1. MANA 4328 Dr. George Benson benson@uta.edu
Job Analysis 1
MANA 4328
Dr. George Benson 1

2. Job Analysis
Systematic process for collecting information on the important work-related aspects of a job.
Work activities – what the worker does, how and why these activities are conducted.
Tools and equipment used in performing work activities.
Context of the work environment, such as work schedule or working conditions.
Requirements for performing the job – KSA’s.

3. Uniform Guidelines Section 14 Technical Standards for Validity Studies
C. (2). There should be a job analysis which include and analysis of the important work behavior(s) required for successful job performance and their relative importance, and…an analysis of the work product(s).
If work behaviors are not observable, the job analysis should identify and observe those aspects of behavior(s) which can be observed. The work behavior(s) selected should be critical… and/or constituting most of the job.

4. Job Analyses Situations
Job analysis particularly important for:
Jobs with potential adverse impact in selection
Entry-level positions and gatekeeper positions
Jobs with large numbers of applicants
Jobs with performance deficiencies

5. Job Analysis Applications
HR Planning
Recruitment: job descriptions and want ads
Selection: job requirements and qualifications
Pricing jobs
Training and Development
Performance Management

6. Types of “Job” Analysis
Task statements
KSA’s
Competency analysis
Competencies
Matrix / Models
Compensation analysis
“Compensable” factors
Hay Process

7. Job Analysis Methods Gather job information Analyze job information
Validate job information

8. Job Analysis Methods Gather job information Job documents
Interviews: Critical Incident Technique
Questionnaires:
Functional Job Analysis
Position Analysis Questionnaire
Task Inventory Analysis (KSA matrix)
Observation: Motion studies
Diaries: Time studies

9. O*NET http://online.onetcenter.org/ Occupational Information Network
Database of worker attributes and job characteristics.

10. Job Analysis Methods Analyze job information Create task statements
Action verbs
Concise summary
Create KSA’s or job qualifications

11. Task Statements Characterize activities with action verbs.
Tasks have identifiable beginnings and endings.
Identifiable outputs or consequences.
Mean the same thing to all respondents.
Non-trivial but complete.
What the worker does, how they do it, to who or what and why?

12. KSA’s Defined
Knowledge: A body of information (typically of a factual or procedural nature) that required for successful completion of a task.
Skill: An individual’s level of competency or proficiency in performing a specific task. Usually be expressed in numerical terms.
Ability: A more general, enduring trait or capability an individual possesses when he or she first performs a task.

13. KSA’s Defined Knowledge: Various engineering fields and terms.
DOT regulations
Skills:
Typing 50 words per minute without error.
Basic PC operations including .
Abilities:
Writing and edit business correspondence.
Interviewing clients for marketing information.

14. KSA’s Really necessary for task performance?
Must newly hired employees have this KSA?
To what degree would it differentiate between high and low performance of new employees?

15. Job Analysis Methods 3. Validate job information Survey job incumbents
Managers
Subject Matter Experts (SME’s)

16. Summary: Analyzing a Position
Identify major responsibilities
Write task statements
Rate tasks
Identify KSA’s for essential tasks
Rate KSA’s
Validate the description

17. Job Descriptions Identifying Information Job Title
Exempt or Non-exempt
Full-time or Part-time
Gender neutral
Summary
Brief description
Place in org. structure

18. Job Descriptions Duties and Responsibilities What does the person do?
How do those tasks get done?
Under what conditions?
Using what materials?
Requirements and Qualifications
KSA’s
Certifications or degrees
Appropriate for the job