JOB ANALYSIS Richard J. Wagner, PhD
© 2013 CAPELLA UNIVERSITY
JOB ANALYSIS
Richard J. Wagner, PhD
Part-time faculty
Updated: January 28, 2016
© 2013 CAPELLA UNIVERSITY
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WHAT IS JOB ANALYSIS?
Systemic process of collecting information about work performed in a job
Must include making some decisions about that information
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WHAT IS DONE WITH THE INFORMATION?
Job requirements and specifications
Hiring (advertising and selecting)
Training
Evaluating (performance evaluation)
Job descriptions
Job evaluation
Compensation
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LEGAL ISSUES
Job analysis must be performed
Must be in writing
Must describe in detail methods used
Must have knowledgeable job analyst gather data from various sources
Must have large and representative sample size
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MORE ABOUT LEGAL ISSUES
Include tasks, duties, and activities
Use most important tasks
Specify competency levels of performance for entry-level jobs
Specify KSAs especially for content validity models
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RANDOM SAMPLING
Assumes all are equal in some level
Example: Everyone in this class can read English.
Representative of the population as a whole
Example: Don’t ask people about their majors when standing outside of a business school.
How to be truly random
Example: Last 4 digits of Social Security number
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CONTENT VALIDITY
A job mini-sample
Example for a school bus driver
Go outside, and back the school bus into a designated slot.
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SME (SUBJECT MATTER EXPERT)
Someone who knows a lot about a given position
May be
Job incumbent
Supervisor
Staff or outside expert
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WHO PERFORMS THE JOB ANALYSIS?
Someone trained to do it
Internal HR person or specialist
- Knows the company and the people
- Long-term vested interest in organization
- Relatively inexpensive
External consultant
- Broad range of specialty knowledge
- Unbiased
- Can be expensive
© 2013 CAPELLA UNIVERSITY
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SELECTING JOBS TO STUDY
Legal guidelines involved
Job representative of organization?
Criticality of the job (healthcare workers)
Number of applicants (discrimination charges)
Stability of job
Entry-level job (Uniform Guidelines)
Physically-demanding job (ADA)
Evidence of adverse impact
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LEGAL ISSUES IMPACTING WHICH JOBS TO STUDY
Uniform Guidelines on Employee Selection Procedures (UGESP)
Federal hiring guidelines
Americans with Disabilities Act (ADA)
Requires use of essential job functions in job analysis
Adverse impact (disproportionate)
Example: I gave the same test to all students but one group (females) scored lower than others (males) and so received lower grades. It’s found that the test does not focus exclusively on course-related material.
More in Unit 4
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LET’S NOT REINVENT THE WHEEL
Use federal Occupational Information Network (O*NET)
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WHICH JOB AGENTS COLLECT THE DATA?
Job analysts
Job incumbents
Supervisors
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JOB ANALYSIS METHODS
Interviews
Questionnaires
Task analysis inventory
- PAQ (Position Analysis Questionnaire)
- Widely-used example of a task analysis inventory
- List of job tasks
- Initiate requests for new identification cards for new hires
- Rating scales
- How much time is spent on this task? (Likert scale of 1-5 or 1-7)
SME workshops or meetings
Observations
Critical incident technique
Incidents of good and poor behavior
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The end
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