week 2 job analysis

8/10/2019 Week 2 Job Analysis

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Job Analysis It is a process of gathering, analyzing and structuring

about a jobs components, characteristics andrequirements ( Sanchez & Levine, 2000)

A process of determining the work activities andrequirements


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What Aspects of a Job Are

Analyzed?Job Analysis should collect information on the

following areas:

Duties and Tasks Environment

Tools and Equipment

Relationships

Requirements


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Important Applications of Job

AnalysisQJob Description

QPerformance Appraisal

QJob EvaluationQJob Design and Redesign


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Observation & Participation The process involves trained job analysts simply

watching incumbents perform their jobs and takingnotes.

Detailed notes on the tasks and duties performed

Use of video cameras recently

The job analyst actually performs the tasks to get first

had experience and understanding of how the job isperformed


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Job Analysis: Methods of Observation

The Observation method of Job Analysis is suitedfor jobs in which the work behaviors are

1) observable involving some degree of movement

on the part of the worker, or2) job tasks are short in duration allowing for many

observations to be made in a short period of timeor a significant part of the job can be observed in

a short period of time, or3) jobs in which the job analyst can learn

information about the job through observation.


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Advantages

Ability to obtain first-hand knowledge andinformation about the job being analyzed.

Direct Observation allows the job analyst to see(and in some cases experience) the workenvironment, tools and equipment used,interrelationships with other workers, and

complexity of the job. Direct Observation of workers may be necessary to

support testimony if the worker and employer

disagree on requirements of a certain task.


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Disadvantages

The presence of an observer may affect the workercausing the worker to alter their normal workbehavior.

Workers may alter their work behavior if they knowthey are being observed.

This method is not appropriate for jobs that involvesignificant amounts of time spent in concentration or

mental effort.


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Existing Data Large organizations have preexisting data

Previously conducted job analysis

Analysis of a related job Job analysis conducted in other companies


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Existing DataAdvantages

you dont have to hunt down information, good

preliminary information to plan further data collectionefforts

Disadvantages:

information may not pertain to the particular job you

are analyzing


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Interviews One- to one interviews with job incumbent,

supervisor, subordinates.

Open-ended

Structured or standardized


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Interviews

Advantage

Allows the worker to describe tasks and duties that are

not observable.

Disadvantage

The worker may exaggerate or omit tasks and duties.


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SurveysAdministration of paper-and-pencil questionnaires

Open-ended or closed-ended question

Is cost0effective Can be conducted on a large number of people


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Job Analysis: Survey Methods

Develop a questionnaire pertaining to relevant KSAOs(Knowledge, Skill, Ability, and otherCharacteristics)and/or tasks and administer to a largenumber of job incumbents

Ratings may be gathered with regard to task difficulty,relative amount of time spent on task, criticality of error,importance for job success

Advantages: time is saved, relatively inexpensive,

assesses many perspectives Disadvantage: incumbents may misrepresent job,

fatigue (from too many items) may limit the validity ofresponses


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Job Diaries Have job incumbents record their daily activities in a

diary.

Provides detailed, hour-by-hour, day-by-day account It is time consuming


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Job DiariesAdvantages Collects data as events happen.

Disadvantages Consistent and continuous entries may be difficult to

obtain.

Data not in standardized format.


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Job Element MethodA job analysis method that analyzes jobs in terms of

the knowledge, skills, abilities (KSAOs) required toperform the job

The job element method of job analysis focuses on thehuman attributes necessary for superior performanceon the job.


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Functional Job Analysis (FJA)A structured job analysis technique that examines the

sequence of tasks in a job and the processes by whichthey are completed


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Functional Job Analysis Basic Procedure:

Break job down into tasks

Rate each task in terms of Data, People, and Things

Sum Scores to get a total composite on each dimension

Advantages: comprehensive and effective, suitable for awide variety of purposes

Disadvantage:can be time-consuming and expensive


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Position Analysis Questionnaire A job analysis technique that uses structured questionnaire

to analyze jobs according to 187 job statements groupedinto 6 categories

Information input Mental processes

Work output (physical activities and tools)

Relationships with others

Job context (the physical and social environment)

Other job characteristics (such as pace and structure)

The PAQ is a structured job analysis questionnairedeveloped by McCormick and associates at PurdueUniversity


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Research Using PAQ The PAQ has been used for job evaluation, selection,

performance appraisal, assessment-centerdevelopment, determination of job similarity,

development of job families, vocational counseling,determination of training needs, and job design.

The PAQ has also been used to assess the validity of atheory of how people choose vocations (Hyland &Muchinsky, 1991)


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Position Analysis Questionnaire

Advantages: can be used for any job, good method forcomparing jobs or classifying jobs, relativelyinexpensive and easy to use

Disadvantages: people may misrepresent their job, cantake a lot of time to administer, must be interpreted atPurdue U., requires a high reading level


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Critical Incidents TechniqueA job analysis technique that relies on instances of

especially successful or unsuccessful job performance

It requires subject matter experts to identify criticalaspects of behavior or performance in a particular jobthat led to success or failure


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Critical Incidents Technique

Advantages:well suited for performance appraisal

Disadvantages:focuses on extreme behaviors ratherthan typical behaviors, not applied very systematically


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Uses of Job Analysis Information

1. Recruitment and Selection: Job analysis providesinformation about what the job entails and whathuman characteristics are required in order to performthese activities. This information, in the form of job

descriptions and specifications, helps managementofficials decide what sort of people they need to recruitand hire and select.


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2. Compensation:Job analysis information is crucial forestimating the value of each job and its appropriatecompensation. Compensation (salary and bonus)usually depends on the job's required skill and

education level, safety hazards, degree ofresponsibility, etc. -- all factors which can be assessedthrough job analysis. Also, many employers group jobsinto classes. Job analysis provides the information to

determine the relative worth of each job and itsappropriate class.


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3. Performance Appraisal: A performance appraisalcompares each employee's actual performance with hisor her performance standards. Managers use jobanalysis to determine the job's specific activities and

performance standards.

4. Training:The job description should show theactivities and skills, and therefore training, that the jobrequires

5. Discovering Unassigned Duties: Job Analysis canalso help reveal unassigned duties.

week 2 job analysis

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