“This is a very important book. It is an essential text for any graduate program in applied industrial and organizational psychology. The First Edition is the best text on the market today, and the Second Edition is a huge improvement. Nice work!”

– Bill Attenweiler, Northern Kentucky University

Thoroughly updated and revised, this Second Edition is the only book currently on the market to present the most important and commonly used methods in human resource management in such detail. The authors clearly outline how organizations can create programs to improve hiring and training, make jobs safer, provide a satisfying work environment, and help employees to work smarter. Throughout, they provide practical tips on how to conduct a job analysis, often offering anecdotes from their own experiences.

New to the Second Edition: New co-author Frederick P. Morgeson's background in business management brings a valuable new perspective and balance to the presentation of material..; Expanded coverage is offered on O*NET, strategic job analysis, competencies and competency modeling, and inaccuracy in job analysis ratings.; New text boxes provide bio sketches of famous names in job analysis to put a personal face on research.; Additional examples and cases illustrate the “how-to” of job analysis in real-life settings.

Companion Website!

A companion website, http://www.jobandworkanalysis.com, offers instructors and students supplemental materials such as course syllabi, examples of data collected as part of a job analysis, task inventory data, the opportunity to practice data analysis, and much more!

Introduction
Introduction

Job analysis and work analysis cover a host of activities, all of which are directed toward discovering, understanding, and describing what people do at work. Although work analysis is the more inclusive term, covering analysis of team functioning, work processes and systems as well as jobs, we bow to tradition and use most often the term job analysis in this book. Job analysis and work analysis are important because they form the basis for the solution of virtually every human resource problem. Such problems can be illustrated by a couple of chats we had recently.

Robert Hart (not his real name) is vice president of human resources for InDigital (not the real name of the company, either), a rapidly growing supplier of computer hardware to ...

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