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Brannick & Levine Job and Work Analysis

Brannick & Levine Job and Work Analysis. Chapter 1 Introduction. 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. Uses of JA. Job Description Job Classification Job Evaluation

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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 • 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

  3. Uses of JA • Job Description • Job Classification • Job Evaluation • Job, team, & system design and redesign • HR requirements and specifications • Performance appraisal (part of performance management) • Training and development • Worker mobility • Workforce planning • Efficiency • Safety • Legal and quasi requirements Memorize them Chapter 1 introduction

  4. JA Definitions • Job (class of common PINs) • Position (individual PIN) • Duty (primary goals; usually about 4-5) • Task (about 5 – 10 for each duty) • Activity • Element (smallest unit of work) Chapter 1 introduction

  5. Building Blocks of JA Methods • Kinds of job data collected: Descriptors • Methods of collecting data (from direct observation, interviewing, … to actually performing the job) • Sources of job information (written documents….to the job incumbents – SMEs) • Units of analysis (level of detail) Chapter 1 introduction

  6. Building Blocks1. Kinds of Data Collected • Organizational philosophy and structure What would be some worker requirement differences if a prison was designed to be for rehabilitative or custodial purposes? • 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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