Job Analysis (Chap 3) Flashcards
job analysis
- a formal procedure by which the content of work is defined in terms of activities performed and attributes needed to perform the work.
- systematic procedure for describing a job
- useful procedure in identifying the criteria or performance dimensions of a job
job analysis is broadly defines as a procedure for identifying… (3)
- behaviors
- work situations
- human qualities
three sources of job analysis information
- job incumbent
- supervisor
- work analyst
* all are SMEs
subject matter expert (SME)
- a person knowledgeable about a topic who can serve as a qualified information source
job incumbent
- the holder of a job
- based on implicit understanding of their own jobs
- provide the most valuable job information
supervisor
- play a major role in determining what job incumbents do on their jobs
- credible source of information
- describe jobs more objectively than incumbents
job anaysist
- used when comparisons are needed across many jobs
- provide the most consistent across-job ratings
- understand similarities and differences across jobs in terms of work activities performed and human attributes needed
two basic types of job analysis
- job oriented
2. worker oriented
job oriented job analysis
- a procedure or set of operations in job analysis designed to identify important or frequently performed tasks as a means of understanding the work performed
- focuses on activities involved in performing work
- task statements
Functional Job Analysis (FJA) - Sid Fine (related to job-oriented JA)
- a method of job analysis that describes the content of jobs in terms of people, data, and things
1. standardized writing of task statements
2. provided a common language for defining jobs
three main dimensions of FJA
- data - information, facts and ideas
- things - tools, machines, and equipment
- people - interact and communicate with others
6 “guidelines” for writing task statements
- structures of statements should start with verb-object pair
- subject of the task is implied (the worker)
- always use and action verb (usually first word)
- object should describe what is to be done
- modify verb-object with additional “how” and “why” info
- task should stand alone and describe 1 unit of individual work
worker oriented job analysis
- seeks to understand work by examining the human attributes needed to perform it successfully
- a procedure or set of operations in job analysis designed to identify important or frequently utilized human attributes as a means of understanding the work performed
four categories of human attributes
K: knowledge
S: skills
A: abilities
O: other characteristics
Knowledge (of KSAO)
- specific types of info people need to perform the job
Skill (of KSAO)
- the proficiency needed to perform a task
- capacity to perform physical and mental acts done with tools, equipment or machines
- can be improved
Abilities (of KSAO)
- relatively enduring attributes that generally are stable over time
- capacity to perform physical and mental acts where tools, equipment, and machines are not used
- innate process
- cannot typically be improved on
Other characteristics (of KSAO)
- all other attributes, most often personality factors or capacities
- interests, values, personality, and temperament that relate to what an employee likely will do not how well they do it
Critical Incident (CI) Techique
-Goal: distinguish effective performance from ineffective performance by identifying critical job behaviors
good critical incident (three)
- background: history/situation
- exact behavior: effective/ineffective
- consequences: outcome or incident
Critical Incident Process (6 steps)
- identify goals of the job
- select SMEs
- generate critical incidents
- sort incidents into job dimensions
- name the dimensions
- identify tasks and KSAOs
