“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.
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!
In this chapter, we describe job analysis methods that focus on attributes or characteristics that people need to be able to complete their jobs successfully. One of the main uses of such information is to hire qualified people. Often the attributes refer to the person and might be considered psychological characteristics. For example, some characteristics are perceptual, such as use of color vision or sense of touch. Others refer to mental processes, such as arithmetic reasoning or speaking a foreign language. Still others refer to skill in using tools or equipment, such as a violin or a forklift. There is another class of attributes covered in worker-oriented methods that refers more to the context of work, and these are shorthand ways of ...