1 / 14

Job Analysis

Job Analysis. SOC325 Behavior at Work Feb 4, 2002 Spector, Ch 3. What did you find about a lecturer? Tasks / duties Personal attributes. Two major approaches. Job-oriented JA What people do on a job? List of tasks performed (may be further broken down into different level of specificity)

jun
Download Presentation

Job Analysis

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Job Analysis SOC325 Behavior at Work Feb 4, 2002 Spector, Ch 3

  2. What did you find about a lecturer? • Tasks / duties • Personal attributes J. Kwong

  3. Two major approaches • Job-oriented JA • What people do on a job? • List of tasks performed (may be further broken down into different level of specificity) • Person-oriented JA • What kind of a person is needed to do the job? • Personal attributes and characteristics required to successfully perform the job • Knowledge, skill, ability, other personal characteristics (KSAOs) J. Kwong

  4. Sources of JA information • Who gives the info? • Incumbent / Supervisor • Best as SME - people with extensive knowledge about the content and requirements of the job. • Job analyst / Trained observers • How to collect the info? • Perform the job / work participation • Administer questionnaires J. Kwong

  5. Job Analysis Instruments • Job-oriented JA • e.g., Functional Job Analysis • Job + Person-oriented JA • e.g., Position Analysis Questionnaire, • Occupational Information Network O*NET J. Kwong

  6. Job-oriented: FJA • 3 dimension that are applicable to all jobs • Describes the job`s typical interaction with • People: amount of contact with others, eg., • Data: dealing with numbers, words, symbols, any info, e.g., • Things: Animate (e.g., animals) or inanimate (e.g., tools, machines) • PDT each is given a score to indicate its level of complexity (range from high to low) J. Kwong

  7. Data, People, Things 0 Synthesizing 0 Mentoring 0 Setting Up 1 Coordinating 1 Negotiating 1 Precision Working 2 Analyzing 2 Instructing 2 Operating-Controlling 3 Compiling 3 Supervising 3 Driving-Operating 4 Computing 4 Diverting 4 Manipulating 5 Copying 5 Persuading 5 Tending 6 Comparing 6 Speaking- 6 Feeding- Signaling Offbearing 7 Serving 7 Handling 8 Taking Instructions- Helping J. Kwong

  8. Job-oriented: FJA • Over 40,000 different jobs have been analyzed by FJA • Included in the comprehensive job classification guide DOT - Dictionary of Occupational Titles • Part of the occupational titles • http://www.oalj.dol.gov/public/dot/refrnc/dotparts.htm J. Kwong

  9. Job+Person-oriented: PAQ • A structured questionnaire (189 items) that analyzes jobs in terms of 6 categories: • information input: how does employee get information, read, hear, ... • mental processes (mediation processes): what to do with information, decision making activities and info processing requirement • work output: what to do physically • relationship with other persons (interpersonal activities): interact with other people • job context: physically challenging conditions • other job characteristics: work schedule, fixed, variable J. Kwong

  10. Job+Person-oriented: PAQ • SME fills in the PAQ • Score the items • Generate a profile of the task elements • Translate the elements into KSAOs • Each elements in the categories can be translated into KSAOs for any job • e.g., Involves using mathematics or numeric input - require numeric skill J. Kwong

  11. Job+Person-oriented: O*NET • O*NET, the Occupational Information Network, is a comprehensive database of worker attributes and job characteristics. It is the replacement for the Dictionary of Occupational Titles (DOT). • DOT is in the process of being replaced by O*NET. O*NET can be found at • http://www.doleta.gov/programs/onet/ J. Kwong

  12. Job evaluation • Spector, p.66-67 • Link the wages to the KSAOs needed for a job • Point method - to determine the pay levels of job by estimating their comparative worth • Compensable factors • education required • consequences of error on the job • Sum up the points for all factors J. Kwong

  13. Uses of Job Analysis Job Evaluation Pay Job Analysis Criterion Development Performance Appraisal Employee Selection Job Description Career development/Training J. Kwong

  14. JA - Front desk manager • Task / duties • Motivate and lead subordinate • Planning and organizing • Handle complaints • KSAOs? J. Kwong

More Related