Industrial Psychology

The foundation for almost all human resource activities

The process of collecting and analyzing information about the job or the work the employee performs

A brief, two to five page summary of the tasks and the job requirements

It serves as a basis for many HR activities such as employee selection, evaluation, training, and work design

It describes the nature of the job

Aids in recruitment and selection

Short, clear and accurate

It briefly describe the nature and purpose of the job

Two or three sentences about the position and the company

Identify major categories and general responsibilities

Lists of the task and activities in which the worker is involved for complex positions, may indicate percentage of the time the task will take

Education or degree requirements along with any special licenses or certifications required

Refer to the knowledge, skills, abilities, and other characteristics needed to perform a job.

Also called "Job specifications"

Are determined through a combination of logic, research, and use of specific job analysis techniques.

Any particular physical requirements or environmental considerations that are unique to the position must be mentioned

Notes regarding whether the position is exempt or non-exempt, salaried, or hourly, part time, or full time can be included here

The lists used to perform, the work activities

Used to identify important requirements such as the tasks to be performed and the competencies needed to perform those tasks

Yields lists of job activities can be systematically used to create training programs

Used to determine worker mobility within the organization, to ensure that there is a better match between the person being promoted and the requirements of the job.

The idea that organizations tend to promote good employees until they reach the level at which they are not competent-in other words, their highest level of competence

Ensures that the evaluation of employee performance must be job related

Enables the HR professional to classify jobs into groups based on similarities in requirements and duties

Used to determine the optimal way in which a job should be performed. The process of creating a job that allows the organization to achieve its goals while motivating and rewarding the employee.

Process in which employees unofficially change their job duties to better fit their interests and skills

The process of determining the monetary worth of a job. Typically dome in two stages: internal pay equity and external pay equity

Comparing jobs within an organization to ensure that the people in jobs worth the most money are paid accordingly

The worth of a job is determined by comparing the job to the external market; important to attract and retain employees

A questionnaire sent to other organizations to see how much they are paying their employees in positions similar to those in the organization sending the survey

Look at pay rates of employees within positions with identical duties

Look at pay rates of employees in jobs of similar worth and responsibilities

The process of searching and securing applicants for various job positions. To attract people with the right qualifications to apply for a job

Recruiting new employees to the organization. Hiring from the outside source.

Filling vacancies by transferring or promoting someone from within the organization

When a position becomes available it is posted in the company bulletin board for information of interest employees. The number one source of recruitment.

Information about recruitment is passed from one person to another. One of the least expensive recruitment systems

A popular and effective means of soliciting applicants. Can be done through media, newspaper, magazines, radio or television.

An Ad that doesn't reveal the identity of the company

Applicants are instructed to call rather than to acquire in person or send in resumes

Instruct applicants to apply in person rather than to call or send résumés

Applicants are instructed to send your resume to the company rather than call or apply in person

Instruct applicant to send a resume to a box; neither the name nor address of the company is provided

Possible source of outstanding employees. Most often the application letters or resume are put in the waste basket or at times put in file

Recruiters go to colleges to answer questions about themselves and interview students for available positions

Representatives gather and interview several applicants over a period of one or two days for some specified fields

An employment service provided by the national or local government designed to match applicants with job openings

Used as mediums for manpower recruitment. The coverage of advertisement is a great magnitude, more qualified applicants can be reached.

Application letters of resume is good immediately be sent to the company. It is less costly and immediate response

Company profiles and job placements can eventually come into the internet

The process of choosing among the collected full of applicants to apply for a certain position

It is a process in which the human resources or hiring department follows a structured series of steps that would help them develop in which among the operation should be hired

Job Analysis

Job Description

Job Specifications

Why is Job Analysis Important?

Internal Pay Equity

External Pay Equity

Recruitment

Employee Referrals

Traditional Recruitment

Anonymous Recruitment

College Recruiting

Employment Services

Selection Process