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Job and Work Analysis: Methods, Research, and Applications for Human Resource Management 3ed

by Frederick P Morgeson, Michael T Brannick and Edward L Levine SAGE Publications, Inc
Pub Date:
04/2019
ISBN:
9781544329529
Format:
Pbk 400 pages
Price:
AU$182.00 NZ$186.96
Product Status: Out of stock. Not available to order.
Instructors
& Academics:
 Job analysis encompasses a wide range of crucial topics that help us understand what people do at work and why.  Authors Michael T. Brannick, Edward L. Levine, and Frederick P. Morgeson expertly unpack the best job analysis methods and then illustrate how to apply these methods to solve some of the most common problems that arise in the management of people at work.  The ultimate goal of Job and Work Analysis 3e is to assist in the creation of programs that can help people work smarter, improve hiring and training, make jobs safer, and provide a satisfying work environment.

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
2. Work-Oriented Methods
Time-and-Motion Study
Functional Job Analysis
Task Inventories
Critical Incident Technique
Chapter Summary
3. Worker-Oriented Methods
Job Element Method
Position Analysis Questionnaire
Ability Requirements Scales
Cognitive Task Analysis
Personality-Oriented Job Analysis
Chapter Summary
4. Hybrid Methods
Combination Job Analysis Method
Multimethod Job Design Questionnaire
Work Design Questionnaire
Occupational Information Network
Chapter Summary
5. Management Teams
Management and Leadership
Competency Modeling
Job Analysis for Teams
Chapter Summary
6. Job Analysis and the Law
Federal Legislation
Enforcement of Equal Employment Opportunity Laws
Executive Orders
Professional Standards
Prescriptions for Job Analysis
Summary for Selection
Chapter Summary
7. Job Description, Performance Appraisal, Job Evaluation and Job Design
Job Description
Performance Appraisal
Job Evaluation
Job Design/Redesign
Chapter Summary
8. Staffing and Training
Staffing
Training
Chapter Summary
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
10. The Future of Job Analysis
Changing Conditions
Implications for Jobs and Analysis
Chapter Summary
A Final Note

“This text is an HRM resource that shows the evolution of jobs through job analysis and the progression of job analysis in effective HRM.”

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.