Psychology 245

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Psychology 245

• Personnel Psychology with a focus on Job Analysis
• Chapter 3

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Personnel Psychology

• Personnel Psychology
• Handles activities such as recruitment,
  selection, measurement of job performance,
  development of training programs, and
  establishment of performance review procedures.

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Industrial/Personnel Psychology Improving the
Person-Organization fit

• JOB ANALYSIS ______ _______ required by job.
• SELECTION attempts to _____ people with necessary
  KSAOs.
• TRAINING attempts to train people to ______
  necessary KSAOs.
• PERFORMANCE APPRAISAL evaluates employee
  performance.

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Job Analysis

• The systematic study of the tasks, duties and
  responsibilities of a job and the qualities
  needed to perform it.
• A good job analysis uncovers the ______ of
  effective job performance.
• It explains the _____ performed on the job, and
  the _______ _________ needed to perform them.

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Job Analysis
Job Evaluation
Job Description
Job Specification

• Criterion Development
• Performance Appraisal
• Training
• Improve wages
• Comply with ADA

• Selection
• Placement

Compensation
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Products of Job Analysis

• Job Description
• Written statements about what the job holder
  actually does, how, and why.
• Job Specification
• Outlines the KSAOs that seem necessary for the
  job
• Job Evaluation

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Terminology

• _______
• Smallest unit of work activity
• _______
• Multiple elements of work performed to achieve an
  objective
• _______
• Defined by the tasks an individual does
• _______
• Collection of positions similar enough to one
  another to share a common job title

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Why analyze jobs?

• Job Classification
• Categorize jobs into job families.
• Criterion development and performance appraisal
• Identifies what the organization defines as______
  _____ ________.
• To improve personnel selection and placement
• Need to know what the _______ requirements of the
  job are
• Find required KSAOs then hire employees who
  possess these.

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Purposes of Job Analysis

• Training
• Identifies areas that need training program to be
  developed.
• To eliminate _______
• There is often a discrepancy between what
  incumbents describe as their position, and what
  the organization say they should do.
• To determine ________ ______
• Need to know how much to pay employees.
• JA assess the relative worth of jobs to the
  organization.

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More purposes of Job Analysis

• To comply with the ______
• Illegal to discriminate against qualified people
  with ________ .
• Employers must make ____________ __________ for
  the disabled so they can perform their jobs.
• JA identify the _______ ________ needed to
  perform a job.
• Employers who use a hiring procedure that
  discriminates against disabled applicants must
  prove that the rejected applicant was unable to
  perform the essential functions of the position.

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Approaches to Job Analysis

• _____ ______
• Focus on describing various tasks that are
  performed on the job.
• Very specific task description.
• ______ _______
• Examine broad human behaviors involved in work
  activities.
• Description of general facets of the job.

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General methods to analyze jobs

• 1.
• 2.
• 3.
• 4.

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Job Analytic Techniques An Overview

• Note JA not focused on job holder!
• Job Oriented Approaches
• 1.
• 2.
• Worker Oriented Approaches
• 1.
• 2.
• 3.

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Job Oriented Approaches

• Task Inventory Approach
• Task statements are generated by Subject Matter
  Experts (SMEs)
• SMEs
• SMEs put a check next to statements that describe
  their job.
• Ultimate data provide a picture of the job.

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Job Oriented Approaches

• Functional Job Analysis (FJA) obtain information
  about
• ________ a worker does
• Procedures engaged in by workers as they perform
  tasks
• ________ a task is performed
• The physical, mental, interpersonal involvement
  of a worker with the task.
• Tasks are specified in terms of orientation to
• ________ require interpersonal resources.
• ________ require mental resources.
• ________ require physical resources.

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Job Oriented Approaches

• FJA used to develop ________ of ________ ________
  (DOT).
• Contains basic information on 12,000 various
  jobs.
• Codes jobs according to people, data, and things
  dimensions.
• Contains a lead statement, task element
  statement, and May items in order to describe
  job requirements.
• ________ (________ ________ ________ ) is
  successor to DOT.
• http//www.onetcenter.org/
• Searching KSAs etc.

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Job Oriented -- Summary

• Advantages
• 1.
• 2.
• 3.
• 4. Easily quantified and analyzed

• Disadvantages
• 1.
• 2.
• Too narrowly focused on specific tasks
• Thus hard to compare across jobs may miss
  similarities

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Worker Oriented Approaches

• Job Element Method
• Understands a job by examining the human
  attributes needed to perform it successfully.
• Element here means KSAOs.
• Knowledge (K)
• Skills (S)
• Abilities (A)
• Other characteristics (O)
• Use SMEs to develop list of job elements
• SMEs provide work examples of elements

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JEM Examples College Prof

• Elements
• Skilled in the interpretation of data
• Ability to communicate clearly
• Can express ideas in an interesting manner to a
  large group of people
• Able to explain complex issues to students in a
  one-on-one environment
• So, the resulting KSAOs provide a picture of the
  successful job holder.

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Worker-Oriented Approaches

• ________ ________ ________ (PAQ)
• Standardized instrument that focuses on general
  work behaviors
• 194 items incumbents decide about whether the
  item pertains to their job and evaluates it along
  a series of dimensions (importance to job, amount
  of time spent on this item, etc.).
• Items fall into six dimensions
• Concerns
• 1.
• 2.
• 3.

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Critical Incidents Technique

• Creates a record of the set of specific behaviors
  that have led to a particularly successful or
  unsuccessful job performance.
• Egs of critical incidents for a waitress
  provides prompt service, takes orders correctly,
  displays enthusiasm.

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Job Evaluation

• Jobs are evaluated along criteria known as
  ________ ________ used to determine how much
  employees should be paid.
• Egs education, training, physical demands,
  working conditions, job responsibilities.
• Level of compensation ( amount) is determined by
  your status on the ________ ________
• Market conditions not taken into account when
  doing a compensable factor analysis.

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Comparable Worth

• Differences of opinions regarding criteria or
  which factors to use when examining the worth of
  a job, have led to the gender gap in wages.
• Equal Pay Act
• But, what about men and women who are in
  different jobs???
• Women are paid considerably less than men for
  similar work
• In 2000, women were paid _____ of the wages
  paid to men for comparable work.

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Comparable Worth

• Comparable Worth
• Controversy over comparable worth
• Proponents women paid much less than men.
• Argue to use job evaluation data to set
  compensation and perhaps reduce the gender gap in
  pay.
• Argue that female-typed jobs are paid less than
  male-typed jobs.
• Opponents
• Argue that female-typed jobs tend to be
  ______ jobs and require relatively lower levels
  of education.

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Why are women paid less?

• Undervaluing of female jobs
• Secretaries, nurses, bank tellers.
• Male jobs are more highly valued.
• Exceptioning