Job Analysis

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Job Analysis

• SOC325 Behavior at Work
• Feb 4, 2002
• Spector, Ch 3

2

• What did you find about a lecturer?
• Tasks / duties
• Personal attributes

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Two major approaches

• Job-oriented JA
• What people do on a job?
• List of tasks performed (may be further broken
  down into different level of specificity)
• Person-oriented JA
• What kind of a person is needed to do the job?
• Personal attributes and characteristics required
  to successfully perform the job
• Knowledge, skill, ability, other personal
  characteristics (KSAOs)

4
Sources of JA information

• Who gives the info?
• Incumbent / Supervisor
• Best as SME - people with extensive knowledge
  about the content and requirements of the job.
• Job analyst / Trained observers
• How to collect the info?
• Perform the job / work participation
• Administer questionnaires

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Job Analysis Instruments

• Job-oriented JA
• e.g., Functional Job Analysis
• Job Person-oriented JA
• e.g., Position Analysis Questionnaire,
• Occupational Information Network ONET

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Job-oriented FJA

• 3 dimension that are applicable to all jobs
• Describes the jobs typical interaction with
• People amount of contact with others, eg.,
• Data dealing with numbers, words, symbols, any
  info, e.g.,
• Things Animate (e.g., animals) or inanimate
  (e.g., tools, machines)
• PDT each is given a score to indicate its level
  of complexity (range from high to low)

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Data, People, Things

• 0 Synthesizing 0 Mentoring 0 Setting Up
• 1 Coordinating 1 Negotiating 1 Precision Working
  
• 2 Analyzing 2 Instructing 2 Operating-Controllin
  g
• 3 Compiling 3 Supervising 3 Driving-Operating
• 4 Computing 4 Diverting 4 Manipulating
• 5 Copying 5 Persuading 5 Tending
• 6 Comparing 6 Speaking- 6 Feeding-
• Signaling Offbearing
• 7 Serving 7 Handling
• 8 Taking Instructions-
• Helping

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Job-oriented FJA

• Over 40,000 different jobs have been analyzed by
  FJA
• Included in the comprehensive job classification
  guide DOT - Dictionary of Occupational Titles
• Part of the occupational titles
• http//www.oalj.dol.gov/public/dot/refrnc/dotparts
  .htm

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JobPerson-oriented PAQ

• A structured questionnaire (189 items) that
  analyzes jobs in terms of 6 categories
• information input how does employee get
  information, read, hear, ...
• mental processes (mediation processes) what to
  do with information, decision making activities
  and info processing requirement
• work output what to do physically
• relationship with other persons (interpersonal
  activities) interact with other people
• job context physically challenging conditions
• other job characteristics work schedule, fixed,
  variable

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JobPerson-oriented PAQ

• SME fills in the PAQ
• Score the items
• Generate a profile of the task elements
• Translate the elements into KSAOs
• Each elements in the categories can be translated
  into KSAOs for any job
• e.g., Involves using mathematics or numeric input
  - require numeric skill

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JobPerson-oriented ONET

• ONET, the Occupational Information Network, is a
  comprehensive database of worker attributes and
  job characteristics. It is the replacement for
  the Dictionary of Occupational Titles (DOT).
• DOT is in the process of being replaced by ONET.
  ONET can be found at
• http//www.doleta.gov/programs/onet/

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Job evaluation

• Spector, p.66-67
• Link the wages to the KSAOs needed for a job
• Point method - to determine the pay levels of job
  by estimating their comparative worth
• Compensable factors
• education required
• consequences of error on the job
• Sum up the points for all factors

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Uses of Job Analysis
Job Evaluation
Pay
Job Analysis
Criterion Development
Performance Appraisal
Employee Selection
Job Description
Career development/Training
14
JA - Front desk manager

• Task / duties
• Motivate and lead subordinate
• Planning and organizing
• Handle complaints
• KSAOs?