PSYC 3800 Lecture Notes - Lecture 3: Formal Methods, Job Analysis, Career Development
Document Summary
Family of formal methods for describing jobs and human attributes necessary for jobs: process should be systematic. Job is broken into smaller units: results in some written product, two major approaches. Job-oriented: person-oriented, unit of analysis is the job not the individual. Provides a description of the characteristics (ksaos) necessary for a person to be successful in a particular job. Ability: capability to learn to do a task. Purposes of job analysis: career development, legal defense, essential functions: what tasks must be done, performance appraisal, recruitment and selection, training, vocational counseling, research. 1: job analysts, subject matter experts: smes, job incumbents, supervisors, trained observers. How to collect information: perform job, observe employees on the job. Job components inventory (jci) functional job analysis (fja: dictionary of occupational titles: dot, occupational information network: o*net, position analysis questionnaire (paq) task inventories, combination job analysis method (c-jam, choosing method depends on purpose. Reliability and validity of job analysis: reliability, validity, test-retest of . 83.
