Job Analysis

Job analysis is the formal process of identifying the content of a job in terms activities involved and attributes needed to perform the work and identifies major job requirements. Job analysis was conceptualized by two of the founders of industrial/organizational psychology, Frederick Taylor and Lillian Moller Gilbreth in the early 20th century. Job analyses provide information to organizations which helps to determine which employees are best fit for specific jobs.

/organizational psychologists are often the professionals who on the attributes need in a prospective employee to perform the job successfully. The Occupational Information Network (O*NET) is an online website which provides analyses of a variety of jobs.

Read more about Job AnalysisPurpose, Procedures, Systems

Other articles related to "job, jobs, job analysis":

Job Evaluation
... A job evaluation is a systematic way of determining the value/worth of a job in relation to other jobs in an organisation ... It tries to make a systematic comparison between jobs to assess their relative worth for the purpose of establishing a rational pay structure ... Job evaluation needs to be differentiated from job analysis ...
Work Keys - Description - Job Analysis
... The job analysis component of ACT WorkKeys helps to set benchmarks that correspond with WorkKeys scores, giving the examinee a target score to hit in order to qualify for a job ... Employers use job analysis to determine which skills are required for a job, and the level of each skill needed to perform the job successfully ... WorkKeys skill assessment in order to be qualified for the job ...
Job Analysis - Systems
... the Dictionary of Occupational Titles (DOT)) lists job requirements for a variety of jobs and is often considered basic, generic, or initial job analysis data ... Task-based statements describing the work performed are derived from the functional job analysis technique ... at the US national, state and city level for each job ...
Job Evaluation - Techniques For Designing Jobs - Job Enrichment
... Job enrichment, as currently practiced in industry, is a direct outgrowth of Herzberg's Two Factor Theory of motivation ... that in order to motivate personnel, the job itself must provide opportunities for achievement recognition, responsibility, advancement and growth ... The basic idea is to restore to jobs the elements of interest that were taken away under intensive specialisation ...

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