Job analysis: methods, purposes, and organizational applications

¶ … experiencing a rapid growth and has its resources stretched to the maximum. The company's employees are seeking various means as a way of meeting their daily needs. The company takes quick action by employing a psychologist who helps the company in trying to create new positions at the company with a view of addressing its growth. The research paper will explain the various steps applied by the I/O psychologist in finding the company's new employees.

Maren Franken's book, measurement and evaluation, evaluates the process of employment, which starts from job advertisement to orientation of a new employee. It guides the managers and the supervisor on the factors to follow during employment. Franken concurs with the I/O psychologist arguments on job hiring thus the steps to follow before employing and reasons behind job advertising.

As an I/O psychologist employed by the company to solve the existing problems and the employment of new employees, I need to address certain issues to ensure perfect job recruitment exist. First, there is the need to know which areas call for more personnel and machinery. The fact that the company is on a rapid growth guarantees the acquisition of more employees with a view of attaining its goals. The performance of each department should be analyzed, audited and an action plan implemented in order to reestablish the objectives set. Poor performing departments will certainly need to be reviewed for effective actions. I will lay off poor performing employees and replace them with new and better-qualified employees. Generally, difficult workers are hard to deal with at the work place and no employer would love to associate with such characters. In all departments, there are workers who find it difficult working together with their colleges and they need assistance to cope. I will definitely foster social interaction and rebuild constructive action plans to enhance association. Companies with increased job growth call for more workforces hence the need for the company to recruit more employees.

Determining the qualifications of the candidate

Before I determine the qualifications of the candidate, various decisive factors need to be considered before employing them. During a job application, the candidates present their credentials to the company. It is my duty to review the credentials and give a relevant observation about it. References are vital aspect in determining the qualification of a candidate. A well-compiled CV will explain everything to the interviewer about the qualification and the referees of the candidates. The background of the candidate is a determinant factor in the qualification of the candidate. I will insist on knowing the background of the candidate to have a clear understanding on their specialization. A brief check up of his previous job and reasons as to why they are out of work must be elaborated. This information is vital for the records of the new company for purposes of reviews. Communications skills of the candidate are vital for example, how the candidate relates with other people or fellow colleagues. Personality, Honesty and the candidate's determination about the work are key factors that I will be looking for since they determine a candidate's qualification of the job.

The Hiring Process

Before hiring a person for a new position, there are various steps to follow in order to ensure a perfect selection of employees. The processes will take a lot of time, but it is an excellent way to find the right person(s) for the job instead of a rushed employment and end up with the wrong personnel (Bemis, 2009).

The First Step

Starting with an interview over the phone

A phone call comes in handy in an interview since it helps in saving time during the discussion about the candidate's salary, goals, qualifications, and the companies' objectives. As the company's I/O psychologist, I will call each job applicant and listen to their communication skills. The phone interview best applies to a receptionist. Including open-ended questions in the interview is vital in the interview. Disqualifying a person upfront helps to save people's time and hopes.

The second Step

The Interview should be a three-step process

When a candidate is preparing for an interview, they are always ready to do or say what is required from them by the employer. In most cases, some candidates pretend to be what they are not. In order to get a real profession for the job, the best thing to do is to give the candidate a returning date. This helps in knowing the real character of the candidate.

The Third step

Having someone else assist the interviewer during the interview

Combined heads are better than one in that a different person may access the candidate differently and identify the bits I missed.

The fourth step

This step involves observing a person's personality and the behavior along with the various credentials and qualifications. When a person is serious with the job, he is always motivated and has a passion to work. An important aspect that measures the candidates work capability has to embrace all their training concentration to the interview process. In some work situations, the employee do not need to have a degree, instead the personality counts a lot. The personality should always match with the description of the work. No employer will blend well with an arrogant person hence that should not be an option while employing (Bemis, 2009). When employing a customer care manager or a receptionist, choose a candidate who can relate well with the public, an outgoing person is essential for these posts. In a situation where a supervisor is to be employed, the leader should be able to communicate well and openly.

The fifth step

This is the step where, as the interviewer; I am tasked with the responsibility of asking the Interviewee questions in a bid to determine his communications skills and qualifications for the post. Open-ended questions are best in this situation and with key points; it will win the confidence of the candidate.

The sixth step

Before hiring, it is wise to explain to the candidate what roles they will play in the company. Being liberal helps the candidate to be prepared. An example of the situation can apply to a person employed, as the companies cleaner.

The seventh step

Probation period

Candidates should undertake the probation period for at least 90 days. This stage is essential in identifying a professional employee from an under qualified persons. I will evaluate and assess all the interviewed candidates and emerge with a conclusive outcome of who will be able to meet the job qualifications.

The eighth step

This stage involves rating the candidates. Questions to each candidate will be similar with a view of attaining the best possible answers. This exercise will help in testing the mentality of the candidates.

The ninth step

As the I/O psychologist, I am not supposed to disqualify any candidate because of their references. I will give each candidate a chance to explain his or her story. Some candidates who were fired because of their foolish mistakes may have reformed hence they ought to be given a chance (Bemis, 2009).

Conducting a performance appraisal for the new employee

Coaching is a personal and a vital issue in every organization especially for the new employees. Reasons behind performance appraisal include; improvement purposes and attaining the goals of the organization. I will focus on reviewing the organization goals to match with what the employees have produced. When showing the new employee about the company's data and the vital information, accuracy should be the main objective to enable perfection. As the company's I/O psychologist, I will set goals, targets and objectives for the incoming employee. In setting goals for the new employee, I will ensure the goals are attainable (Sandler, 2009). I would give the new employee some test to do and then evaluate it to analyze the progress of the employee. I will then contribute in coaching the new employee where necessary.

The criteria used in determining whether the newly created job was most effective in helping the company will address its rapid growth and how long you will wait to make this job

Performance evaluation forms will be effective in meeting the company's progress. After the new employees have settled in their new workstation, their production levels will need to be observed. The impact of the new employee in terms of productivity is vital here especially when the company is on a high growth. Some situations will be evident and open enough in case the new employee is heavily involved.