Job analysis Job analysis encompasses a number of different methods. By contrast, a worker-oriented job analysis involves an examination of the knowledge, skills, abilities, and other characteristics KSAOs required to successfully perform the work. Information obtained from job analyses are used for many purposes, including the creation of job-relevant selection procedures, performance appraisals and the criteria they require, and the development of training programs.
Job analysis Job analysis encompasses a number of different methods. By contrast, a worker-oriented job analysis involves an examination of the knowledge, skills, abilities, and other characteristics KSAOs required to successfully perform the work.
Information obtained from job analyses are used for many purposes, including the creation of job-relevant selection procedures, performance appraisals and the criteria they require, and the development of training programs.
Personnel recruitment and selection[ edit ] Main article: Personnel recruitment processes include developing job announcements, placing ads, defining key qualifications for applicants, and screening out unqualified applicants. Personnel selection is the systematic process of hiring and promoting personnel.
Personnel selection systems employ evidence-based practices to determine the most qualified candidates. Personnel selection involves both the newly hired and individuals who can be promoted from within the organization.
Common selection tools include ability tests e. Personnel selection procedures are usually validated, i.
A meta-analysis of selection methods found that general mental ability was the best overall predictor of job performance and attainment in training.
Performance management is the process of providing performance feedback relative to expectations, and information relevant to improvement e. Performance management may also include documenting and tracking performance information for organizational evaluation purposes.
Individual assessment and Psychometrics Individual assessment involves the measurement of individual differences. With candidates for employment, individual assessment is often part of the personnel selection process. These assessments can include written tests, aptitude tests, physical tests, psycho-motor tests, personality testsintegrity and reliability tests, work samples, simulationsand assessment centres.
Early in the 20th century Arthur Kornhauser examined the impact on productivity of hiring mentally unstable workers. Training and training evaluation[ edit ] Main article: Training Training involves the systematic teaching of skills, concepts, or attitudes that results in improved performance in another environment.
Evidence indicates that training is often effective, and that it succeeds in terms of higher net sales and gross profitability per employee. Training programs often include formative evaluations to assess the effect of the training as the training proceeds.
Learning outcomes can be organized into three broad categories: Skill-based training aims to impart procedural knowledge e. Affective training concerns teaching individuals to develop specific attitudes or beliefs that predispose trainees to behave a certain way e.
The analysis identifies the training needs of different departments or subunits. An organizational analysis also takes into account the climate of the organization and its subunits. For example, if a climate for safety is emphasized throughout the organization or in subunits of the organization e.
With organizations increasingly trying to identify "core competencies" that are required for all jobs, task analysis can also include an assessment of competencies. Employee needs can be assessed using a variety of methods that identify weaknesses that training can address.
Motivation in the workplace[ edit ] Main article: Motivation is generally thought of as a theoretical construct that fuels behavior. An incentive is an anticipated reward that is thought to incline a person to behave a certain way.
Studying its influence on behavior, it must be examined together with ability and environmental influences. Direction refers to the path employees take in accomplishing the goals they set for themselves. Intensity is the amount of energy employees put into goal-directed work performance.
The level of intensity often reflects the importance and difficulty of the goal. These psychological processes involve four factors.
First, motivation serves to direct attention, focusing on particular issues, people, tasks, etc. Second, it serves to stimulate effort.
Third, motivation influences persistence. Finally, motivation influences the choice and application of task-related strategies.
For example, a job stressor such as conflict with a supervisor can precipitate anger that in turn motivates counterproductive workplace behaviors.Welcome to rutadeltambor.com Position Name Phone; Employee Services: Mark D.
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