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OverviewThe third edition outlines the best practices for helping people to work smarter, improving hiring and training, making jobs safer and providing a satisfying work environment. The new edition includes new references, the latest research findings and expanded discussion of competency models, organizational teams and O*NET, offering the latest information on this open-source, web-based database from the Department of Labor. Full Product DetailsAuthor: Frederick P. Morgeson , Michael T. Brannick , Edward L. LevinePublisher: SAGE Publications Inc Imprint: SAGE Publications Inc Edition: 3rd Revised edition Dimensions: Width: 15.20cm , Height: 2.30cm , Length: 22.80cm Weight: 0.580kg ISBN: 9781544329529ISBN 10: 1544329520 Pages: 400 Publication Date: 08 May 2019 Audience: College/higher education , Tertiary & Higher Education Format: Paperback Publisher's Status: Active Availability: To order  Stock availability from the supplier is unknown. We will order it for you and ship this item to you once it is received by us. Table of ContentsPreface About the Authors Chapter 1 • Introduction Overview of the Book The Uses of Job Analysis Definitions Building Blocks of Job Analysis Methods A Couple of Job Analysis Projects Chapter Summary Chapter 2 • Work-Oriented Methods Time-and-Motion Study Functional Job Analysis Task Inventories Critical Incident Technique Chapter Summary Chapter 3 • Worker-Oriented Methods Job Element Method Position Analysis Questionnaire Other Trait-Based Worker-Oriented Measures Cognitive Task Analysis Personality-Oriented Job Analysis Chapter Summary Chapter 4 • Hybrid Methods Combination Job Analysis Method Multimethod Job Design Questionnaire Work Design Questionnaire Occupational Information Network (O*NET) Chapter Summary Chapter 5 • Management and Teams Management and Leadership Competency Modeling Job Analysis for Teams Cognitive Task Analysis for Teams Chapter Summary Chapter 6 • Job Analysis and the Law Federal Legislation Enforcement of Equal Employment Opportunity Laws Executive Orders Professional Standards Prescriptions for Job Analysis Chapter Summary Chapter 7 • Job Description, Performance Management and Appraisal, Job Evaluation, and Job Design Job Description Performance Management and Appraisal Job Evaluation Job Design/Redesign Chapter Summary Chapter 8 • Staffing and Training Staffing Training Chapter Summary Chapter 9 • Doing a Job Analysis Study Matching Purpose and Job Analysis Attributes Selecting Approaches Observations and Interviews Questionnaires Analyzing Data A Note About Accuracy in Job Analysis Chapter Summary Chapter 10 • The Future of Job Analysis Changing Conditions Implications for Jobs and Work/Job Analysis Chapter Summary Glossary References IndexReviewsThis book is the go-to source of information on job analysis. [A] unique, rich book, and a must-read for future job analysts, I/O psychologists, and HR professionals in training. --Ghadir Ishqaidef The book comprehensively covers both techniques for job analysis and uses for job analysis results. It is highly academically informative and easy to read with touches of humor throughout. --Maureen A. Conard This text is an HRM resource that shows the evolution of jobs through job analysis and the progression of job analysis in effective HRM. --Teresa Helmlinger Ratcliff This is a step by step guide to successful job analysis. --Kimanya Ards This book is the go-to source of information on job analysis. [A] unique, rich book, and a must-read for future job analysts, I/O psychologists, and HR professionals in training. --Ghadir Ishqaidef The book comprehensively covers both techniques for job analysis and uses for job analysis results. It is highly academically informative and easy to read with touches of humor throughout. --Maureen A. Conard This is a step by step guide to successful job analysis. --Kimanya Ards This text is an HRM resource that shows the evolution of jobs through job analysis and the progression of job analysis in effective HRM. --Teresa Helmlinger Ratcliff Author InformationFrederick P. Morgeson earned his PhD in industrial and organizational psychology from Purdue University in 1998. He is currently the Eli Broad Professor of Management in the Broad College of Business at Michigan State University. Dr. Morgeson studies how organizations can optimally identify, select, develop, manage, and retain talent to achieve their strategic goals. He has conducted award-winning research, taught, and consulted across a range of topics in the human resource management and talent management domain, including recruiting and hiring; leadership experiences and development; team leadership and performance; organizational development; and job analysis and design. This includes working with numerous public and private-sector organizations across a range of industries. He has been awarded Fellow status from the Academy of Management, the American Psychological Association, the Association for Psychological Science, and the Society for Industrial and Organizational Psychology. Michael T. Brannick earned his PhD in industrial and organizational psychology from Bowling Green State University in 1986. He is currently Professor in the Psychology Department at the University of South Florida. He teaches a graduate seminar in job analysis. His research interests include research methods and teams. Edward L. Levine earned his PhD in industrial and organizational psychology from New York University in 1970. He is currently Professor in the Psychology Department at the University of South Florida and served as chair of the department from 1993 to 2001. His research interests include job analysis, personnel selection, control in organizations, and affect at work. He is certified as a diplomate in Industrial and Organizational Psychology by the American Board of Professional Psychology, and he is a Fellow of the Society for Industrial and Organizational Psychology and the American Psychological Association. Tab Content 6Author Website:Countries AvailableAll regions |
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