Criteria, Job Analysis, and Job Evaluation

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Criteria, Job Analysis, and Job Evaluation
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Success on the Job

• How do we define it, i.e., The Criterion Problem
• Criteria way of describing success
• reference points that one uses to make judgments
• measures of individual variability that
  researchers and managers try to measure and
  influence

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Example What makes a good professor?

• Research
• publications
• prestige of journal publications
• expertise in field
• Quality of research
• Service
• student advising
• committee work

• Teaching
• preparedness
• enthusiasm
• easy vs. difficult
• humor
• expertise in field
• approachability

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Conceptual Criterion

• The abstract concept that one is trying to
  measure
• Ultimate criterion
• that which represents overall success
• Goal to translate the ultimate criterion into
  something which can be measured

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Actual Criterion

• Operational definition of conceptual criterion
• That which is actually measured
• Examples
• Conceptual vs. Actual
• School success GPA or Difficulty of Courses
• Work success Productivity ( of widgets)

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Criterion Contamination, Deficiency, and Relevance

• Criterion Contamination
• part of the actual criterion that is NOT related
  to the conceptual criterion
• Criterion Deficiency
• degree to which actual criterion fails to overlap
  the conceptual criterion
• Criterion Relevance
• degree to which actual criterion corresponds to
  the conceptual criterion

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Hard vs. Soft Criteria of Performance

• Objective Criteria
• output measures (e.g., insurance policies sold)
• absenteeism
• accidents
• scrap/waste

• Subjective Criteria
• Performance ratings
• self, supervisor, co-worker, customer
• Org. Commitment Citizenship
• extra-role behavior teamwork cooperation

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Summary of Criterion Problems

• Contamination
• Deficiency
• Hard measures unavailable for some higher level
  jobs
• Instability over time
• Rating errors

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Solutions

• Multidimensionality
• idea that multiple measures of performance needed
  to capture the conceptual criterion
• Ex Student Performance
• GPA
• Difficulty of course study
• Breadth of course study
• Amount of knowledge retained (LSATs, MCATs, GRE
  subject tests)

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Job Analysis

• The identification of criteria necessary for
  successful performance in a given job
• Breakdown of job into its component activities
• Identifies
• Job tasks to perform
• Knowledge required
• Skills required
• Abilities needed

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Uses of Criteria Information

• Selection
• Compensation
• Training
• Motivation and Satisfaction of Employees
• Performance Feedback Evaluations

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Job vs. Worker Oriented Analyses

• Worker-Oriented
• analysis of the skills and abilities required
• Focuses on general aspects of the job
• Can be applied to a wide spectrum of jobs

• Job-Oriented
• analysis of tasks necessary to complete the job
• What is done by the worker
• more concrete

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Sources of Job Information

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

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Methods of Job Analysis

• Interviews
• Structured Questionnaire / Inventory
• Direct Observation Participation

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Interviews

• Most commonly used method
• very adaptable
• Often used as first step in JA process, or to
  verify other information obtained
• Sample Questions
• what are your most typical duties?
• How long do they take?
• How do you do them?
• Describe a typical day.

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Questionnaire/Inventory

• Lists of many (gt200) job characteristics and
  activities
• rated in term of frequency and importance
• Task Analysis Inventory
• PAQ
• very commonly used (esp. with interviews)

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Observation Participation

• Can make it unobtrusive
• E.g., camera video audio
• Excellent for understanding and appreciating
  conditions under which job is performed
• Allows analyst to experience aspects of job that
  worker may not be aware of

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Typical Job Analysis

• Obtain any existing info available re job
• training manuals job descriptions equipment
  manuals existing job analyses
• Interview middle managers
• pick up lingo
• understand job importance as seen by management
• get feel for job develop questions for later
  interviews

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Typical Job Analysis (cont.)

• Observe 3 or 4 people doing job
• Schedule interviews with incumbents and
  supervisors
• Create and/or distribute questionnaires/
  inventories re job duties
• Combine/compile info (most imp.)
• must summarize using all info.
• no standard procedure often based on judgment

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Legal Implications for Job Analysis

• Compliance with Civil Rights Legislation
• CRA of 1964, 1991, Age Discrimination Act,
  Americans with Disabilities Act
• if discrimination occurs, must be justifiable
  business practice
• Uniform Guidelines on Employee Selection
  Procedures (UGESP, 1978)
• JA is necessary, but not sufficient component

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Job Evaluation

• judges relative worth of jobs in an organization,
  based on factors such as effort, responsibility,
  working conditions
• sets fair compensation rates
• Market perspective - how difficult is it to fill
  the position
• Going Rate what is typical compensation for
  position

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Comparable Worth

• Equal Pay Act of 1963
• equal pay for equal work
• not very effective in reducing pay disparity
  between men and women
• different job titles even though same tasks!
• clerk-typist vs. storekeeper
• WA found guilty of paying 14,000 women employees
  20 less than men
• Equal pay for comparable work
• based on job tasks, not titles