...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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...Working with employees PSY/435 I/O Commentary on Real World Problems. James T McCoy is the flight line manager of the 41st Aircraft Maintenance Unit (AMU) at Peterson Air Force Base (PAF), California. McCoy’s is required to have any or all of his seven assigned aircraft ready to fly as scheduled. McCoy is responsible for ensuring there is enough qualified personnel, work schedules, training, supplies, vehicles, support equipment and performance reports to name a few. McCoy does not handle all these duties himself, as a Wage-supervisor 13, (WS-13) he has an equal WS-13 that works the other shift, five Wage-supervisors (WS-11), and 10 Wage-leader 12, (WL-12) that he can delegate duties to. On November 28, 2012, James T McCoy sat down with me, Gregory Lambert, and discussed some of the challenges and issues that arise in the AMU. Once, out in the open with the issues I asked McCoy what strategies he has used to address the challenges. After reviewing what we discussed I came up with some recommendations to help James T McCoy deal with situations as they may arise in the future (University of Phoenix, n.d.). Problems in the 41st AMU James T McCoy is a 27-year veteran of the United States Air Force (USAF), retired, and continues to work for the USAF as a civil servant for the past 10 years. Discussing some issues that arise in his workplace the number one problem is employees. Employees encompasses a big field of discussion, when asked for clarification, James said a few...
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...Job Analysis Deborah Fischer-Hansen PSY/435 April 16, 2013 Deborah Hesselbein Job Analysis Job analysis refers to an approach for explaining a specific job and the tacks necessary to fulfill the requirements of the job. One of the main goals is to define the requirements and characteristics of a particular job. The job analysis needs to consider who, what, where, when, and how the job might relate to an individual. Many methods provide different types of information about the jobs and human attributes needed for jobs (Spector, 2012). There are two different categories of job analysis; they are job oriented and person oriented (Spector, 2012). Job oriented emphasizes the responsibilities needed for a job, whereas, person oriented concentrates on the individual particular characteristics needed for the job. The author will further discuss a job with Trinity Teen Solutions, specifically life coach for struggling teen girls and young women. Life Coach Job Analysis Life Coaching is a profession that compliments consulting, mentoring, therapy, and counseling. According to "What Is Life Coaching?" (2012), the coaching process addresses specific personal projects, business successes, general conditions and transitions in the client's personal life, relationships or profession by examining what is going on right now, discovering what your obstacles or challenges might be, and choosing a course of action to make your life be what you want it to be. The...
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...Job Analysis Jen C. Martinez PSY 435 October 1, 2012 Dr. Ellen Myers Job Analysis There are many reasons for analyzing jobs. One reason would be to study and evaluate exactly what a job requires. Another reason would be to describe specifically what skills are needed and the qualifications that are required to complete the job properly. The positions should be stated very clearly what is required so that all of the employees know what is expected of them without having any confusion. The person performing the job analysis should be able to watch a person performing the job or, at the very least know exactly what the job is supposed to accomplish so that the basic characteristics of a potential employee can be evaluated. Jobs change; therefore the job description will change as well. There are some companies that search for an easier, less physical ways while maintaining the same results. There are some employees who are able to find these ways and that is one reason why job descriptions change over time. The position that I have chosen to analyze is a Casual Quality Assurance Technician with Nestle Waters North America. The main purpose for this job is to make sure that all processes from raw materials to the finished product is compliant with the Nestle Waters North America standards. The right candidate would also be responsible for inspecting the products for any flaws and be able to diagnose the issue if there is a problem. The position also requires record keeping...
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...Casino Evaluation and Recommendations Angela Retchko PSY/435 11 June, 2012 Christopher Reid Casino Evaluation and Recommendations In the scenario provided there are two main issues that need to be rectified immediately; that of retention of dealers who are dissatisfied with the pit boss, and the recruitment of quality housekeeping staff to alleviate the excessive burden on current housekeepers. Although these issues impact guests as well as the casino, the focus must remain on these two factors in order for other areas to reap positive affects. There are a number of viable options that may be utilized to rectify the current situation, however extensive research and data gathering takes time and clearly the situation has gone beyond the expiration date for lengthier I/O methods. With this in mind, the proposed recommendations based on general analysis and a few assumptions have been provided for the short-term, with more extensive action to be employed for future harmony and balance within the organization. Analysis and Recommendation The casino is having extreme difficulty retaining their dealers as, “on several exit interviews, many of the dealers have cited the pit boss, Joe, as being “toxic, overbearing, evil, and incompetent.” (syllabus, 2012, p. 5). To add to the issue, Tom, the organizations HR director fears explaining the situation to the casino owner because Joe is the owner's step-son. Due to the precariousness of the situation, Tom's fear may be warranted...
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...Job Analysis Christine Simmons PSY/435 10/05/2015 Suzanne Wise-Jones Job Analysis A job analysis is where a person has an interest in pursuing a job, they do this so that they can see if the job is the correct one to pursue. When performing a job analysis you will find out every detail of that job and what is needed to do the job correctly. There are two categories to a job analysis and they are, job-oriented or person-oriented analysis (Spector, 2012). Now job-oriented job analysis is where the focus is on the tasks that a person will do at the job, and person-oriented job analysis is the characteristics needed for the job, both which are a very important part of job analysis. Psychiatric Technician Psychiatric technician also known as mental health technicians is a job interest, and to perform a job analysis on this job the best tool to use is job-oriented analysis. This is because job-oriented analysis gives detailed information about all requirements that are necessary for a psychiatric technician has to perform. What a psychiatric technician does is follow directions from physicians and professionals by working as a member of their team (U.S. Department of Labor, Bureau of Labor Statistics, 2014). Also they help those who have a mental illness and developmental disability. The task that they have to do are is mainly to see that the well-being of the patients are met they do this by: providing therapeutic care. To...
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...Job Analysis Amanda Anderson PSY/435 June 23, 2014 Stephanie Johnson Job Analysis There are many jobs that an individual may pursue when they obtain a degree in psychology. One such job is parole officer. This paper will provide insight on the functional job analysis of a parole officer, discuss how a functional job analysis can be used within the organization, evaluate the reliability and validity of a functional job analysis, evaluate different performance appraisal methods and how they may be applied to a parole officer, and will conclude by explaining the various benefits and vulnerabilities of each performance appraisal method concerning the job of a parole officer. Functional Job Analysis The functional job analysis uses both observation and interviews to provide a description of a job and scores on several dimensions concerning both the job and potential workers. These dimensions apply to all jobs so that the procedure can compare them. This process helps to set the recommendations for the job outline. Candidates for the parole officer position should meet the job requirements. The job analysis identifies all of the specific tasks required to perform the job, and then all of the specific knowledge skills and abilities required to perform each task are identified (Spector, 2012). The minimum requirements for a parole officer position in most counties and states include a bachelor’s degree, and that the candidate is at least 20 years old. Federal positions...
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...Job Analysis-Clinical Psychology Jacqueline Alvarez PSY/435 June 2, 2015 Pamela Allen Clinical Psychology At the end of this paper it should be understood how job analysis is conducted in an organization. A job analysis will be conducted for a clinical psychologist in an organization. According to Spector (2012), job analysis is a method for describing jobs and or the human attributes necessary to perform them. According to Brannick, Levine and Oreson (2007, p.8), there are elements that comprise a formal job analysis. First, the procedure must be systematic (Spector, 2012). This means the analyst specifies a procedure in advance and follows it. Second, a job is broken into smaller units (Spector, 2012). We describe components of jobs rather than the overall job (Spector, 2012). Lastly, the analysis results in some written product, either electronic or on paper (Spector, 2012). According to Spector (2012), there is no one-way to do job analysis. There are several methods, which each provides different information about jobs and certain human attributes needed for the job. The basics in conducting job analysis must be remembered, which include knowledge, skills and ability. There are so many methods to job analysis that make it difficult to choose just one. According to Spector (2012), each method has its own advantages and limitations, and not every method is appropriate for every application. Choice of method requires consideration of several...
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...Job Analysis Paper PSY/435 Job Analysis Paper Job Analysis of Probation Officers This paper will provide some insight on the functional job analysis for a probation officer, it will discuss how a functional job analysis can be used within this organization, it will go on to evaluate the reliability and validity of a functional job analysis, this paper will also evaluate different performance appraisal methods and how they might be applied to a probation officer, this paper will conclude by explaining the various benefits and vulnerabilities of each performance appraisal method concerning the job of a probation officer. Probation Officer: Functional Job Analysis The selection method for probation officials utilizing the functional job evaluation is very important. The functional job evaluation consists of observation and selection interviews; it assists to set recommendations for the job outline. Rapport shared with probation/parole and a functional job evaluation is the least complicated. The job requirements for a probation officer candidate should satisfy the requirements. At the least a bachelor’s qualification in social work, criminal justice, psychology, or a relevant study is needed for certification (Education Portal. 2011). Nevertheless, much more information by way of functional job evaluation assists to decide eligibility needs to work for the Department of Corrections. In the state of Delaware I/O psychiatrists have evolved physical, psychological, medical...
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...Industrial/Organizational Psychology Pamela Groves PSY/435 January 7, 2012 Frank Del Grosso Jr. Industrial/Organizational Psychology The paper will examine the evolution of the field of industrial/organizational psychology, and how industrial/organizational psychology is different from other disciplines in psychology. Industrial/organization psychology can be used in organizations and it focuses on the employees performance and how to make it better. The report will include the role of research and statistics in I/O psychology. The evolution of I/O psychology started in the twentieth century. Industrial and organizational psychology states; “I/O psychology is a twentieth century invention, with roots in the late 1800s and early 1900s. It has existed almost from the beginning of the psychology field.” Experimental psychologists were interested in applying I/O work to organizations. The problems that were associated with I/O were job performance and efficiency in the work place. Hugo M’unsterburg and Water Dill Scott were the two psychologists that were the founders of the field (Spector, 2008). The first text book about I/O psychology was published in 1913 (Spector, 2008). I/O psychologists focus on more of the way tasks are done on a job, and give certain types of test to each person to find out which person is better for the job. I/O psychologist seems to be interested in picking what tasks can be improved on the job. There was a group of Psychologist who help boost the...
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...Job Analysis Human Resources XXXXX PSY/435 XXXX XXXXXXXXXX Job Analysis in Human Resources “My job is to not be easy on people. My job is to make them better” (Steve, Jobs Quotes, 2011, p. 1). The constant changes and transformations in which organizations are involved today, has led to adapt antiquated and rigid structures to advanced and flexible systems. The Human Resources Management (HRM) has become a dynamic function that projects into the human factor the main key to success. This has forced the heads of agencies to establish systems and adaptive processes to the new structures, requiring techniques that allow them to face and overcome the challenges that organizations are subjected. Therefore, in this research paper the reader will find a brief description and job analysis of the field of Human Resource Management (Spector, 2012). Job Analysis Method Job analysis is defined as the process that determines the relevant information on a specific job. Many methods have been developed to conduct job analysis. These methods determinate tasks, skills, knowledge, abilities, and responsibilities required of the employee for proper exercise that differentiate a work from other (Spector, 2012). Job Component Inventory (JCP) is one method that allows the simultaneous assessment of the job requirements (Spector, 2012). There five components that are represented in the JCI: (1) Use of tools and equipment. Human Resource Management tool and equipment involved Technological...
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...Job Analysis Berline Jean Baptiste PSY/435 July 22, 2013 Linda Seiford Job Analysis The reason for a job analysis is to study and evaluate the things that a job is supposed to involve. This is describing exactly what skills are needed to perform on the job, and what the exact qualifications are to fill the position. Job analysis is a method needed when the employee need to know the precise function. An example would be that an employee’s duties should be clearly stated. So, a jobs analyst is to observe the employee at his or her current duties. This is also helpful in deciding what the requirements are to perform this job more effectively. Because jobs continue to change, therefore a job analyst should watch for any changes so that things are kept up to date. However, the job analyst should be familiar with the job a well as the position. “The job analysis will lead directly to development of numerous other significant workers (tools): job requirements, job assessment as well as job performance criteria” (Spector, 2008). Today families are shattered, language barriers are high, violence is a standard, and their education does not get to high priority. Counselors typically deal with these types of students who have tangible needs, emotional troubles, and behavioral issues. Furthermore, counselors have an ear for listening; shoulders to cry on and a firm facilitator for regulations are what a school counselor should use. Before becoming...
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...Introduction to Organizational Psychology Liz Warren University of Phoenix PSY/435 Amanda Major June 27, 2011 Organizational Psychology Organizational psychology is the empirical study of the human side of industries (Spector, 2008). The science of organizational psychology differs from other disciplines of psychology because it is not centered on the individual, but rather how the individual and work place affect each other. The evolution of organizational psychology provides insight into current methods used today in organizational structures. The actions recommended by organizational psychologists originate from research founded on the scientific method (Spector, 2008). The evidence and statistics obtained through rigorous scientific investigation cause organizational psychology to be a unique discipline. Evolution of Organizational Psychology Hugo Munsterberg and Walter Dill Scott are considered founders of organizational psychology as they were both experimental psychologists and professors who applied psychology to industrial problems (Spector, 2008). The investigation of organizational efficiency and job performance in the 1880’s led to Frederick W. Taylor’s scientific management theory, which inspired the segregated study of organizational psychology (McCarthy, 2002). Taylor is...
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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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...retention Mhammed Benhaddouch PSY/435 February 10, 2011 Willetra Brittian Improving organization retention JC’s casino is one of the best attractions in the San Diego area. The casino is a full service resort with an upscale casino. Several government agencies recognized JC’s as a friendly and supportive work environment. JC’s casino offers an equal opportunity work environment with excellent wages, generous benefits, and dedication to career advancement and enhancement. Recently JC’s management contracted an independent consultant to help with retention and employment issues. The consultant in this essay will address the problem by pinpointing all the issues and occupational stressors. Make recommendations and apply new work motivation strategies to help with the retention and recruitment process. The consultant will help team management to emphasize job satisfaction by reducing all the counterproductive activities and encourage the productive ones. All the reports presented by the human resources and the housekeeping directors confirmed that JC’s main problem is employee related. A high retention rate for both departments decrease the workforce and create gaps between teams and management. To narrow the domain of study, the consultant started his analysis from the exit interviews so he can figure out what may be the problem. After examining the exit interviews, the consultant decided to interview more housekeepers and dealers. The interview analysis served as an effective method...
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