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Brannick & Levine Job and Work Analysis

Brannick & Levine Job and Work Analysis. Chapter 1 Introduction. Uses of JA. Job description Job Classification Job Evaluation Job team, & system design and redesign HR requirements and specifications Performance appraisal Training and development Worker mobility Workforce planning

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Brannick & Levine Job and Work Analysis

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  1. Brannick & LevineJob and Work Analysis Chapter 1 Introduction Chapter 1 introduction

  2. Uses of JA • Job description • Job Classification • Job Evaluation • Job team, & system design and redesign • HR requirements and specifications • Performance appraisal • Training and development • Worker mobility • Workforce planning • Efficiency • Safety • Legal and quasi requirements Memorize them Chapter 1 introduction

  3. JA Definitions • Job (class of common PINs) • Position (individual PIN) • Duty (primary goals; usually about 4-5) • Task • Activity • Element Chapter 1 introduction

  4. Uses of JA • The JA is the basis for practically all HR functions • Central to understanding the job itself and what it takes to do the job Chapter 1 introduction

  5. Building Blocks of JA Methods • Kinds of job data • Methods of gathering data • Sources of job information • Units of analysis (level of detail) Chapter 1 introduction

  6. Building Blocks1. Kinds of Data Collected • Organizational philosophy and structure • What is this for a prison? • Licensing and other government-mandated requirements • For an IO psychologist? • Responsibilities • For an (illicit) drug dealer? • Professional Standards • For a physician? • Job context • Give an example for Ernie & Bert • Products and services • For a pole dancing artist • Machines, tools, equipment, work aids and checklists • For a professional hockey player Chapter 1 introduction

  7. More Kinds of data • Personal job demands (physical, social, psychological) • Special forces specialist (U.S. Army) • Elemental motions • Grocery clerk • Worker Activities • Mental, usually unobservable • Work Activities • outside the worker – observable behaviors • Worker Characteristic requirements • KSAOs • Future changes • Jobs are forever changing • Critical incidents • For a terrorist bomber? Chapter 1 introduction

  8. Methods of Data Collection • Observation • Interviewing • Group interviewing (focus groups) • Technical conference • Questionnaire • Diary • Equipment-based methods (video, Etc.) • Reviewing records • Reviewing literature • Studying equipment design specs • Doing the job! Chapter 1 introduction

  9. Sources of JA Data • Job analyst • Supervisor • Exec or high level manager • Job incumbent • Technical expert (SME) • OD specialist • Client/customer • Other org units • Written documents • Previous JA O*Net, e.g. Chapter 1 introduction

  10. JA: Units of Analysisfor reporting(overlap with Kinds of data) • Duties • Tasks • Activities • Elemental motions • Job dimensions • Worker characteristic requirements • Scales applied to units of work (e.g. DPT) • Scales applied to worker characteristics (e.g. importance) • Qualitative v. quantitative Chapter 1 introduction

  11. Your JA • Think of all these in terms of the job you will analyze: • Kinds of data • Methods of data collection • Sources of JA data • Units of analysis • Decide later on the most appropriate Method for your purposes Chapter 1 introduction

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