Job knowledge

Assessment | Biopsychology | Comparative | Cognitive | Developmental | Language | Individual differences | Personality | Philosophy | Social |
Methods | Statistics | Clinical | Educational | Industrial | Professional items | World psychology |

Industrial & Organisational : Introduction : Personnel : Organizational psychology : Occupations: Work environment: Index : Outline

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Personnel

Human resources

Employee absenteeism Employee assistance programs Employee attitudes Employee benefits Employee characteristics Employee efficiency Employee health insurance Employee interaction Employee leave benefits Employee motivation Employee pension plans Employee productivity Employee skills Employee termination Employee turnover Employment discrimination Employment history Employment status Labour management relations Job applicant interviews Job involvement Job knowledge Job performance Personnel evaluation Personnel recruitment Personnel selection

The amount of job knowledge a person has is an employee characteristic and will generally impact on employee efficiency, employee productivity and job performance. Knowledge is part of the triad along with employee skills and theory and they need always to be assessed together and personnel training offered where this is required.

Se also

• Job experience level