Job analysis-Module 1

Definition: A method for describing jobs and the human attributes necessary to perform them Two approaches:
job oriented person oriented

Purposes of Job Analysis

selection legal issues performance appraisal career development training

Sources of Job Analysis Information

Who provides information?
subject matter experts (job incumbents & supervisors) analysts

How is information collected?

Performing the job Observing incumbents perform the job Interviewing SMEs Surveying SMEs

Methods of Job Analysis Job Analysis Interview

Widely used method Consists of trained analyst- ask questions about duties & responsibilities, KSA, equipment/tools, conditions of employment Obtained through group or individual interview Structured (rating scales or interview answer forms) Unstructured-without specific question list prepared earlier

Continued..
Applicability- Both Physical & mental ability jobs Limitations*Suffers from lack of standardization *Limited possibilities for large no. of respondents *Through documentation is must *Depends on the skills & procedures of individual analyst *Time *Cost

Job Analysis Questionnaire

Is a way to handle some of the problem Questionnaire is distributed to respondents( who are judges) Types of Q- a) Tailored b) Prefabricated

Task Analysis Inventory

Task inventories
Time spent on task Importance of task, difficulty of learning

Questionnaire composed of a listing of tasks Nature a) Background information on respondents b) A listing of the job tasks with associated rating scale c) Miscellaneous Information

Application of Task Inventories-

Used to define the important tasks or activities Serves as basis for inferring the KSAs Advantages *Offers an efficient means for collecting data from geographically dispersed location *Quantifying JA data
Disadvantages*Motivation problem( if inventories are long) *Ambiguities & question

 Position Analysis Questionnaire (FORM-C)

Information input Mediation processes Work output Interpersonal activities Work situation and job context Miscellaneous aspects

PAQ Example of Sources of Job Information

Rate the extent to which each is used by the worker as a source of information in performing the job: Extent of Use: N - Does not apply 1 - Very infrequent 2- Occasional 3 - Moderate 4 - Considerable 5 - Very substantial 1.___ 2.___ 3.___ Written materials (books, reports, articles). Quantitative materials (graphs, tables of numbers) Measuring devices (calipers, tire pressure gauges, thermometers) 4.___ Features of nature (landscapes, geological samples, cloud formations)

Application
Selecting & Training agents to analyze Selecting persons to provide job information Analyzing the jobs selected Analyzing PAQ data

Advantages*Very simple *Scores the work behaviour

Disadvantage*does not focus on task activities

Subject Matter Experts Workshops

SMEs (Subject Matter Experts)
people who have in-depth knowledge of specific job under analysis, job skills, and abilities Job Incumbent Supervisors Job Analyst

Workshop
Selecting & preparing SMEs Identifying & rating job tasks Identifying & rating KSAs Judging Selection Measure-Job Content Relevance

CIT
Critical Incident Technique (CIT)
Takes past incidents of good and bad behavior Organizes incidents into categories that match the job they are related to

Involves 4 steps

 CIT steps
Brainstorm and create lists of dimensions of job behaviors List examples of effective and ineffective behavior for each dimension Form a group consensus on whether each incident is appropriately categorized Rate each incident according to its value to the company

Fleishman JA Survey
Help to identify worker specifications for a job, job dimension, or task Work oriented approach Consists of BARS for 52 abilities Is classified into four general ability categories:
Cognitive Psychomotor Physical Sensory/perceptual

Application
Determining level of analysis Selecting job agents Rating ability levels for each task Analyzing Results Selecting tests

Advantage & disadvantage

Straight forward Easy to adopt Viable option for identifying worker specification Not appropriate when using a content validation startegy

Functional Job Analysis

Two types of task information are obtained: a) What a worker does ( process & procedures) b) How a task is performed (mental. Physical, interpersonal involvement) Judgments are based on: a) workers job activities represented by task statements b) Measuring by rating scales

Application
Organizing job incumbents to analyze the job Specifying job outputs Identifying job tasks
Rating scales:
Worker functions scales Scale of worker Instructions Scales of General Education Development

Measuring work functions( task level, task orientation) Measuring Worker Instructions (prescription & description)

Continued..
Measuring Worker Qualifications Identifying Employee Specification Administering a job task questionnaire Advantages Comprehensive, quantitative, standardized, systematic approach, reliable rating scale

DisadvantagesTime n cost, special training is mandatory

Job Element Method

Worker Oriented Designed to identify characteristics of superior workers on the job Supervisors or incumbent develop the list JE-Wide variety of characteristics that describe superior performers on a job

Application
Selecting a panel of raters Developing JE & sub elements Rating JE & sub elements Analyzing JEM data Amplifying sub element definitions

Advantage Unique alternative to identify employee specification Disadvantages Time consuming, ignores job specification, absence of task data

Repertory Grid
A repertory grid is a representation of a persons (or experts) view of a particular problem. It is a two-way classification of a set of elements based on a set of constructs A repertory grid can be viewed a set of feature vectors, each characterizing an element along the dimensions indicated by the constructs