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Job Analysis

Job Analysis. - process used to gather information about a job in order to determine the duties and nature of that job as well as the appropriate KSAs related to the job. Definition. General Types. Task Oriented. Person Oriented. Outcomes. Job description. Job specification. Uses.

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Job Analysis

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  1. Job Analysis

  2. - process used to gather information about a job in order to determine the duties and nature of that job as well as the appropriate KSAs related to the job. Definition

  3. General Types Task Oriented Person Oriented

  4. Outcomes • Job description • Job specification

  5. Uses • Staffing activities • Wage and salary determination • Performance Appraisal decisions • Training • To develop – predictors and criteria

  6. Why interest? • Jobs not static • Uniform Guidelines Require • Determine job requirements to establish validity • Defend against suits (e.g. EEO)

  7. Role of Job Analysis in Human Resource Selection Job Analysis Method Systematic Process for Collecting Information on the Work-Related Aspects of a Job Produces Employee Specifications Predictors Translated Into Translated Into Work-Related Information Job Tasks, Duties, Work Behaviors, Critical Incidents, etc. Human Attributes Knowledge, Skills, Abilities and Other-Employee Characteristics Selection Instruments Tests, Employment Interviews, Application Blanks, etc. Inferential Leap (1) Inferential Leap (2) Criteria Valid? Translated Into Employee Performance Measures Performance Appraisals, Productivity Assessments, etc. Inferential Leap (3) Inferential Leap (4)

  8. Who performs job analysis?

  9. What jobs should be analyzed?

  10. Specific types of Job Analysis A. Interview • Group or individual • Structured or unstructured • Lacks standardization • $$$$ • Distortion and exaggeration • Most widely used

  11. Specific Types of Job Analysis B. Observation • Mainly for physical activity (not mgr.) C. Diary logs • Keep track of critical incidents

  12. Specific Types of Job Analysis D. Questionnaire • Prefabricated or tailored • Easily quantifiable • Lengthy? 1. The PAQ

  13. Which method to use? • Refined and tested? • Readily acceptable? • Occupational versatility? • Standardization? • User/respondent acceptability? • Training requirements?

  14. Which method to use? • Sample size needed? • Suitable for validation? • Reliability? • Utility in developing selection tools? • Cost?

  15. Sources of Error • Inadequate sampling • Response set • Analyst inexperience • Job environment changes

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