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Job analysis

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paiils111
paiils111

"Presentation on Job Analysis. Learn methods of analyzing and evaluating a job. These PDF's are available for all VEDA students for free on www.veda-edu.com"

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JOB ANALYSIS  Purposes of job analysis  Sources of job analysis information  Methods of job analysis  Job evaluation  Sources of inaccuracy in job analysis  Cognitive  Social
What is job analysis?  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 and supervisors)  analysts  How is information collected?  Performing the job  Observing incumbents perform the job  Interviewing SMEs  Surveying SMEs
Methods of Job Analysis  Task inventories  Time spent on task  Importance of task, difficulty of learning  Functional Job Analysis  data  people  Things  Critical incidents technique
Methods, cont.  Job Components Inventory  Tools and equipment  Perceptual and physical requirements  Mathematical requirements  Communication requirements  Decision making and responsibility  Position Analysis Questionnaire  Information input  Mediation processes  Work output  Interpersonal activities  Work situation and job context  Miscellaneous aspects
Job Evaluation  Definition -- family of quantitative techniques used to determine the salary levels of jobs  Why is job evaluation important?  Equal Pay Act of 1963  Comparable Worth
Job Evaluation Methods  Ranking -- rank order the jobs according to each jobs relative worth or value to the organization  Classification -- placing all jobs into a predetermined taxonomy of grades or classes (like the DOT)  Point systems -- assign points to various levels of skill, knowledge, responsibility, working conditions, then summing the points.
Summary Purposes of job analysis Sources of job analysis information  Who provides information?  How is information collected? Job analysis methods Job evaluation – purpose and methods
Inaccuracy in Job Analysis  JA assumes information is reliable and without error  Sources of Inaccuracy  Social – Created by normative pressures from the social environment  Cognitive – Limitations on ability to process information
Effects of inaccuracy on job analysis data  Interrater reliability  Interrater agreement  Discriminability between jobs  Dimensionality of factor structures  Mean ratings  Completeness of job information
Social sources of inaccuracy  Social influence processes  Pressure to conform  Extremity shifts  Motivation loss  social loafing  free riding  Self-presentation processes  Impression management  Social desirability  Demand effects
Cognitive sources of inaccuracy  Limitations in information processing systems  Information overload  Heuristics  Representativeness  Availability  Anchoring and adjustment  Categorization
Cognitive sources (cont.)  Biases in information processing systems  Carelessness  Extraneous information  Inadequate information  Order and contrast effects  Halo  Leniency and severity  Method effects
Minimizing Inaccuracy  Obtain job info from multiple sources  Use a variety of research methods  Make process clear and understandable for the respondent  Supervise data collection closely  Pilot studies  Monitoring questionnaire completion  Debriefing respondents
Summary  Effects of inaccuracies on job analysis data  Social sources of inaccuracy  Social influence processes  Self-presentation processes  Cognitive sources of inaccuracy  Limitations in information processing  Biases in information processing  Minimizing inaccuracies

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Job analysis

  • 1. JOB ANALYSIS  Purposes of job analysis  Sources of job analysis information  Methods of job analysis  Job evaluation  Sources of inaccuracy in job analysis  Cognitive  Social
  • 2. What is job analysis?  Definition: a method for describing jobs and the human attributes necessary to perform them  Two approaches:  job oriented  person oriented
  • 3. Purposes of Job Analysis  selection  legal issues  performance appraisal  career development  training
  • 4. Sources of Job Analysis Information  Who provides information?  subject matter experts (job incumbents and supervisors)  analysts  How is information collected?  Performing the job  Observing incumbents perform the job  Interviewing SMEs  Surveying SMEs
  • 5. Methods of Job Analysis  Task inventories  Time spent on task  Importance of task, difficulty of learning  Functional Job Analysis  data  people  Things  Critical incidents technique
  • 6. Methods, cont.  Job Components Inventory  Tools and equipment  Perceptual and physical requirements  Mathematical requirements  Communication requirements  Decision making and responsibility  Position Analysis Questionnaire  Information input  Mediation processes  Work output  Interpersonal activities  Work situation and job context  Miscellaneous aspects
  • 7. Job Evaluation  Definition -- family of quantitative techniques used to determine the salary levels of jobs  Why is job evaluation important?  Equal Pay Act of 1963  Comparable Worth
  • 8. Job Evaluation Methods  Ranking -- rank order the jobs according to each jobs relative worth or value to the organization  Classification -- placing all jobs into a predetermined taxonomy of grades or classes (like the DOT)  Point systems -- assign points to various levels of skill, knowledge, responsibility, working conditions, then summing the points.
  • 9. Summary Purposes of job analysis Sources of job analysis information  Who provides information?  How is information collected? Job analysis methods Job evaluation – purpose and methods
  • 10. Inaccuracy in Job Analysis  JA assumes information is reliable and without error  Sources of Inaccuracy  Social – Created by normative pressures from the social environment  Cognitive – Limitations on ability to process information
  • 11. Effects of inaccuracy on job analysis data  Interrater reliability  Interrater agreement  Discriminability between jobs  Dimensionality of factor structures  Mean ratings  Completeness of job information
  • 12. Social sources of inaccuracy  Social influence processes  Pressure to conform  Extremity shifts  Motivation loss  social loafing  free riding  Self-presentation processes  Impression management  Social desirability  Demand effects
  • 13. Cognitive sources of inaccuracy  Limitations in information processing systems  Information overload  Heuristics  Representativeness  Availability  Anchoring and adjustment  Categorization
  • 14. Cognitive sources (cont.)  Biases in information processing systems  Carelessness  Extraneous information  Inadequate information  Order and contrast effects  Halo  Leniency and severity  Method effects
  • 15. Minimizing Inaccuracy  Obtain job info from multiple sources  Use a variety of research methods  Make process clear and understandable for the respondent  Supervise data collection closely  Pilot studies  Monitoring questionnaire completion  Debriefing respondents
  • 16. Summary  Effects of inaccuracies on job analysis data  Social sources of inaccuracy  Social influence processes  Self-presentation processes  Cognitive sources of inaccuracy  Limitations in information processing  Biases in information processing  Minimizing inaccuracies