Brannick & Levine Job and Work Analysis

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