Job Analysis

- process used to gather information about a job in order to determine the duties and nature of that job as well as the appropriate KSAs related to the job. Definition

General Types Task Oriented Person Oriented

Outcomes Job description Job specification

Uses Staffing activities Wage and salary determination Performance Appraisal decisions Training To develop – predictors and criteria

Why interest? Jobs not static Uniform Guidelines Require Determine job requirements to establish validity Defend against suits (e.g. EEO)

Job Analysis Method Systematic Process for Collecting Information on the Work-Related Aspects of a Job Work-Related Information Job Tasks, Duties, Work Behaviors, Critical Incidents, etc. Human Attributes Knowledge, Skills, Abilities and Other-Employee Characteristics Selection Instruments Tests, Employment Interviews, Application Blanks, etc. Employee Performance Measures Performance Appraisals, Productivity Assessments, etc. ProducesEmployee SpecificationsPredictors Criteria Translated Into Inferential Leap (3) Inferential Leap (4) Inferential Leap (2) Inferential Leap (1) Valid? Role of Job Analysis in Human Resource Selection

Who performs job analysis?

What jobs should be analyzed?

Specific types of Job Analysis A. Interview Group or individual Structured or unstructured Lacks standardization $$$$ Distortion and exaggeration Most widely used

Specific Types of Job Analysis B. Observation Mainly for physical activity (not mgr.) C. Diary logs Keep track of critical incidents

Specific Types of Job Analysis D. Questionnaire Prefabricated or tailored Easily quantifiable Lengthy? 1. The PAQ

Which method to use? Refined and tested? Readily acceptable? Occupational versatility? Standardization? User/respondent acceptability? Training requirements?

Which method to use? Sample size needed? Suitable for validation? Reliability? Utility in developing selection tools? Cost?

Sources of Error Inadequate sampling Response set Analyst inexperience Job environment changes