Hi, I am a Norwegian student taking a master’s degree in organizational industrial psychology (in Norway). I`m experiencing a work overload this semester and need some help! I have not decided a topic question, but I want the topic of the term paper to be personality based job analysis. I do appreciate your creativity, knowledge and inputs, so please let me know if you have any ideas! Still, I made a rough sketch on how I imagine the term paper. Please use it as a starting point. Also, I have included information about the course, guidelines for the term paper and how it will be evaluated. Please take that into consideration! It is not necessary to use all of the articles I have included, but please reference to 25-35 peer-reviwed articles in the term paper.

About the course.
The course is called Psychological Tests in Work Settings. The main focus of this course is to teach students test methodology so that students can assess the quality of tests that can be used in the workplace. In this course the student will also receive an overview of different types of tests and assessment procedures that are in the labor market for employment, career guidance, training, development and performance reviews. Examples of tests and assessment procedures that can be reviewed are: job analysis, recruitment interviews, personality tests, ability tests, interest tests, tests of emotional intelligence, team skill tests, tests to assess the quality of team work, tests on leadership and change readiness tests. This course will also review ethical guidelines and standards for testing and selection. The term paper.

Guidelines – The paper should discuss one or two topic question(s). For example, different aspects of the selection process, or pure psychometric questions (format, structure, etc.). Make sure the topic question is concise. Avoid topics that are too broad, and a “textbook” approach.
How the paper will be evaluated – It is expected that the candidate has articulated a clear topic question in this term paper. Self-discussion is emphasized. Good structure, coherence, clarity and transparency in the paper is also emphasized. Good literature, updated references and actualization pulls up.

The term paper – content.
The topic of the term paper is personality based job analysis (PBJA). I have not formulated a topic question yet and I am open for suggestions! Discuss how PBJA-tests are used today, and if serve their purpose. Example if they are valid enough. Good if two tests will be used as examples.
Examples of questions that should be answered in the paper: How do different PBJA tests differ? What are the similarities? How is the validity? Are they good enough or do they need improvements? What are the arguments to start using them in Norway?

The term paper – structure.
– Introduction (1 page) Present the topic and the topic question. Actualization!
– Theoretical framework (4-5 page) Describe theory / empiricism which you use the discussion to answer the question.
– Discussion (5-6 page) Here you should only discuss the issue based on the theory / empiricism which is presented here should not be (much) new theories into the task. At the end, please present implications and suggest further research.
– Conclusion (1/2 – 1 page)
– Reference list (APA)

Introduction (tips)
– Why is job analyzes an important part of the selection process?
– Why personality is important in a recruitment process
– Job analysis are underused in Norway – are the existing tests good enough?

The topic question
Any suggestions for a topic question?

Theory
– Keywords: Job analysis – task-oriented vs. worker-oriented analysis – Personality based personality analyses – O*NET, PAQ, PIC or JEI – validity.
– Examples on personality oriented job analysis: Position Analysis Questionnaire (PAQ), Occupational Information Network (O*NET), Performance Improvement Characteristics (PIC), Job Elemet Inventory (JEI).

Discussion
– Why is personality important in a recruitment process?
– The selection of personality based job analysis (PBJA)
– How do the PBJA-tests compare to each other? Discussion should include validity – are they good/valid enough?
– The positive and negative aspects of using personality in job analysis
– What kind of knowledge and/or experience do one need to have to perform a PBJA?
– Maybe mention trait activation and/or job performance

Implications and future research
– Arguments why Norwegians should or should not use personality oriented job analysis – If they should – where to start?