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Job Analysis Slides

Job analysis is the systematic study of a job's tasks, duties, responsibilities, and the skills needed to perform the job. It is the starting point for important personnel functions like creating job descriptions and specifications. Job analysis yields several products including job descriptions, specifications, evaluations, and performance criteria. There are various methods for conducting job analyses like observation, interviews, surveys, and job diaries. Specific techniques include the job elements method, functional job analysis, position analysis questionnaire, and critical incidents technique. Job analysis informs compliance with laws like the Americans with Disabilities Act and aims to achieve comparable worth in compensation.

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Areej Tajammal
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7 views

Job Analysis Slides

Job analysis is the systematic study of a job's tasks, duties, responsibilities, and the skills needed to perform the job. It is the starting point for important personnel functions like creating job descriptions and specifications. Job analysis yields several products including job descriptions, specifications, evaluations, and performance criteria. There are various methods for conducting job analyses like observation, interviews, surveys, and job diaries. Specific techniques include the job elements method, functional job analysis, position analysis questionnaire, and critical incidents technique. Job analysis informs compliance with laws like the Americans with Disabilities Act and aims to achieve comparable worth in compensation.

Uploaded by

Areej Tajammal
Copyright
© © All Rights Reserved
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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CHAPTER 3

Job Analysis

Introduction to
Industrial/Organizational
Psychology by Ronald Riggio
Job Analysis

 Job analysis is the systematic study of a


job's tasks, duties, and responsibilities, and
the knowledge, skills, and abilities needed
to perform the job.
 Job analysis is the starting point for many
important personnel functions.
 A job analysis yields several products.
Job Analysis Products

1. Job description
 A detailed accounting of job tasks,
procedures, responsibilities, and
output.
2. Job specification
 Information about the physical,
educational, and experiential
qualities required to perform the job.
Personnel Psychology
 Personnel psychology, a specialty area of
I/O psychology, is concerned with the
creation, care, and maintenance of a
workforce.
 I/O psychologists who specialize in
personnel psychology are involved in:
 Employee recruitment and selection.
 Measurement of employee performance and
establishment of good performance review
procedures.
 Development of employee training programs.
 Formulation of criteria for promotion, firing,
and disciplinary action.
Job Analysis Products

3. Job evaluation
 An assessment of the relative value
of jobs for determining
compensation.
4. Performance criteria
 Work and performance outcomes
required by the job that serve as a
basis for appraising successful job
performance.
Job Analysis Methods

 Job analysis methods include


observation, the use of existing data,
interviews, surveys, and job diaries.
 Each method has strengths and
weaknesses.
 In addition to these general methods for
conducting job analysis, there are also a
number of specific, standardized
techniques.
Specific Job Analysis Techniques

 Job Elements Method


 A broad approach to job analysis that
focuses on the knowledge, skills,
abilities, and other characteristics
(KSAOs) required to perform a
particular job.
 Relies on subject matter experts
(SMEs)
Specific Job Analysis Techniques

 Functional job analysis (FJA) is a


method that has been used to classify
jobs in terms of workers’ interaction with
data, people, and things.
 Dictionary of Occupational Titles
(DOT)
 Standard Occupational Classification
(SOC)
Specific Job Analysis Techniques

 The DOT has been replaced by the


Occupational Information Network
(O*NET; www.onetcenter.org)
 Functional job analysis is helpful when
the job analyst must create job
descriptions for a large number of
positions.
Specific Job Analysis Techniques

 The Position Analysis


Questionnaire (PAQ) assesses
several qualities of jobs:
 Information input
 Mental processes
 Work output
 Relationships with other persons
 Job context
 Other job characteristics
Specific Job Analysis Techniques

 The Critical incidents technique


(CIT) records specific worker
behaviors that have led to particularly
successful or unsuccessful instances
of job performance.
 Job incumbents usually provide
examples of critical incidents.
Job Analysis and the ADA

 Americans with Disabilities Act (1990)


 Requires that employers prevent
employment discrimination against
disabled persons.
 Requires employers to understand
“essential elements” of a job.
Job Evaluation and
Comparable Worth
 Job analysis yields a job evaluation, or
an assessment of the relative value of a
job, and is used to determine appropriate
compensation.
 These evaluations usually examine jobs
on dimensions that are called
compensable factors (e.g., physical
demands of a job, amount of training,
working conditions, responsibility).
Job Evaluation and
Comparable Worth
 The Equal Pay Act of 1963 mandates
that men and women performing equal
work receive equal pay.
 However, women continue to make less
than men. Women make about 75% of
what men make.
Job Evaluation and
Comparable Worth
 Why is there a wage gap between men
and women?
 Men have greater access to higher
paying jobs.
 Women are paid less than men for
performing equivalent tasks.
 Similar jobs may have different titles and
different ranks depending on the sex of
the worker (e.g., “records manager” vs.
“personnel clerk”).
Job Evaluation and Comparable
Worth
 Comparable worth
 The idea that jobs that require equivalent
KSAOs should be compensated equally.
 Relies on valid and fair job evaluations.
 Exceptioning
 The practice of ignoring pay
discrepancies between particular jobs
possessing equivalent duties and
responsibilities.

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