1 / 11

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

ursa
Download Presentation

Brannick & Levine Job and Work 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. 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

More Related