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In the fields of human resources (HR) and industrial psychology, job analysis is often used to gather information for use in personnel selection, training, classification, and/or compensation. [ 9 ]
The PAQ method involves a series of detailed questioning to produce many analysis reports. [1] This method is widely used within industrial and organizational psychology, individual psychological assessment and human resource departments, and can be easily administered by any individual trained in job analysis.
Functional job analysis (FJA) is a method of job analysis that was developed by the Employment and Training Administration of the United States Department of Labor. FJA produces standardized occupational information specific to the performance of the work and the performer.
Individual psychological assessment (IPA) is a tool used by organizations to make decisions on employment. IPA allows employers to evaluate and maintain potential candidates for hiring, promotion, and development by using a series of job analysis instruments such as position analysis questionnaires (PAQ), occupational analysis inventory (OAI), and functional job analysis (FJA).
Topgrading is an evaluative method for identifying the most highly qualified candidate for a particular job position. [16] It can be used in both new hires and in the promotion of current employees. [5] The idea behind the method is to identify high-performing "A Players" even if the hiring manager has not seen these individuals in action. [11]
Long-running American comic strip Dilbert frequently portrays sadistic HR policies through the character Catbert, the "evil director of human resources". [26] An HR manager is the title character in the 2010 Israeli film The Human Resources Manager, while an HR intern is the protagonist in 1999 French film Ressources humaines.
A meta-analysis of selection methods in personnel psychology found that general mental ability was the best overall predictor of job performance and training performance. [ 8 ] Regarding interview procedures, there are data which put into question these tools for selecting employees. [ 9 ]
Workforce management (WFM) is an institutional process that maximizes performance levels and competency for an organization.The process includes all the activities needed to maintain a productive workforce, such as field service management, human resource management, performance and training management, data collection, recruiting, budgeting, forecasting, scheduling and analytics.