Iop302 Personnel Psychology

PERSONNEL PSYCHOLOGY IOP302

ASSIGNMENT 1: SEMESTER 1

KIM MCKAY 45114978

14 MARCH 2011

1

Question 1: A job analysis is a technique that is used to gather information about jobs when there is none available to you. By conducting a job analysis you get information about the job, the role of the incumbent and different positions within the organization. The job analysis can also tell you about the skills and expertise needed for the job function to be carried out successfully. From conducting a job analysis the job description, job specification, job evaluation and performance criterion can be identified and the correct person can be placed in the job.

Question 2: Job analysis can be used for many different things. It can help the organization define the roles of their employees; this will make it easier to organize the organization in a way that works and have the correct people in the correct positions. Job analysis also makes it easier to evaluate jobs because the job descriptions and specifications are clear and concise. Job analysis is also used in recruitment, selection, placement and retention. Job analysis is used in formulating training and development programs, performance appraisals and career path planning. There are many other uses for job analysis which also includes career guidance, research and counseling. Job analysis is important because it provides the employer and employee better understanding of the job that is meant to be done as well as the behavioural requirements needed to perform the job. There are 3 ways in which job analysis information can be collected namely: • • An interview-these can be open-ended or involve standardized/structured questions that are asked to the incumbent. Direct observation-this is when an incumbent is watched directly and notes are taken of their behavior, sometimes questions are asked as well. It is important that the job analyst knows what they are looking for. A questionnaire-this is usually a...