INP4004

JOB ANALYSIS

JOB ANALYSIS: Family of formal methods for describing jobs and human attributes necessary for jobs.

New chip plant might be opened in Tampa area.

What will jobs be like and what sorts of people are needed?

Problem of small company with rapid growth

How can you keep track of similar/dissimilar jobs both in terms of what people do and characteristics needed?

Why is this important?

Determining pay, training, transfer/promotion, selection

Answers Two Major Questions

1. What do people in a particular job do? (Task oriented)

2. What human characteristics are necessary for a job? (Person oriented)

Unit of analysis is the job not the individual.

Deals with tasks/requirements for all positions within a job classification or title rather than individual people's jobs

Major Concepts

KSAO

Knowledge

Skill

Ability

Other personal characteristics

Subject Matter Expert (SME)

Job incumbents

Supervisors

Purposes Of Job Analysis

Career development

Career ladder: What does it take to move up?

Human resource planning

Project future hr needs: What kinds of people will we need?

Legal defense

Essential functions: What tasks must be done?

Job relevance: Is KSAO necessary to do the job?

Performance appraisal

How do we know when someone does the job well?

Selection

What sorts of people should we hire?

Training: need assessment

What knowledge and skills are needed?

Research

Use of job analysis information or methods in research

Sources Of Job Analysis Data

Analyst

Subject Matter Expert: SME

Incumbent

Supervisor

Records

Data base

DOT

O*NET: Computerized with 1122 occupational units

Data Collection Approaches

Questionnaire

Interview

Diary

Observation

Doing work

Specific Methods of Job Analysis

Critical incidents

Functional job analysis: Occupational Information Network O*NET and its predecessor Dictionary of Occupational Titles

Positional Analysis Questionnaire, PAQ

Task inventory

Job Evaluation

Formal, typically mathematical, means of calculating value of job (not individual) to an organization.

Steps:

1. Job analysis to Identify important compensable factors

2. Rate factors on importance (quantitative weights)

3. Rate each job on factors

4. Combine ratings for job

Uses:

Evaluate salary levels to determine equity

Set salary levels for existing jobs

Determine salary levels for new jobs

Comparable worth

Examples Of Task Hierarchy For A Teacher

DUTY	TASK	ACTIVITY	ACTION
Evaluate student performance	Administer exam	Hand out exams in class	Count number of students in first row
Evaluate student performance	Write exam	Choose items from test bank	Put test bank diskette into computer
Instruct students	Deliver a lecture	Explain contents of overhead	Turn on overhead projector
Instruct students	Prepare a lecture	Write a lecture outline	Pick up a pen

Examples Of KSAOs For Different Occupations

Job	Knowledge	Skill	Ability	Other Personal Characteristics
Lawyer	Constitutional rights	Writing clearly	Communica-tion	Willingness to work long hours
Nurse	Surgical procedures	Drawing blood	Remain calm in a crisis	Lack of squemishness in the sight of blood
Plumber	Pipe design	Soldering joints	Hand-eye coordination	Willingness to get dirty
Teacher	Learning principles	Writing clearly	Relate to children	Commitment to learning

O*NET Examples

WORKER CHARACTERISTICS

Abilities

Cognitive abilities

Verbal

Oral comprehension

Written comprehension

Idea generation and reasoning ability

Fluency of ideas (generating options)

Originality (creativity of ideas)

OCCUPATIONAL REQUIREMENTS

Generalized work activities

Information input

Looking for/receiving job-related information

Getting information needed to do the job

Monitor processes, material, surroundings

Identify/evaluating job relevant information

Identify objects, actions, events

Inspect equipment, structures, material