Chapter 3

Question 1

What is job analysis?

Answer 1

Systematic study of

1. tasks, duties, & responsibilities of a job
2. qualities needed to perform it

Answers two major questions

1. What do people in a particular job do?
   - -> task oriented
   - -> Job description
2. What human characteristics are necessary for a job?
   - -> person oriented
   - ->Job specification

Job Analysis procedures:

• job description (answers what ppl do in job)
• job specification (answers what char. nec. for job)
• job evaluation (evaluated WORTH of job, and compensable factors)

Question 2

Job analysis answers two major questions

Answer 2

Answers two major questions

1. What do people in a particular job do?
   - -> task oriented
   - -> Job description
2. What human characteristics are necessary for a job?
   - -> person oriented
   - ->Job specification

Question 3

Job Analysis procedures:

Answer 3

1. Job description
   - -> answers what ppl do in job
2. Job specification
   - -> answers what char. nec. for job
3. Job evaluation
   - -> evaluated WORTH of job, and compensable factors

Question 4

Major Job Analysis Concepts

Answer 4

KSAO

SME

Question 5

KSAO

Answer 5

Knowledge- know how to do a task

• —> can be CHANGED
• —> e.g. information
• —> example- traffic rules

Skill- can do a task

• —> can CHANGE through: practice, experience, effort
• —> example- typing speed, driving a car

Ability- capability to learn to do a task

• —> relatively fixed, CANNOT change
• —> e.g. intelligence
• —> example- finger dexterity, basic intelligence

Other personal characteristics- other attributes needed

• —> can be more fixed. e.g. personality
• —> example- driver’s license, friendly personality, ten yrs experience

One of the best tests to give, intelligence test

Question 6

SME

Answer 6

Subject Matter Expert

1. Job incumbents (SHOULD be experts)
2. Supervisors (or consultants, researchers, etc.)

Question 7

Purpose of job analysis

Answer 7

Career development

• career ladder
• –> what does it take to move up?

Human resource planning
-how many of X do I need?

Project future needs
-what kinds of ppl will we need?

Legal defense

• defend with job analysis
• ->essential functions: what tasks must be done?
• ->job relevance: is KSAO necessary to do the job?

Performance appraisal
-evaluate what is necessary to meet and evaluate criteria

Selection
-what sorts of people should we hire?

Training
-what knowledge and sills are needed?

Research

• imp. for legal defense
• can also help with selection and training

Question 8

Source of job analysis info

Answer 8

Source of job analysis data

Analyst
-hire an analyst

SME

• incumbent
• supervisor

Records

• can check records
• most are out of date

Data base
-dictionary of occupational titles (DOT)
REPLACED BY
-occupational information network (O*NET)

Question 9

Data collection approaches

Answer 9

Surveys
-when many

Existing data
-any form (archive, etc.)

Interview
-sample of large group if there is one

Diary
-have ppl record what they do everyday

Observation
-watch

Participation
-do the job by self

Question 10

Specific methods of job analysis

Answer 10

standardized- use same steps, more consistent job analysis

Critical incidents

• ask series of same questions
• MORE info

Functional job analysis

• MORE info
• O*NET

Positional analysis questionnaire, PAQ
-cost effective

Job element method
-KSAO terminology

Choosing a method

• depends on purpose (and cost)
• job analysis for teams