presentation on job analysis
TRANSCRIPT
JOB ANALYSIS
Purposes of job analysis
Sources of job analysis information
Methods of job analysis
Job evaluation
Sources of inaccuracy in job analysis
Cognitive
Social
What is job analysis?
Definition: a method for describing jobs and the human attributes necessary to perform them
Two approaches:
job oriented
person oriented
Purposes of Job Analysis
selection
legal issues
performance appraisal
career development
training
Sources of Job Analysis
Information
Who provides information?
subject matter experts (job incumbents and
supervisors)
analysts
How is information collected?
Performing the job
Observing incumbents perform the job
Interviewing SMEs
Surveying SMEs
Methods of Job Analysis
Task inventories
Time spent on task
Importance of task, difficulty of learning
Functional Job Analysis
data
people
Things
Critical incidents technique
Methods, cont.
Job Components Inventory Tools and equipment
Perceptual and physical requirements
Mathematical requirements
Communication requirements
Decision making and responsibility
Position Analysis
Questionnaire
Information input
Mediation processes
Work output
Interpersonal
activities
Work situation and
job context
Miscellaneous
aspects
Job Evaluation
Definition -- family of quantitative techniques used to determine the salary levels of jobs
Why is job evaluation important?
Equal Pay Act of 1963
Comparable Worth
Job Evaluation Methods
Ranking -- rank order the jobs according to each jobs relative worth or value to the organization
Classification -- placing all jobs into a predetermined taxonomy of grades or classes (like the DOT)
Point systems -- assign points to various levels of skill, knowledge, responsibility, working conditions, then summing the points.
Summary
Purposes of job analysis
Sources of job analysis information
Who provides information?
How is information collected?
Job analysis methods
Job evaluation – purpose and methods
Inaccuracy in Job Analysis
JA assumes information is reliable and without error
Sources of Inaccuracy
Social – Created by normative pressures
from the social environment
Cognitive – Limitations on ability to process
information
Effects of inaccuracy on job
analysis data
Interrater reliability
Interrater agreement
Discriminability between jobs
Dimensionality of factor structures
Mean ratings
Completeness of job information
Social sources of inaccuracy
Social influence processes
Pressure to
conform
Extremity shifts
Motivation loss
social loafing
free riding
Self-presentation processes
Impression
management
Social desirability
Demand effects
Cognitive sources of inaccuracy
Limitations in information processing systems
Information overload
Heuristics
Representativeness
Availability
Anchoring and adjustment
Categorization
Cognitive sources (cont.)
Biases in information processing systems
Carelessness
Extraneous information
Inadequate information
Order and contrast effects
Halo
Leniency and severity
Method effects
Minimizing Inaccuracy
Obtain job info from multiple sources
Use a variety of research methods
Make process clear and understandable
for the respondent
Supervise data collection closely
Pilot studies
Monitoring questionnaire completion
Debriefing respondents
Summary
Effects of inaccuracies on job analysis data
Social sources of inaccuracy
Social influence processes
Self-presentation processes
Cognitive sources of inaccuracy
Limitations in information processing
Biases in information processing
Minimizing inaccuracies