“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!

Doing a Job Analysis Study
Doing a job analysis study

As much fun as job analysis is to study, it is even more fun to do. Even the incumbents usually like it. Once people get over their disbelief that you actually want to know the details of their work, they become more than willing to share. In this chapter, we discuss how to carry out a job analysis. Before you actually analyze one or more jobs, you have to make some decisions. First, you have to decide what kind of job analysis to do. What descriptors will you use? What sources of information? What methods of data collection? How will you analyze the data? Who gets the information? In large part, the purposes or functions of ...

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