that are mainstreamed into a regular classroom among peers that do not have special needs. The class...
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...Job Analysis Paper The purpose of job analysis is the studying and evaluating what a job entails; describing precisely the skills needed and the qualifications to fulfill the job position accurately. Job analysis is when most personnel functions because the methods of any job need to be precise. This paper will be discussing the job analysis for the challenging career of a behavior interventionist/teacher aide. This paper will also evaluate the reliability and validity of being a behavior interventionist. We will also be evaluating different performance appraisal methods that might be applied to being a behavior interventionist. Also, this paper will explain the various different benefits and vulnerabilities of each performance appraisal method talked about previously. In any job position, the duties of that position should be clearly stated. Therefore, after this information gets handed over to the employee, the job consultant would then need to observe a person in the current position. This evaluation helps determine the requirements and skills needed to perform the job better. Also in consideration with the fact that jobs are continuously changing as time passes job analysts must take note of any drastic changes to keep up with the requirements and actualized job duties. It means that the person in charge of doing the analysis should also be very familiar with that job and the position duties. The job of a behavior interventionist is very important in the education field...
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...Job Analysis Paper Violet Madrid Psy 435 Maureen Oates Job Analysis Paper Job Analysis Paper Violet Madrid Psy 435 Maureen Oats Job analysis is a very important piece of the building blocks of Industrial Organizational psychology. A process must be done is to identify the attributes—the KSAOs that is needed for performing the tasks required for the job and to perform the worker-oriented behaviors described in the job. The KSAO’s are Skill –a practiced act , Ability -the stable capacity to engage in a specific behavior", other characteristics, Personality variables - interests, training, and experiences. After these KSAOs are identified, tests and other assessment techniques can be done to measure those KSAOs. A variety of personality test can be done before entering college to access which career would fit an individual. Conducting a job analysis provides knowledge of capabilities to the individual interested in the profession and the organization that is interested in hiring the individual. Knowing the capabilities of the individual is key in determining how productive the individual is capable of being in the desired profession. If the desired profession is to be a residential therapist, it would require the right personality and skill set for the job. A residential therapist skill set would need to provide to a broad range of services because the job requires to work directly with individuals, families couples and groups in a variety of settings, such as mental...
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...Job Analysis Paper Megan Griffin-Lum PSY/435 December 20, 2011 Neva Wilson Job Analysis Paper In today’s society, student’s families are broken, violence is standard, language barriers run high, and learning is not a high priority among individuals. Counselors characteristically deal with students who have behavioral issues, emotional problems, and tangible needs. A shoulder to cry on, an ear to hear, and an unyielding facilitator of the rules are what educational counselors should employ. Prior to becoming a successful school counselor, one needs to become a part of the education system as a certified teacher. According to the Interstate New Teachers Assessment and Support Consortium, 10 principles are significant when assessing a likely candidate for the job as school counselor. The principles consist of "making content meaningful, child development and learning theory, learning styles/diversity, instructional strategies/problem solving, motivation and behavior, communication/knowledge, planning for instruction, assessment, professional growth/reflection, and interpersonal relationships" (INTASC, 2008). Numerous educators, particularly at the elementary school level, have a packed classroom with nominal resources in view to discipline. It is key to maintain a firm steadiness of authority in order to uphold an apt environment for learning. Students across the spectrum face obstacles in regards to a continuance of love for school and learning...
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...FINAL EXAM: ORGANIZATION’S USAGE OF THE HUMAN RESOURCE SYSTEM MBA – 533 Final Exam Paper Saint Leo University Thomas Rothrauff, Jr. Professor Sciarini June 16, 2013 Paper Section – Discuss, in a 15-page paper, how the various parts of the human resource system used in an organization you are familiar with align and support each other. The organization I will cover in this paper is a maritime security corporation. For purposes of this paper I will call the corporation CX. CX is based in the United States but provides services worldwide. Clients of CX consist of a wide variety of U.S. companies as well as foreign corporations. The types of clients, whether foreign or domestic, range from commercial shipping corporations to gas and oil companies conducting operations including, but not limited to: gas exploration, drilling platforms, refinery operations, and floating storage and production/transfer services. Because of the vast geographical area, and the diverse cultures CX must interact with; cultural sensitivity and diversity awareness are a key component of CX operations. The cultural sensitivity with which CX must be proficient span the entire cross section of each nations population from lower level laborers to the extremely cultured ruling and governing class. CX provides not only maritime security consulting services but it also includes armed protective operations, threat based vulnerability assessment services, technology force protection applications...
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...Methods of Collecting Job Analysis Data A variety of methods are used to collect information about jobs. None of them, however, is perfect. In actual practice, therefore, a combination of several methods is used for obtaining job analysis data. These are discussed below. Job performance In this method the job analyst actually performs the job in question. The analyst, thus, receives first hand experience of contextual factors on the job including physical hazards, social demands, emotional pressures and mental requirements. This method is useful for jobs that can be easily learned. It is not suitable for jobs that are hazardous (e.g., fire fighters) or for jobs that require extensive training (e.g., doctors, pharmacists). Personal observation The analyst observes the worker(s) doing the job. The tasks performed, the pace at which activities are done, the working conditions, etc., are observed during a complete work cycle. During observation, certain precautions should be taken The analyst must observe average workers during average conditions. The analyst should observe without getting directly involved in the job. The analyst must make note of the specific job needs and not the behaviors specific to particular workers. The analyst must make sure that he obtains a proper sample for generalization. This method allows for a deep understanding of job duties. It is appropriate for manual, short period job activities. On the negative side, the methods fail to take note of the mental...
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...Lakesha Eaton HRM-590 Professor Brett Gordon Job Analysis Literature Reviews March 19, 2015 Job Analysis and Job Description are closely interrelated. The information gathered on each job through job analysis is subsequently organized and compiled in a Job Description. The adequacy of the Job Description therefore depends heavily upon the extent of information obtained through Job Analysis. For the remainder of this paper I will focus on the process of job analysis by discussing the definition and literature reviews on this topic. "Job analysis is the process of defining the specific job duties, educational requirements, work experience, and skills to fulfill a vacant position." Job analysis provides information to organizations which helps to determine which employees are best fit for specific jobs. Through job analysis, the analyst needs to understand what the important tasks of the job are, how they are carried out, and the necessary human qualities needed to complete the job successfully. The first article I found on job analysis is by Chelan David, titled “ How Conducting a Job Analysis Improves Your Business Efficiency, Growth, and Innovation.” According to this author, “ conducting a job analysis is important because organizations are being asked to work leaner and more efficiently while developing growth and innovation.” It’s essential to be conscious of the significant responsibilities for each position...
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...OBJECTIVES After studying this chapter, students should be able to: 1. Contrast job descriptions with job specifications. 2. List the advantages of performance simulation tests over written tests. 3. Define four general skill categories. 4. Describe how career planning has changed in the last 20 years. 5. Explain the purposes of performance evaluation. 6. Describe actions that can improve the performance-evaluation process. 7. Clarify how the existence of a union affects employee behavior. 8. Identify the content in a typical diversity-training program. CHAPTER OVERVIEW An organization’s human resource policies and practices represent important forces for shaping employee behavior and attitudes. In this chapter, we specifically discussed the influence of selection practices, training and development programs, performance evaluation systems, and the existence of a union. Selection Practices An organization’s selection practices will determine who gets hired. If properly designed, they will identify competent candidates and accurately match them to the job and the organization. The use of the proper selection devices will increase the probability that the right person will be chosen to fill a slot. While employee selection is far from a science, some organizations fail to design their selection systems so as to maximize the likelihood that the right person-job fit will be achieved. When errors are made, the chosen candidate’s performance may be...
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...Milkovich−Newman: Compensation, Eighth Edition I. Internal Alignment: Determining the Structure 4. Job Analysis © The McGraw−Hill Companies, 2004 Chapter Four Job Analysis Chapter Outline Structures Based on Jobs, People, or Both Job-Based Approach: Most Common Why Perform Job Analysis? Job Analysis Procedures What Information Should Be Collected? Job Data: Identification Job Data: Content Employee Data “Essential Elements” and the Americans with Disabilities Act Level of Analysis How Can the Information Be Collected? Conventional Methods Quantitative Methods Who Collects the Information? Who Provides the Information? What about Discrepancies? Job Descriptions Summarize the Data Describing Managerial/Professional Jobs Verify the Description Job Analysis: Bedrock or Bureaucracy? Judging Job Analysis Reliability Validity Acceptability Usefulness A Judgment Call Your Turn: The Customer-Service Agent Three people sit in front of their keyboards scanning their monitors. One is a sales representative in Ohio, checking the progress of an order for four dozen picture cell phones from a retailer in Texas, who just placed the four dozen into his shopping cart on the company’s website. A second is an engineer logging in to the project design software for the next generation of these picture cell phones. Colleagues in China working on the same project last night (day in China) sent some suggestions for changes in the new design; the...
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...resources, job analysis plays an important role of it. It provides information regarding positions in the organisation. It is an important topic as well as a vital employment tool which can assist with HR activities and potential and current employees, ‘Job analysis is the systematic study of positions to identify their observable duties and responsibilities, as well as the knowledge, skills and abilities required to perform a particular task or group of tasks’ ( Kovac,2006, p.1). Methods of conducting job analysis There are many different methods/ways to conduct a job analysis. It is dependent on organizational needs and what resources are available. Questionnaires, observations and interviews are very common methods. Although individual methods are used exclusively, several can be used in combination. In fact, it is recommended that utilizing more than one method is more sensible (How, 1998), (Dessler, 2005). Reasons for job analysis Job analysis can be used in determining training needs by identifying training content, the assessment tests which need to be used to measure the effectiveness of training, the equipment to be used in the training process, and the methods of training. Job Analysis can also be used in compensation to identify the skill levels, the compensable job factors, the work environment, the responsibilities, and the required level of education and salary level. In selection procedures, job analysis can be used to identify job duties that...
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...Table of Content Page No. Introduction 2 Job Analysis 2 Nature of Job Analysis 2 Components of Job Analysis 4 Uses of Job Analysis 4-5 Steps in Job Analysis 6-7 Methods of collecting information 7-11 o Interview o Questionnaire o Observation o Participant diary/logs o Quantitative Job Analysis Technique Conclusion 11 Introduction A method of performing job analyses and delivering or providing access to the results of the job analyses by creating a list of job requirements and working conditions for each discrete task of a job, creating a physical demands analysis comprising a list of physical requirements of each discrete task of a job, and combining the lists into a job analysis database for determining whether a worker can perform a job. Job Analysis Job analysis is a systematic approach to defining the job role, description, requirements, responsibilities, evaluation, etc. It helps in finding out required level of education, skills, knowledge, training, etc for the job position. It also depicts the job worth i.e. measurable effectiveness of the job and contribution of job to the organization. Thus, it effectively contributes to setting up the compensation package for the job position. Nature of Job Analysis: Organisations consist of positions that have to be staffed. Job Analysis is the procedure through which we determine the task, duties and responsibilities...
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...This chapter focuses on methods that focus on attributes or characteristics that people need to be able to complete their jobs successfully. This kind of information is used to hire qualified people. b. Worker-oriented methods are the most ‘psychological’ of the methods of job analysis. 2. Job Element Method c. This method blurs the distinction between what gets done and what abilities are required to do the job. This method breaks the job down into pieces called elements and are described in terms that job incumbents can easily understand. d. JEM focuses on work-behaviors and the results of this behavior rather than more abstract characteristics. e. An element in JEM is a combination of behaviors and associated evidences. f. Contents of Elements i. Contents cover a broad range of behaviors, including cognitive, psychomotor, and work habits. ii. One of the advantages of JEM over more narrow analytic approaches to job analysis is the use of work habits as elements. g. Steps in the JEM iii. Gathering Information for JEM 1. Usually conducted by a professional analyst and a team of six subject matter experts, who are usually incumbents and supervisors. 2. During the first session, SMEs brainstorm and rate a list of elements that the analyst compiles. A list of job elements and ratings of each will be created. The results of the first session will be put to some particular purpose,...
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...CHAPTER 5 HUMAN RESOURCE PLANNING AND JOB ANALYSIS CHAPTER OVERVIEW The chapters begins by describing the intensive succession-plan for the new CEO at Quest Diagnostics. The process of human resource planning, and its connection to overall strategic organizational planning is described. Next, key notions are that a firm must know its mission and goals, and its strengths, weaknesses, opportunities, and threats (SWOT). Then human resources must describe jobs that will perform tasks necessary to meet the goals. Factors to consider, such as the skills of current employees, available tools, and management information systems, are presented in the discussion on how labor supply and demand are matched. Job analysis, which is used to determine the knowledge, skills and abilities required for each job, is described, and the importance of job analysis for almost all HRM activities is emphasized. Finally, current issues in human resource planning, which today must deal with downsizing and rightsizing, are presented. Additional Features of this Chapter Exhibit 5-2 is s sample replacement chart. Examples from various job analysis techniques are provided and Exhibit 5-4 outlines the steps in a job analysis. Exhibit 5-9 gives a sample job description for a benefits manager. “Ethical Issues in HRM” discusses various competitive intelligence activities and the difference between ethical vs. legal. ADDITIONAL LECTURE OR ACTIVITY SUGGESTIONS Environmental Scanning:...
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...Recruitment, Selection and Induction Assessment task 1 Section 1 – Analysing job requirements 1. There a number of ways to define job analysis, however, to sum it up: it is the process of exploring and gathering information relating to a specific job. The analysis highlights the duties, responsibilities and the accountabilities of a job. The process of the analysis results in two sets of data: a job description and a job specification. The sole purpose for the job analysis - in relation to recruitment and selection - is to assist human resources in their search for potential future employees; it also helps in better continuity and planning in staffing for the organisation. Additionally, selecting a good candidate also requires a detailed job description as the objective of recruiting employees is to match the right candidate to the right job. There a number of ways for collecting job analysis data and two methods that Asda are most likely to use are: a questionnaire method and an observation method. The most commonly used job analysis method for any work place is to get their existing employees, superiors and managers to fill in questionnaires. This method must be framed differently for different grades of employees in order to gain reliable information. It should also be communicated to staff that all data collected will benefit them in the long run by providing the questionnaire with ‘true’ job-related data. If it is not completed properly, it will suffer from personal biasness...
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...Short Case Study # 1 - Madness Moosehead University Question As the consulting job analyst to Moosehead University, prepare an intake evaluation report that contains your recommended steps and sequencing of activities to conduct this work analysis. List the various stakeholders you will consult, indicate specific methods and techniques you will employ in successfully completing this contractual assignment. Objective The purpose of this evaluation report is to implement performance indicators for faculty members and professors, and to elaborate a document or guide to help the Moosehead University update their employee’s jobs descriptions and specifications. Also, this job analysis will enable HR personnel to effectively manage a variety of activities such as career progression, training, development, promotion, compensation, enhancing job performance, quality of teaching, accountability and other management related organizational requirements. In order to elaborate an in dept evaluation, there will be a variety of steps and activities to conduct this work analysis: 1. Review the current descriptions and specifications for each job, in this case, the Senate document that has three areas of duties: ➢ Teaching ➢ Research and Scholarly activities ➢ Service 2. Interview faculty members, professors other individuals who are in the job under evaluation (Dr. Hamish Haberdashery (VP Academic), Dr. Carla Climber (President)...
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