Job analysis techniques
The process of job analysis is essential to the employees and managers in any organization in that it enables them to evaluate the performance of their employees and as such managerial roles such as employee appraisals can be easily accomplished. Before a vacant position is announced by the management of an organization, there is a need by the management to outline the roles that the employee will play and the required qualifications. The roles are listed in order of their significance, which directly reflects on the consequences of underperformance by the employees. A good job description will give the accounts of the roles that will be frequently carried out by the employee and those that are less frequent.
The job selected and methods of information collection used
The paper will examine the roles played by an Executive secretary in an organization. To obtain the relevant information concerning the roles of an executive secretary, a job analysis interview was conducted on a current secretary in some organizations. The other information concerning the role was obtained from written materials containing the general roles of the Executive secretary in any organization. The roles that are performed by the Executive secretary are contained in the attached Task inventory.
Purpose of the analysis
The information that is contained in the Task inventory can be used in several ways to solve the possible emerging problems in an employment setup. Firstly, the information is essential during the selection and recruitment of an employee to assume the position. This is particularly because the relevant qualifications required for the job and the roles to be played in the order of their importance are stated. This enables the recruiting officers to come up with the candidate who best meets the qualification. Secondly, the information can also be used as a basis for employee appraisal. It is also a means of identifying the current employees of an organization who have some kind of disabilities or weaknesses. In general, the analysis helps the management in determining the fate of the organization’s workforce in the future (Dessler & Phillips 2007, p337).
Use of task inventory by an I/O psychologist
The need to have an Industrial/Organizational psychologist emerges because not all employees will be happy with the kind of job they are doing and neither will their ability to do the job be the same (Aamodt 2009, p1). An I/O psychologist will apply the science of human psychology in a workplace to help preserve the human dignity of the employee to enhance the evaluation of the performance of the employee (Aamodt 2009, p2).
The I/O psychologist will employ two techniques in trying to resolve the possible conflicts that may arise in employment. These are industrial and organizational techniques. The industrial technique involves determining the relevant qualifications that are required for a job and going ahead to select the candidates that best fit the job. Additional on-the-job training is also essential (Aamodt 2009, p3). Thus, the information from the task inventory will assist the psychologist, as it will enable the selection of the right candidate as well as act as a protection on the recruiting officer against those applicants who doubt the selection procedure.
The organizational approach is concerned with creating a good working environment for the current employees of the organization to boost their spirits to improve the overall output. A hardworking employee will enjoy working only if their efforts are rewarded. On the other hand, a less-performing employee needs to be reminded of the consequences of laxity in the performance of various tasks. All this information is available in the task inventory, which is thus useful to the I/O psychologist. It is possible to evaluate the performance of an employee in comparison to what is provided by the description in the task inventory. As such, an employee can be promoted or demoted upon an accepted basis.
References
Aamodt, M. (2009). Industrial/Organizational psychology. Wadsworth: Cengage Learning. Web.
Dessler, G. and Phillips, J. (2007). Managing Now. OH: Cengage Learning. Web.