Transcript Job Analysis

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