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industrial psycholog

personnel psychology

TermDefinition
personnel psychology it focusses on individual differences in behaviour and job performance.
job analysis is a systematic study of the tasks, duties and responsibilities of the job and the knowledge, skills and abilities needed to perform it
job analysis process step1 identifying tasks performed step2 writing task statements step3 rating task statements step4 determining essential ksao step5 selecting test to measure ksao's
types of job data work activities work performance job context(social context and physical working condition). machines, tools equipment and work aids job related tangibles and intangibles such materials and service rendered personnel requirements
data collection/methods observations interviews questionnaires/survey existing data critical incidents and job or work diaries
products of job analysis information job description job specification job evaluation performance criteria
job description a brief of two to five page summary of the tasks and job requirement found on job analysis
job specification provide information about human characteristic required to perform the job. like physical and personal traits.
job evaluation worth of job to an organisation with the aim of determining appropriate compensation or reards
performance criteria it helps outline performance criteria which are means for evaluating a workers success in performing a job.
competency modelling it seeks to define organisational units in terms of the matchs between the goals and missions of those units and the competencies required to meet those goals and accomplish the mission
steps in criterion development conductiong an analysis of the job and organisational needs developing measures of actual behaviour relative to expected behaviour identify criteria dimension underlying such measures developing reliable measures each with validity determining the pre
Created by: maureen sehanka
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