Task analysisTask analysis is a fundamental tool of human factors engineering. It entails analyzing how a task is accomplished, including a detailed description of both manual and mental activities, task and element durations, task frequency, task allocation, task complexity, environmental conditions, necessary clothing and equipment, and any other unique factors involved in or required for one or more people to perform a given task.
Job descriptionA job description or JD is a written narrative that describes the general tasks, or other related duties, and responsibilities of a position. It may specify the functionary to whom the position reports, specifications such as the or skills needed by the person in the job, information about the equipment, tools and work aids used, working conditions, physical demands, and a salary range.Functional job analysisFunctional 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.
Personnel selectionPersonnel selection is the methodical process used to hire (or, less commonly, promote) individuals. Although the term can apply to all aspects of the process (recruitment, selection, hiring, onboarding, acculturation, etc.) the most common meaning focuses on the selection of workers.Human resourcesHuman resources (HR) is the set of people who make up the workforce of an organization, business sector, industry, or economy. A narrower concept is human capital, the knowledge and skills which the individuals command.Performance appraisalA performance appraisal (also known as a performance review, performance evaluation, career development discussion, or employee appraisal), is a periodic process where the job performance of an employee is documented and evaluated. Performance appraisals are most often conducted by an employee's immediate manager or line manager.Dictionary of Occupational TitlesThe Dictionary of Occupational Titles or D-O-T (DOT) refers to a publication produced by the United States Department of Labor which helped employers, government officials, and workforce development professionals to define over 13,000 different types of work, from 1938 to the late 1990s. The DOT was created by job analysts who visited thousands of US worksites to observe and record the various types of work, and what was involved.
WorkforceIn macroeconomics, the workforce or labour force is the sum of people either working (i.e., the employed) or looking for work (i.e., the unemployed): Labour force=Employed+Unemployed{\displaystyle {\text{Labour force}}={\text{Employed}}+{\text{Unemployed}}}Those neither working in the marketplace nor looking for work are out of the labour force.
Morris VitelesMorris Simon Viteles (March 21, 1898 - December 7, 1996) was an influential researcher and writer in the field of industrial and organizational psychology. His book Industrial Psychology, published in 1932, was the first comprehensive modern textbook in the field. His writings were so influential that he was often regarded as the founder of the field, although he disavowed that claim.
Lillian Moller GilbrethLillian Evelyn Gilbreth (née Moller; May 24, 1878 – January 2, 1972) was an American psychologist, industrial engineer, consultant, and educator who was an early pioneer in applying psychology to time-and-motion studies. She was described in the 1940s as "a genius in the art of living." Gilbreth, one of the first female engineers to earn a Ph.D., is considered to be the first industrial/organizational psychologist.
Frederick Winslow TaylorFrederick Winslow Taylor (March 20, 1856 – March 21, 1915) was an American mechanical engineer. He was widely known for his methods to improve industrial efficiency. He was one of the first management consultants. In 1909, Taylor summed up his efficiency techniques in his book The Principles of Scientific Management which, in 2001, Fellows of the Academy of Management voted the most influential management book of the twentieth century.
Industrial and organizational psychologyBranch of psychologyIndustrial and organizational psychology (I-O psychology) "focuses the lens of psychological science on a key aspect of human life, namely, their work lives. In general, the goals of I-O psychology are to better understand and optimize the effectiveness, health, and well-being of both individuals and organizations." It is an applied discipline within psychology and is an international profession.
Job descriptionA job description or JD is a written narrative that describes the general tasks, or other related duties, and responsibilities of a position. It may specify the functionary to whom the position reports, specifications such as the or skills needed by the person in the job, information about the equipment, tools and work aids used, working conditions, physical demands, and a salary range.Functional job analysisFunctional 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.Personnel selectionPersonnel selection is the methodical process used to hire (or, less commonly, promote) individuals. Although the term can apply to all aspects of the process (recruitment, selection, hiring, onboarding, acculturation, etc.) the most common meaning focuses on the selection of workers.Human resourcesHuman resources (HR) is the set of people who make up the workforce of an organization, business sector, industry, or economy. A narrower concept is human capital, the knowledge and skills which the individuals command.Performance appraisalA performance appraisal (also known as a performance review, performance evaluation, career development discussion, or employee appraisal), is a periodic process where the job performance of an employee is documented and evaluated. Performance appraisals are most often conducted by an employee's immediate manager or line manager.Dictionary of Occupational TitlesThe Dictionary of Occupational Titles or D-O-T (DOT) refers to a publication produced by the United States Department of Labor which helped employers, government officials, and workforce development professionals to define over 13,000 different types of work, from 1938 to the late 1990s. The DOT was created by job analysts who visited thousands of US worksites to observe and record the various types of work, and what was involved.WorkforceIn macroeconomics, the workforce or labour force is the sum of people either working (i.e., the employed) or looking for work (i.e., the unemployed): Labour force=Employed+Unemployed{\displaystyle {\text{Labour force}}={\text{Employed}}+{\text{Unemployed}}}Those neither working in the marketplace nor looking for work are out of the labour force.Morris VitelesMorris Simon Viteles (March 21, 1898 - December 7, 1996) was an influential researcher and writer in the field of industrial and organizational psychology. His book Industrial Psychology, published in 1932, was the first comprehensive modern textbook in the field. His writings were so influential that he was often regarded as the founder of the field, although he disavowed that claim.Lillian Moller GilbrethLillian Evelyn Gilbreth (née Moller; May 24, 1878 – January 2, 1972) was an American psychologist, industrial engineer, consultant, and educator who was an early pioneer in applying psychology to time-and-motion studies. She was described in the 1940s as "a genius in the art of living." Gilbreth, one of the first female engineers to earn a Ph.D., is considered to be the first industrial/organizational psychologist.Frederick Winslow TaylorFrederick Winslow Taylor (March 20, 1856 – March 21, 1915) was an American mechanical engineer. He was widely known for his methods to improve industrial efficiency. He was one of the first management consultants. In 1909, Taylor summed up his efficiency techniques in his book The Principles of Scientific Management which, in 2001, Fellows of the Academy of Management voted the most influential management book of the twentieth century.Industrial and organizational psychologyBranch of psychologyIndustrial and organizational psychology (I-O psychology) "focuses the lens of psychological science on a key aspect of human life, namely, their work lives. In general, the goals of I-O psychology are to better understand and optimize the effectiveness, health, and well-being of both individuals and organizations." It is an applied discipline within psychology and is an international profession.*As an Amazon Associate I earn from qualifying purchases.