INDUSTRIAL PSYCHOLOGY

Job Analysis

• The foundation for almost all human resource activities

• The process of studying positions of decribing the duties and responsibilities that go with jobs and grouping similar positions into job categories.

Job Analysis Program

is usually undertaken when;

• the organization is starting operations

• a new job is created

• a job is changed significantly by the nature of operations

• technology introduction

• restructing

Three elements of Job Analysis Program

• Company policy and administration of Program - What is the purpose of the Job Analysis? Who will be responsible for the gathering the information?

• Job Information - When should be the job information should be updated?

• Methods of securing job information - How will the information get better?

Job Description

• The job in terms of its level of duties and tasks or procedures needed to do the job.

• A detailed and accurate description of the job and not the worker.

Job Profile

Describes the job in terms of key result areas and the functions and the roles and the competencies.

Job Specification

Indicates the qualifications in terms of skills, experience, training and other special qualifications as well as the traits required of the worker to perform the job.

Conducting a Job Analysis

To identify the tasks performed in a job, the conditions under which the task are performed, and the KSAO's needed to perform the job

Step 1: Identify tasks performed

• Identify the major job dimensions

• The tools and equipment used to perform the tasks

Step 2: Write the Task Statements

will be used in the task inventory

Step 3: Rate the Task Statement

conduct a task analysis

Step 4: Determine Essential KSAO's

Once the task that are essential for the proper performance of a job, the next step is to identify the KSAO's needed to perform the task.

Knowledge

is a body of information needed to perform a task

Skill

is the proficiency to perform a learned task

Ability

is a basic capacity for performing a wide range of different task, acquiring knowledge, or developing a skill

Other Characteristics

include such personal factors as personality, willingness, interest, and motivation and such tangible factors as license, degrees and years of experience

Subject Matter Experts

Sources such as supervisors and incumbents who are knowledgable about a job.

Job Analyst

The person to conduct Job Analysis

SME Conference

A group analysis interview consisting of subject matter expert.

Task Inventory

A questionnaire containing a list of task each of which the job incumbent rates on a series of scales

Task Analysis

The process of identifying the tasks for which employees need to be trained.

Position Analysis Questionnaires (PAQ)

• a structure instrument developed by McCornick, Jeanneret and Mechan

• statistical analysis of worker-oriented job elements consists of 194 items

Job Elements Inventory (JCI)

• an instrument designed as an alternative to PAQ

• developed by Cornelius and Hackel

• consists of 153 items

Functional Job Analysis (FJA)

• an instrument designed by Fine

• analyzed three functions data (information and ideas), people (client, customers and co-workers and things( machines, tools and equipment

Job Components Inventory (JCI)

• developed by Banks, Jackson, Stanford and Warr

• initiated in England, consist of more than 400 questions

• a practical tool used in curriculum development career guidance and broad based training

Job Structure Profile (JSP)

• a revised version of PAQ

• was developed by Patrick and Moore

Interview

to obtain a whole perspective of the job

Observation

observes people performing their jobs in the work setting