Final answer:
True, a study of the tasks required to do a job well is indeed called a job analysis. The method's reliability can vary, with analyses based on current employee descriptions potentially being less reliable. Two main approaches to job analysis are task-oriented and worker-oriented, often used for creating job descriptions and specifications.
Step-by-step explanation:
This statement is true. Job analysis involves the detailed study of the tasks, duties, and responsibilities necessary to do a job effectively. The accuracy and reliability of a job analysis can vary depending on the methodology used and the source of the information. According to Dierdorff & Wilson (2003), job analyses that are based on descriptions from the employees currently holding the position may be less reliable. However, they did not provide reasons for this finding.
There are different methods used to conduct a job analysis, including observation, surveys, and interviews. Observing a proficient employee in action and gathering insights from their peers and supervisors can offer a comprehensive understanding of job requirements. In the field of industrial-organizational psychology, job analysis is crucial for matching individuals to tasks and roles within an organization, as well as for developing training programs and performance appraisals.
There are two main approaches to conducting a job analysis: the task-oriented approach, which lists specific tasks associated with the job, and the worker-oriented approach, also known as job specification, which focuses on the characteristics needed by the worker to perform the job effectively. These approaches help in defining the knowledge, skills, and abilities required for a job and form the foundation for creating accurate job advertisements and interview questions.