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  • Io Psychology Chapter 2 - Job Analisis and Evaluation

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    Job analysis is the process of identifying and determining the components and requirements of a job. It is important for producing job descriptions, employee selection, training, personnel planning, performance appraisal, job classification, job evaluation, job design, and legal compliance. A job analysis identifies the tasks performed, knowledge, skills, abilities, and other characteristics (KSAOs) required to perform the job successfully. It is typically conducted through gathering existing information, interviews, observations, and job participation. The results are used to develop job descriptions and inform various HR functions. Common job analysis methods examine work activities, tools/equipment, work environment, and required competencies. Job evaluation determines internal pay equity by assessing compensable job factors, their levels,

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    IO PSYCHOLOGY CHAPTER 2 - JOB ANALISIS AND EVALUATION

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    Job analysis is the process of identifying and determining the components and requirements of a job. It is important for producing job descriptions, employee selection, training, personnel planning, performance appraisal, job classification, job evaluation, job design, and legal compliance. A job analysis identifies the tasks performed, knowledge, skills, abilities, and other characteristics (KSAOs) required to perform the job successfully. It is typically conducted through gathering existing information, interviews, observations, and job participation. The results are used to develop job descriptions and inform various HR functions. Common job analysis methods examine work activities, tools/equipment, work environment, and required competencies. Job evaluation determines internal pay equity by assessing compensable job factors, their levels,

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    6 views2 pages

    Io Psychology Chapter 2 - Job Analisis and Evaluation

    Uploaded by

    yeong yixing
    Job analysis is the process of identifying and determining the components and requirements of a job. It is important for producing job descriptions, employee selection, training, personnel planning, performance appraisal, job classification, job evaluation, job design, and legal compliance. A job analysis identifies the tasks performed, knowledge, skills, abilities, and other characteristics (KSAOs) required to perform the job successfully. It is typically conducted through gathering existing information, interviews, observations, and job participation. The results are used to develop job descriptions and inform various HR functions. Common job analysis methods examine work activities, tools/equipment, work environment, and required competencies. Job evaluation determines internal pay equity by assessing compensable job factors, their levels,

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    IO PSYCHOLOGY CHAPTER 2 - JOB ANALISIS AND EVALUATION

    Job Analysis 工作分析


    introduction
    KSAOs
    Importance of job analysis
    producing job desciptions 职位描述
    employee section 员工选拔
    training 训练
    personpower planning 人力规划
    performance appraisal 绩效考核
    job classification 职位分类
    job evaluation 工作评估
    job design 工作设计
    compliance with legal guideline 遵守法律规则
    organizational analysis 组织分析
    Job Description
    job title
    brief summary
    work activites
    tools and equipment used
    work / job context 工作背景
    performance standards
    compensation information 补偿信息
    job competencies 工作能力
    personal requirements
    Conducting A Job Analysis (5 Step)
    Step 1 - Identify task performed 确定执行的任务
    gatering existing information 收集现有信息
    interviewing subject-matter experts(SMEs) 采访主题专家
    Observing incumbents 观察现任者
    job participation 工作参与
    Step 2 - Write Task Statement 写任务说明书
    Step 3 - Rate Task Statements 对任务说明书进行评分
    Step 4 - Determine Essential KSAOs
    Step 5 - Selecting Tests to Tap KSAOs
    Other Job Analysis Methods
    work activities
    tools and equipment used
    work environment
    competencies 能力
    Method Providing General Information 提供有关信息
    Work Activities
    Position Analysis Questionnaire (PAQ)
    Job Structure Profile（JSP）
    Job Elements Inventory (JEI)
    Functional Job Analysis (FJA)
    Work Environment
    AET - Ergonomic job analysis procedure
    Tools and equipment
    Job Compenents Inventory (JCI)
    Competencies 能力
    the occupational information network (O*NET)
    the critical incident technique (CIT)
    threshold traits analysis (TTA)
    Fleishman job analysis survey (F-JAS)
    the personality-related position requirements form (PPRF)
    the job adaptability inventory (JAI)
    Performance improvements characteristics (PIC)
    Job Evaluation 工作评估
    determining internal pay equity
    Step 1 - determining compensable job factors
    Step 2 - determining the levels for each compensable factor
    Step 3 - determining the factor weights
    determining external pay equity

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