Personnel Psychology srsiwok人事心理学 srsiwok.pptxVIP

Job Analysis and Employee Selection Guide for UHS 2062 students at UTM Skudai, Johore, Malaysia Prepared by : Siti Rokiah Siwok , srsiwok@ Two main areas to be covered: Job analysis Employee Selection Recruiting and Interviewing References and Testing Personnel Psychology It is a process of gathering, analyzing and structuring about a job’s components, characteristics and requirements ( Sanchez Levine, 2000) A process of determining the work activities and requirements Job analysis Very important. A job analysis provides information for : Job description Employee selection Performance Appraisal/Competency criteria Job Evaluation Job Classification Job Design Training etc Job Analysis The written product of the job analysis is the job description, which is a brief 2-5 page summary of the tasks and job requirements found in the job analysis. Thus, job analysis is the process of determining the work activities and requirements and job description is the written result of the job analysis. Job analysis and job description is the basis for many HR activities, such as employee selection, evaluation , training, performance appraisal, job design etc (Brannick Levine, 2002) Job Description Without a clear understanding of the tasks performed and competencies needed to perform the tasks, employee selection cannot be made. With clear understanding and requirements for tasks identified, tests or interview questions can be formulated to determine suitability of applicants. Employee Selection The evaluation of employee performance must be job related, thus job analysis is crucial in the construction of a performance appraisal instrument (PAI). Through job analysis, performance appraisal instrument, are specific, job-related and valid; leading to accurate performance appraisals. PAI, when properly administered and utilized, serve as excellent source of employee training and counselling. Performance Appraisal Job analysis enables the HR to classify jobs into g