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Week 5 Slides: Job Analyses

Week 5 Slides: Job Analyses. Reading Assignment. Earnest et al 2011: Realistic Job Previews Walker et al 2009: website testimonials. Early Job Analysis Methods. Time Work Samples 2,000 observations over two weeks Relative frequencies converted to percentages

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Week 5 Slides: Job Analyses

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  1. Week 5 Slides:Job Analyses

  2. Reading Assignment • Earnest et al 2011: Realistic Job Previews • Walker et al 2009: website testimonials

  3. Early Job Analysis Methods • Time • Work Samples • 2,000 observations over two weeks • Relative frequencies converted to percentages • Methods: cameras, self-reports, observers • Stopwatch study • Setting standard time (quick checkers) based on representative time • Observer rating, allowance for downtime and delays • Predetermined timed systems & Industry standard data

  4. Early Job Analysis Methods • Motion Studies • There is one best way to do a task • Graphs and Flow Charts • Graphs and task description used to develop standard checklists • Mircromotion Analyses • Break tasks down into elements • Therblig • Slow-motion photography

  5. Functional Job Analysis • Trained job analysts • Interview and observe incumbents • Focuses on what the employer does and not the goals of the job • Data = symbols, numbers, words • People = customers, coworkers, supervisors, animals • Things = tangible real things (cement bags) • Fine’s system and DOB FJA • Organize hierarchically based on complexity within function

  6. DOL FJA Description • Fuction: Data, People, Things • Work Fields: 100 classifications based on economic purpose and use of tools (3 digits) • Method verbs: How objectives are accomplished (e.g., gutting and sawing) • Machines, Tools, Equipment, Work aids • Materials, products, Subject matter and Experts

  7. Supplemental Information • Education • Specific Vocational Prep • Aptitudes • Temperaments • Preferences • Physical Demands • Environmental Conditions

  8. Task Inventories • Tasks are more narrowly defined here than in an FJA • FJA’s typically have 10 tasks whereas Task inventories can have around 100 or more • Start with: Observation, Background Material, Interviews • Create Survey • Response Options: Criticality, Time spent, Frequency, Difficulty, What happens if error?

  9. Task Inventory Resources • Comprehensive Occupational Data Analysis Program • Work Performance Survey System

  10. Critical Incidents (Behavioral Examples) • SME’s recall outstanding or unacceptable behavior, Flanagan (1954) • Context • Employee Behavior • Behavioral Consequences • Don’t ask about SME’s performance • Ask about incidents over the past year • Positive should be collected first

  11. Job Element • Focused on what the worker will need (cognitive, psychomotor, work habits) • Elements such as reliability • Sub-elements: behavioral examples • Analyst plus panel of 6 SME’s in two 3-5 hour sessions. • Ratings based on barely acceptable, superior, trouble likely if not considered, practical • Total value, item index, training value

  12. Position Analysis Questionnaire • 194 Broad elements that span most jobs • Trained analyst rates in relation to job • Rating scales: extent of use, importance to the job,amount of time, possibility of occurrence • Analysts makes ratings after interviewing and observing incumbents and managers • Do not let managers and incumbents make the ratings • Cheap and effective but it is not very generalizable to all jobs.

  13. Cognitive Task Analysis • How do the best performers do it? • Costs a lot and can be labor intensive • Aimed to fill the gaps missed by work or worker oriented analyses • Knowledge: declarative, procedural, generative, self-knowledge • Skills: automated, representational, decision-making

  14. Methods • Interviewing • Watching teams • Diagramming: path-goal, decision trees • Verbal reports: Think aloud • Psychological scaling: sorting

  15. Hybrid Job Analysis Method • Combination Job Analysis Method • General task statements (30-100) • Use SME Panel or interviews after providing job description • Delete redundancies and form final list • Rate tasks by difficulty, criticality, and time spent • Task lists and summarized ratings are then distributed to another group of SMEs • The panel then generates 30-100 KSAO’s starting with sensory and motor requirements • They are given a list of KSAO’s with definitions

  16. Hybrid Job Analysis Method • Combination Job Analysis Method • They are given a list of KSAO’s with definitions • KSAO ratings are made about the job in general • Necessary for new hire? • Found in the labor market? • Trouble likely? • Distinguish Superior? • Majority should vote for KSAO being necessary and expected in job market. Trouble likely average of 1.5 or higher.

  17. Resources • Office of Personnel Management • http://www.opm.gov/policy-data-oversight/hiring-authorities/competitive-hiring/deo_handbook.pdf#page=274 • Position Analysis Questionnaire • http://www.paq.com/index.cfm?FuseAction=Main.Home • Washington state department of labor • http://www.lni.wa.gov/formpub/Detail.asp?DocID=2398

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