Industrial Organizational Psychology

• The foundation for almost all human resource activities

  Job Analysis
• Studying positions. or describing the duties and responsibilities that go with jobs, and grouping similar positions into job categories

  Job Analysis
• This is usually undertaken when:

  • The organization is starting operations
  • A new job is created
  • A job is changed significantly by the nature of operations
  • Technology introduction
  • Restructuring

  Job Analysis Program
• The Job Analysis Program would cover 3 elements

  1. Company policy and administration of the program - purpose of the job analysis? who will be responsible for the gathering of information?
  2. Job information - when should job information be updated?
  3. Methods of securing job information - how will the information be gathered?
• The descriptions of the functions and duties performed and the responsibilities involved

  Job Description
• The specification of the minimum personal qualifications in terms of a trait, skill, knowledge, and ability required of a worker to perform the job satisfactorily

  Job Specification
• Job Description describes the following:

  • The job in terms of its level of duties and tasks or procedures needed to do the job
  • The duties performed, skills, training, and the experience required
  • A detailed and accurate description of the job (job function or purpose, major duties performed, performance standards, percentage of time devoted to each duty, etc.)
• Describes the job in terms of key result area and the functions and the roles and the competencies

  Job Profile
• Indicates the qualifications in terms of skills, experience, training, and other special qualifications as well the traits required of the worker to satisfactorily perform the job

  Job Specification
• Conducting a Job Analysis

  A) Identify tasks performed

  B) Write the task statements

  C) Rate the task statements

  D) Determine essential KSAOs

  E) Knowledge

  F) Skill

  G) Ability

  H) Other characteristics

  
• A questionnaire containing a list of task each of which the job incumbent rates on a series of scales

  Task Inventory
• Identifying the tasks for which employees need to be trained

  Task analysis
• • Created by McCormick, Jeanneret, and Mechan at Purdue University
  • Instrument based on statistical analysis of worker-oriented job elements
  • Consists of 194 items covering the following categories
  • Information input - where and how the workers gets th information used for the job
  • Mental process - the reasoning, planning, decision making involved in the job
  • Work output - the physical activities performed by the worker and the tools or equipment used
  • Relationship with others
  • Job context - physical and social contexts in which the work is done

  Position Analysis Questionnaires
• • An instrument designed as an alternative to the PAQ developed by Cornelius and Hackel
  • Contains 153 items
  • Easier to read

  Job Elements Inventory
• • Designed by Fine
  • Used by the Federal government to analyze and compare thousands of jobs
  • Analyzed 3 functions: data, people, and things

  Functional Job Analysis
• • Developed by Banks, Jackson, Stanford, and Warr
  • More than 400 questions
  • Used in curriculum development, career guidance, and broad based learning
  • Tools and equipment
  • Perceptual and physical
  • Mathematical
  • Communication
  • Decision-making and responsibility

  Job Components Inventory
• • A revised version of the PAQ
  • By Patrick and Moore
  • To be used more by the analyst than the workers


  Job Structure Profile
• Posted in the company bulletin board for the information of all interested parties

  Job Posting
• • One of the least expensive recruitment systems
  • The word spread around

  The Word-of-Mouth system
• Sunday is the best day of the week to put an ad
• Quickly screen the applicants or hear an applicant voice

  Respond by calling
• Want to get physical look at the applicant

  Apply in person
• Ads that do not reveal the identity of the company

  Blind Ads
• Executive search firms better known as "Head Hunters"
• Standard Operating Procedure (in terms of Selection Process)

  A) Establishing selection procedure

  B) Identifying and choosing selection criteria, predictors

  C) Gathering and evaluating information about applicants

  D) Making communication decisions to select or reject

  
• Involve series of single interview

  Serial Interview
• Clarify information in the resume, cover letter and application, fill in gaps and obtain other necessary information

  Clarifier
• Wrong answer will disqualify a person from further consideration

  Disqualifiers
• • Focus on what the applicant has done rather than what they can do
  • Behavioral description
  • Not ideal for entry-level job

  
  

  Past Focus
• Designed to tap an applicant's knowledge or skill

  Skill-level Determiner
• • Also called situational questions
  • Applicant is given a situation and asked how they would handle it

  Future Focused Questions
• How well an applicant's personality and values will fit with the organization culture

  Organizational-Fit Questions
• • Increasingly popular as an employee selection method
  • Has two categories:
  • Test of Normal Personality
  • Test of Psychopathology

  Personality Inventories
• An individual with interest similar to those of people in a particular field will more likely be satisfied in that field

  Interest Inventories
• Also called as Honesty Test

  Integrity Test
• Better known as intelligence test

  Cognitive Ability
• • Greater value in vocational guidance and counselling
  • Strong-Campbell Interest Inventory
  • Kuder-Occupational Interest Survey
  • Thurstone Interest Schedule


  Interest
• Test scores from 2 contrasting groups "known" to differ on a construct are compared

  Known Group