1. CHAPTER 3 Job Analysis Introduction to Industrial/Organizational Psychology by Ronald Riggio

2. Personnel Psychology Personnel psychology, a specialty area of I/O psychology, is concerned with the creation, care, and maintenance of a workforce. I/O psychologists who specialize in personnel psychology are involved in: Employee recruitment and selection. Measurement of employee performance and establishment of good performance review procedures. Development of employee training programs. Formulation of criteria for promotion, firing, and disciplinary action.

3. Job Analysis Job analysis is the systematic study of a job's tasks, duties, and responsibilities, and the knowledge, skills, and abilities needed to perform the job. Job analysis is the starting point for many important personnel functions. A job analysis yields several products.

4. Job Analysis Products 1. Job description A detailed accounting of job tasks, procedures, responsibilities, and output. 2. Job specification Information about the physical, educational, and experiential qualities required to perform the job.

6. Job Analysis Products 1. Job evaluation An assessment of the relative value of jobs for determining compensation. 2. Performance criteria Work and performance outcomes required by the job that serve as a basis for appraising successful job performance.

8. Job Analysis Methods Job analysis methods include observation, the use of existing data, interviews, surveys, and job diaries. Each method has strengths and weaknesses. In addition to these general methods for conducting job analysis, there are also a number of specific, standardized techniques.

9. Specific Job Analysis Techniques Job Elements Method A broad approach to job analysis that focuses on the knowledge, skills, abilities, and other characteristics (KSAOs) required to perform a particular job. Relies on subject matter experts (SMEs)‏

10. Specific Job Analysis Techniques Functional job analysis (FJA) is a method that has been used to classify jobs in terms of workers’ interaction with data, people, and things. Dictionary of Occupational Titles (DOT)‏ Standard Occupational Classification (SOC)‏

11. Specific Job Analysis Techniques The DOT has been replaced by the Occupational Information Network (O*NET; www.onetcenter.org)‏www.onetcenter.org Functional job analysis is helpful when the job analyst must create job descriptions for a large number of positions.

12. Specific Job Analysis Techniques The Position Analysis Questionnaire (PAQ) assesses several qualities of jobs: Information input Mental processes Work output Relationships with other persons Job context Other job characteristics

13. Specific Job Analysis Techniques The Critical incidents technique (CIT) records specific worker behaviors that have led to particularly successful or unsuccessful instances of job performance. Job incumbents usually provide examples of critical incidents.

14. Job Analysis and the ADA Americans with Disabilities Act (1990)‏ Requires that employers prevent employment discrimination against disabled persons. Requires employers to understand “essential elements” of a job.

15. Job Evaluation and Comparable Worth Job analysis yields a job evaluation, or an assessment of the relative value of a job, and is used to determine appropriate compensation. These evaluations usually examine jobs on dimensions that are called compensable factors (e.g., physical demands of a job, amount of training, working conditions, responsibility).

16. Job Evaluation and Comparable Worth The Equal Pay Act of 1963 mandates that men and women performing equal work receive equal pay. However, women continue to make less than men. Women make about 75% of what men make.

17. Job Evaluation and Comparable Worth Why is there a wage gap between men and women? Men have greater access to higher paying jobs. Women are paid less than men for performing equivalent tasks. Similar jobs may have different titles and different ranks depending on the sex of the worker (e.g., “records manager” vs. “personnel clerk”).

18. Job Evaluation and Comparable Worth Comparable worth The idea that jobs that require equivalent KSAOs should be compensated equally. Relies on valid and fair job evaluations. Exceptioning The practice of ignoring pay discrepancies between particular jobs possessing equivalent duties and responsibilities.

19. KSAO Activity Label KSAO's for Hairdresser Handout with description