tasks duties responsibilities knowledge skil s abilities

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1 Most commonly requested topics What makes an effective leader? How do you handle lazy or hostile team mates? How do you help team members work well together? How do I stay motived and not procrastinate? How do you help workers (or myself) become more satisfied and productive in my work? Why do so many people hate their job? How do you become an I/O psychologist? What s it like being an HR manager? 2 Job Analysis Determining the tasks, duties, and responsibilities of a job, as well as the knowledge, skills and abilities needed to perform it Crucial for Hiring new employees Job training Performance evaluation Promotion and discipline Compliance with government regulations Title VII, ADA (Americans with Disabilities Act), etc

2 Job analyses help employers make sure they re in compliance with anti-discrimination laws Title VII: Civil Rights Act (1964) Cannot discriminate against qualified employees based on gender, race, color, national origin, religion Age Discrimination in Employment Act (ADEA, 1967) Cannot discrimination against people age 40 or older Americans with Disabilities Act (ADA, 1990) Cannot discrimination against people with disabilities Requires reasonable accommodations 5 I/O psychologists produce personnel products Job Descriptions Job Specifications Job Valuations Performance Criteria Crucial to the functioning of human resources 6 How can I/O psychologists attain information on jobs, workers and working conditions? Interviews personally talk with employees, supervisors, experts, etc. Surveys collect questionnaire data Job Diaries: Have employees write down their daily activities 7 2

3 How can I/O psychologists attain information on jobs, workers and working conditions? Existing Data: Examine records on past employees or previously produced job analyses (e.g., O*NET) Observations: Watch employees do their work Participation: Try to do the job yourself 8 Job Description Detailed account of Job title and role Job duties, procedures and responsibilities required of workers Tools / technology used to perform the job Expected output of workers 9 Creating job description for a fitness coach What do they do? From O*Net: Instruct or coach groups or individuals in exercise activities. Demonstrate techniques and form, observe participants, and explain to them corrective measures necessary to improve their skills. 10 3

4 Job description for I/O psychologist? Apply principles of psychology to human resources, administration, management, sales, and marketing problems. Activities may include policy planning; employee testing and selection, training and development; and organizational development and analysis. May work with management to organize the work setting to improve worker productivity. 11 Job Specification Human characteristics required for the job Education Skills, past training Physical capabilities Personality traits Etc 12 Knowledge, skills and abilities needed for a therapist? Knowledge (Education)? MA or PhD in psychology Skills? Active listening, persuasiveness, self-monitoring Abilities? Empathy, patience, calm demeanor 13 4

5 Knowledge Body of knowledge needed to perform jobs E.g., educational background, past experiences Skills Behaviors developed through training or experience E.g., computer skills, mechanical skills Abilities Traits affecting capacity to perform physical/mental tasks E.g., personality traits, social skills, physical abilities 14 Get into small groups and write your names down on a piece of paper As a group, pick a job that at least one person has done Waiter, retail clerk, tutor, etc. Write down things you think are required to perform this job well In categories: Knowledge, Skills, Abilities 15 Most common method used to create job specifications Used by U.S. Bureau of Labor Statistics and many HR agencies The standard in many industries All federal and state jobs require evaluation of employees based on KSAs 16 5

6 O*NET: Occupational Information Network Created by U.S. Bureau of Labor Stats Uses KSA system Resource often used by HR and I/O Psychologists Let s check it out! 17 Drawbacks It s extremely subjective Often difficult to differentiate between KSAs Are good leadership qualities due to knowledge, trained skills, or innate abilities? Can lead to many different descriptions (KSAs) for the same job Huh? 18 Take the KSAs you listed for your job Go to onetonline.org Look up your job See how your list of KSAs compare with theirs Was there anything you listed in a different category? 19 6