Borromeo, Canaynay, & Pura

Job
Analysis
and Design
Learning Objectives

Know and Know how to write

1. understand the 5. a job description
concept of Job
evaluation
Determine Explain how to write
2. race and sex 6. a job specification.
equity in job
evaluation
Understand cross Learn when to use
3. cultural I/O 7. the various job
Psychology analysis methods

Know how to Evaluating Work

4. conduct a job 8. Analytic Methods
analysis
 Job evaluation and methods
What is Job evaluation?
systematic process of knowing the value of a job
consists of two stages: internal pay equity and external pay equity

Internal Pay Equity External Pay Equity

comparing jobs within an comparing jobs to an external
organization or company market or other organizations

Compensational Job factors Salary surveys

factors that differentiate the questionnaire given to other
relative worth of jobs organizations to determine how
Direct compensation much a company or organization
amount of money a job is worth pays employees in various positions
Learning Objective: Know and understand the concept of Job evaluation
 Job evaluation and methods
Determine race and sex equity
ensures that employees are not paid differently in regards to race and gender

Two types of audits What is Comparable worth?

should be conducted is the concept that jobs requiring the
focuses on pay rates of same level of skill and responsibility
employees within positions should be paid the same regardless
with identical duties (equal pay of supply and demand
for equal work) a consistent issue that is very much
focuses on pay rates of related to the discussion of job
employees in jobs of similar evaluation
worth and responsibility Example: Claims that women workers
(comparable worth) are paid less than male workers

Learning Objective: Determine race and sex equity in job evaluation

 Cross Cultural I/O Psychology
Work Analytic Information Evaluating work analytic methods
provides the criteria methods are differentially
needed for a wide effective and practical depending
on the purposes
range of
no one method was consistently
applications in I/O
the best
Psychology
Competency Modeling
process of establishing
desired competencies,
attributes, and characteristics
of employees to perform well

Learning Objective: Understand cross cultural I/O Psychology

 Conducting Job Analysis
1.Identifying tasks performed 3. Rating task statements
Gathering existing information Task analysis
Interviewing SMEs rate frequency and importance
(individual/group) of task with group of SMEs
Observing incumbents Removes low rated tasks
Job participation
4. Determining essential KSAOs
2. Writing task statements Knowledge - information to
Contains what an action and perform a task
object action is done. Skill - proficiency to perform
Includes where, how, why, and learned tasdk
when task is done Ability - capacity to perform
tasks and develop skills
Other - personal factors
5. Choosing Tests for KSAOs
Learning Objective: Know how to conduct a job analysis
 Sections included
1. Job Identification

Writing 2. Job summary

3. Responsibilities and duties

Job
4. Authority of incumbent
5. Standards of performance
6. Working conditions
Descriptions 7. Job specification

Job descriptions is a list of a

job's duties, responsibilities, Sources to use
reporting relationships, www.jobdescription.com
working conditions, and O*NET online
supervisory responsibilities. http://www.careerplanner.com/
http://hiring.monster.com/

Learning Objective: Know how to write a job description

Sample Job Description
1.Job Identification

2. Job summary

3. Scope and impact of

job
4. Required knowledge and
experience

5. Required knowledge and

experience
 Things to Consider:
Specifications for trained or untrained
personnel
Trained - past training and experience
Untrained - traits that indicate potential
Writing
once trained

Specifications based on judgment

Job
educated guess based on job duties
Specifications
Specifications based on statistical Job specifications is a list of
analysis a job's "human
Aim: determine statistically the requirements" -- requisdite
relationship between (1) some predictor education, skills, personality,
(ex. intelligence), and (2) some indicator etc.
of job effectiveness (ex. rated
performance)
Learning Objective: Explain how to write a job specification.
Other Job Analysis
Methods C. Job Elements Inventory
seeks to reduce the effort in the job
A. Position Analysis
analysis process while assessing jobs
Questionnaire through a priori theories of work activities
designed to collect detailed
information about the duties and
responsibilities of the position you fill D. Functional Job Analysis
as it currently exists practice of examining either a job's
requirements and assigning the right
B. Job Structure Profile
candidate for that job or examining the
a design that characterizes what a specific
candidate's qualifications and skills and
career entails
assigning the right job to that candidate

Learning Objective: Learn when to use the various job analysis methods
Evaluation of Work
Analytic Methods
A well-trained work analyst can draw accurate inferences and conclusions
using any one of several questionnaire methods
No method can ensure accurate results when used by someone who is
inexperienced with work analysis
Harvey and Lozada-Larsen (1998)
Morgeson and Campion (1997)
Dierdorff and Morgeson (2009)

Learning Objective: Evaluating Work Analytic Methods

Thank You!
References
Aamodt, M. G. (2016). Industrial and organizational psychology
(8th ed.). Stamford, CT: Cengage Learning.

Dessler, G. (2020). Human resource management (16th ed.).

New Jersey: Pearson Education, Inc.

Muchinsky, P. (2019) Psychology applied to work. (12th ed.).

USA: Thomson Wadsworth. (Main Reference)