Industrial and Organizational Psychology Essay

Open, View, and/or
Download this Document

Total Length: 645 words ( 2 double-spaced pages)

Total Sources: 2

Page 1 of 2

job analysis is a vital part of any organization. It provides not only a clear description of what employees should be doing during their work hours, but also offers a clear guideline when hiring new employees and determining where the organization should be heading in its operations.

A job analysis has various goals, including the writing of a job description, selection of employees, performance evaluation, and training requirements. When the tasks of employees and the condition under which these tasks are performed are clearly analyzed and presented, it enables a company to identify problems and make improvements where necessary. It is also a means for a company to determine its needs and potential redundancies within the organization. Ultimately, job analyses helps a company to maintain the effectiveness of its workforce and its ability to maintain profitable operations.

Conducting a thorough job analysis entails a variety of steps, the first of which is identifying which tasks are being performed for the job concerned. The first step in this is to examine existing information, such as job descriptions, task inventories, and training manuals. This would be followed by conducting interviews with subject-matter experts such as job incumbents, managers, customers, and so on. A further step in this component is also to observe incumbents.

Stuck Writing Your "Industrial and Organizational Psychology" Essay?

View All Our Example Industrial and Organizational Psychology Essay

Have A Custom Example Essay Written

Finally, job participation is a further way of identifying the tasks involved in it, where the analyst actually performs the job being analyzed.

The second major step is to use the list of tasks identified to write task statements in the form of a task inventory. After this, task statements are rated, by means of a task analysis. This rating is based upon the frequency or importance of the task involved. Ratings usually range between 0, for a task that is not very important or performed very frequently, and 2 or 3, for tasks that are performed frequently or are vital to the organization.

After the rating, the analyst has a list of tasks that are essential for proper job performance and hence for the proper functioning of the organization. The next step is to determine the KSAO (knowledge, skill, ability, other characteristics) of each task. The knowledge component is the information the individual needs to determine a task. The skill refers to the proficiency a person needs to perform the task. The ability, on the other hand, is the individual's capacity for performance a range of….....

Show More ⇣

     Open the full completed essay and source list


OR

     Order a one-of-a-kind custom essay on this topic


sample essay writing service

Cite This Resource:

Latest APA Format (6th edition)

Copy Reference
"Industrial And Organizational Psychology" (2015, March 15) Retrieved May 13, 2025, from
https://www.aceyourpaper.com/essays/industrial-organizational-psychology-2149583

Latest MLA Format (8th edition)

Copy Reference
"Industrial And Organizational Psychology" 15 March 2015. Web.13 May. 2025. <
https://www.aceyourpaper.com/essays/industrial-organizational-psychology-2149583>

Latest Chicago Format (16th edition)

Copy Reference
"Industrial And Organizational Psychology", 15 March 2015, Accessed.13 May. 2025,
https://www.aceyourpaper.com/essays/industrial-organizational-psychology-2149583
   

Open, View, and/or
Download this Document
order custom essay example