chapter 3 notes

Job Analysis methods

observation, participation, existing data, interview, survey, job diary

Job-oriented

focus on worker’s task

Person-orientated

focus on KSAOs

Define KSAO

knowledge, skills, abilities, and other characteristics

Job analysis purpose

need to know the job objectively and precisely

Personnel psychology

focus on organization’s human resources(personnel)

Personnel psych includes

recruitment, placement, training and development

Personnel psych forms

criteria for promotion, firing, and disiplinary action

Personal psych need to know

employment law and regulations

Job analysis is

systematic study of a jobs duties, tasks, responsibilities and qualities for position

Job analysis forms

job description, specification, evaluation, and performance

Job description

details on task, procedures and responsibilities

Job description includes

tool and equipment used to form the end product or service

Job specification

characteristics required for position

Job characteristics include

physical, personal, experience and education

Job evaluation

essesment of relevant value of worth at job

Job evaluation used to

determine appropriate wages

Performance criteria

means of appraising workers success

Planning, recruitment, and selection needs

job specification, evaluation and performance criteria

Job analysis methods include

observational techniques, examination of data, interview and surveys

Observation method

analyst gathers info on the particular job

Observation method may use

videos and record keeping

Participation method

first hand knowledge

Existing data method

record from previous JA,

Existing data method can use

data from this organization or outside org

Interview method

open-ended or standardized

Interview method perspectives

one or multiple viewpoints

Surveys

pen/paper questionnaire

Surveys can be

open-ended, closed-ended, or checklists

Survey advantages over interview

multiple at once, less distortion , cost effective

Subject Matter Experts(SME)

analysts, incumbents, supervisors

Job element method

analysis in terms of required KSAOs

Job element method orientation

person-oriented and relies on SME

Functional JA analysis method

examines task sequences and processes

Task and process include

data, people things

Position analysis questionnaire

uses 187 structured questions in 6 categories

Position analyst questionnaire categories

information input, mental process, work output, inter-person relations, job context, other

Critical incidents technique

relies on instances of especially successful or detrimental performances

DOT

dictionary of occupational titles

DOT classifies

describes 40,000 jobs

O*NET is

occupational information network

O*NET uses

job categories, job KSAOs, wages, job training, licensing

FJA/CIT technique uses

detailed and comprehensive data on specific jobs

PAG technique

limited info for complex jobs

PAG benefits

easier and cost effective

Compensation factors

job elements used to determine compensation

Comparable worth

jobs with same KASOs are compensated equally

exceptioning

practice of ignoring pay disparities for same work

Glass ceiling

limitations on women and minorities

present this when approaching orgs

brief outline and proposed idea, benefits to org, org’s resources involved

Statement of work

written out for mutual understanding

Statement of work should be

objective with names of contacts on both parties

Statement of work summary

project w/ basic methodology, org resource, and end product

Statement of work includes

timeline and signature section

Buy-in

face-to-face connection with leaders

Influential leaders

champion

Questions by org

whats in it for me?, how long? Will i be bored/offended?

Order of operations for JA

Plan, prepare and introduce, conducting work, develop descriptions/ specifications, maintenance and update work