Descripciones mejoradas de Syndetics:

"This is a very important book. It is an essential text for any graduate program in applied industrial and organizational psychology. The First Edition is the best text on the market today, and the Second Edition is a huge improvement. Nice work!"

- Bill Attenweiler , Northern Kentucky University

Thoroughly updated and revised, this Second Edition is the only book currently on the market to present the most important and commonly used methods in human resource management in such detail. The authors clearly outline how organizations can create programs to improve hiring and training, make jobs safer, provide a satisfying work environment, and help employees to work smarter. Throughout, they provide practical tips on how to conduct a job analysis, often offering anecdotes from their own experiences.

New to the Second Edition:

New co-author Frederick P. Morgeson′s background in business management brings a valuable new perspective and balance to the presentation of material.. Expanded coverage is offered on O*NET, strategic job analysis, competencies and competency modeling, and inaccuracy in job analysis ratings. New text boxes provide bio sketches of famous names in job analysis to put a personal face on research. Additional examples and cases illustrate the "how-to" of job analysis in real-life settings.

Companion Website!

A companion website, http://www.jobandworkanalysis.com , offers instructors and students supplemental materials such as course syllabi, examples of data collected as part of a job analysis, task inventory data, the opportunity to practice data analysis, and much more!

Tabla de contenidos provista por Syndetics

• Preface
• 1 Introduction
• Overview of the Book
• The Uses of Job Analysis
• Definitions
• Building Blocks of Job Analysis Methods
• A Couple of Job Analysis Projects
• 2 Work-Oriented Methods
• Overview of the Chapter
• Time-and-Motion Study
• Functional Job Analysis
• Task Inventories
• Critical Incident Technique
• Chapter Summary
• 3 Worker-Oriented Methods
• Overview of the Chapter
• Job Element Method
• Position Analysis Questionnaire
• Other Trait-Based Worker-Oriented Measures
• Cognitive Task Analysis
• Chapter Summary
• 4 Hybrid Methods
• Overview of the Chapter
• Combination Job Analysis Method
• Multimethod Job Design Questionnaire
• Occupational Information Network
• Chapter Summary
• 5 Management and Teams
• Overview of the Chapter
• Management and Leadership
• Job Analysis for Teams
• Chapter Summary
• 6 Job Analysis and the Law
• Overview of the Chapter
• Federal Legislation
• Enforcement of Equal Employment Opportunity Laws
• Executive orders
• Professional Standards
• Prescriptions for Job Analysis
• Chapter Summary
• 7 Job Description, Performance Appraisal, Job Evaluation, and Job Design
• Overview of the Chapter
• Job Description
• Performance Appraisal
• Job Evaluation and Compensation
• Job Design/Redesign
• Chapter Summary
• 8 Staffing and Training
• Overview of the Chapter
• Staffing
• Training
• Chapter Summary
• 9 Doing a Job Analysis Study
• Overview of the Chapter
• Matching Purpose and Job Analysis Attributes
• Selecting Approaches
• Observations and Interviews
• Questionnaires
• Analyzing Data
• A Note About Accuracy in Job Analysis
• Chapter Summary
• 10 The Future of Job Analysis
• Overview of the Chapter
• Changing Conditions
• Implications for Jobs and Job Analysis
• Chapter Summary
• A Final Note
• Glossary
• References
• Index
• About the Authors

Notas de autor provistas por Syndetics

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.

Frederick 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.