![]() How accurate and reliable is a job analysis? Research suggests that it can depend on the nature of the descriptions and the source for the job analysis. Another approach used is to interview people presently holding that position, their peers, and their supervisors to get a consensus of what they believe are the requirements of the job. It is possible to observe someone who is proficient in a position and analyze what skills are apparent. Observation, surveys, and interviews are used to obtain the information required for both types of job analysis. For job specification, the knowledge, skills, and abilities (KSAs) that the job requires are identified. This second approach has been called job specification (Dierdorff & Wilson, 2003). This approach describes the characteristics required of the worker to successfully perform the job. Each task is typically rated on scales for how frequently it is performed, how difficult it is, and how important it is to the job. The first approach is task-oriented and lists in detail the tasks that will be performed for the job. There are two related but different approaches to job analysis-you may be familiar with the results of each as they often appear on the same job advertisement. When you read job advertisements, do you ever wonder how the company comes up with the job description? Often, this is done with the help of I-O psychologists. ![]()
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