PSYC 187 Lecture Notes - Lecture 3: Job Performance, Job Analysis, Procedural Knowledge
Document Summary
Job analysis: process that determines the essence of a collection of tasks falling within scope of a particular job title. Uses of job analysis info: training, recruiting, compensation, selection, training, promotion, criterion development, workforce reduction. Task-oriented job analysis: begins with statement of actual tasks and what is accomplished by those tasks. Worker-oriented job analysis: focuses on attributes of the worker necessary to accomplish tasks. Job analysis -> identification of ksaos (knowledge, skills, abilities, other characteristics)-> More info gathered from the greatest number of sources, the better the job analyst can understand the job. Most job analyses should include considerations of personality demands and work context. Identifies characteristics desired across all individuals and jobs within an organization. Connects individuals with organizational viability and profitability. Notion that people who are performing jobs that are the same should be paid the same. Productivity : ratio of effectiveness (output) to cost of achieving that level of effectiveness (input)
