Job Analysis Flashcards
(37 cards)
Job Analysis (JA)
A process that determines the important
tasks of a job and the human attributes
necessary to successfully perform those
tasks.
More simply…
- The identification of criteria necessary
for successful performance in a give job. - It identifies the KSAOs for a given job.
Knowledge
Skills
Abilities
Other
Why would you want a Job analysis?
A Job Analysis (JA) provides the foundation for almost everything in HR is involved with.
▪ Job Descriptions
▪ Recruitment and Selection
▪ Training
▪ Performance Appraisals
▪ Job Classification
▪ Job Evaluation
▪ Job Design
Job Descriptions
a formal account of an employee’s responsibilities.
what is Recruitment and Selection
Recruitment: Finding candidates for vacant positions and encouraging them to apply.
Selection: Choosing the best candidate from the pool of applicants obtained during recruitment.
Training
the action of teaching a person or animal a particular skill or type of behavior.
KSAOs stand for?
- Knowledge
- Skills
- Ability
- Other characteristics
Steps in a Job Analysis
Step 1: Identify tasks performed
Step 2: Write task statements
Step 3: Rate task statements
Step 4: Determine essential KSAOs
Step 5: Select tests to tap KSAOs
what are Task statements for?
Task statements define specific actions or outcomes that must be accomplished to satisfy a requirement.
Tasks can be simple or involved, but they share key attributes: they are specific, actionable items with a clear start and end point.
Task Statement of what job is looking for.
- Handles customer complaints
- Type, files, and distributes correspondence
- Utilizes decision-making skills and abilities
- In charge of the copy machine
- Uses the computer to balance department budget
- Responsible for opening and closing the office
- Greets visitors
- Examines supervisor’s daily schedule
- Oversees the office
Steps in a Job Analysis more in depth
- Review current information about the job.
- Choose a JA method.
- Collect data (KSAO)
a) Performance Behaviours,
b) Competencies: the ability to do something successfully or efficiently
c) Levels of Performance: refers to the level of competency required to successfully perform a job while applying the required skills and characteristics - Compile, analyse and create job description.
- Have SMEs verify and have final input.
- Obtain management approval.
- Maintain & Update
Approaches to Job Analysis
- Work/Task/Job Oriented:
A statement of the tasks the worker actually performs, tools and equipment
used, and the work context. - Worker Oriented :
Focuses on the attributes and characteristics of the worker necessary to
accomplish the task that define the job.
Approaches to Job Analysis part 2( JOB AND WORKER)
Job Oriented
▪ Analysis of tasks
necessary to complete
the job
▪ More concrete
Worker Oriented
▪ Analysis of skills &
abilities required
what you might need
* Intelligent
* Self-motivated
* Able to work alone
* Able to integrate diverse
information
* Good long-term memory
* Time-management skills
example
e.g., University student
* Attend classes
* Take notes
* Read texts
* Do homework
* Write Papers
Sources of Information(hint SME)
SMEs (Subject Matter Experts)
▪ People who have in-depth knowledge of
specific under analysis, job skills and abilities.
Who are SMEs?
▪ Job Incumbents
▪ Supervisors
Sources of Information to understand worker part 2
Interviews
* Structured Questionnaire / Inventory
* Critical Incidence
* Direct Observation
* Logbooks / Diaries
* Performing the job tasks.
what is Interviews
Most commonly used method
▪ Very adaptable
- Usually conducted with
▪ Job incumbents: In a job description, the term “incumbent” refers to the person who currently holds the responsibilities the job is meant to cover (SMEs)
▪ Technical experts
▪ Supervisors
what question in a Interviews (continued)
Questions like:
▪ What are your most typical duties?
▪ How long do they take?
▪ How do you do them?
* Con: people may misrepresent / exaggerate their job.
Questionnaire / Inventory
- List of many (>200) job characteristics
▪ Rate then in terms of frequency & importance - Methods is most useful for comparing jobs
▪ D2 – measure of similarity
▪ Found job of ‘housewife’ is most similar to ‘patrolman’ - Very commonly used (especially with interviews)
PAQ(Position Analysis Questionnaire ) Example of
“Sources of Job Information”
Rate the extent to which each is used by the worker as a source of information in
performing the job:
Extent of use:
N – Does not apply
1 – Very infrequent
2 – Occasionally
3 – Moderate
4 – Considerable
5 – Very substantial
1.___ Written material (books, reports, articles).
2.___ Quantitative material (graphs, tables of numbers)
3.___ Measuring devices (callipers, tire pressure gauges, thermometers).
4.___ Features of nature (landscapes, geological samples, cloud formations).
Methods of Providing General Information( PAQ)
Job Structure Profile
* Designed as a replacement for
the PAQ
* Easier to read than the PAQ
* Good reliability
Job Elements Inventory
* 153 items
* 10th grade readability level
* Correlates highly with PAQ
Functional Job Analysis
* Data
* People
* Things
Job Components Inventory
More than 400 questions
o 5 main categories
* Tools and equipment used
* Perceptual and physical requirements
* Mathematical requirements
* Communication requirements
* Decision making and responsibility
o Good reliability
Methods of Providing
Competencies Information
Job Components Inventory
o In addition to tools and equipment
used on the job, also provides
information about skills needed for
the job, such as:
* Perceptual skills
* Physical skills
* Mathematical skills
* Communication skills
* Decision making skills
* Responsibility level
Threshold Traits Analysis
o 33 items
o 5 main categories
* Physical traits
* Mental traits
* Learned traits
* Motivational traits
* Social traits
o Reliable
o Short and quick to use
Methods of
Providing
Competencies
Information part( hint Felishman) 2
Fleishman Job Analysis Survey
o 73 abilities
o Cognitive
o Physical
o Psychomotor
o Sensory-perceptual
o Social/interpersonal
o Good reliability
o Detailed
o Commercially available
Job Adaptability Inventory
132 items
8 adaptability dimensions
Handling emergencies
Handling work stress
Solving problems creatively
Dealing with uncertainty
Learning
Interpersonal adaptability
Cultural adaptability
Physically oriented adaptability
Methods of Providing Personality &
Performance Information
Personality-Related Position Requirements Form
* 107 items
* 12 personality dimensions
- Performance Improvement Characteristics
- 48 questions
- 7 main personality traits
