Presentation is loading. Please wait.

Presentation is loading. Please wait.

Industrial and Organizational Psychology Job Analysis

Similar presentations

Presentation on theme: "Industrial and Organizational Psychology Job Analysis"— Presentation transcript:

1 Industrial and Organizational Psychology Job Analysis
Copyright Paul E. Spector, All rights reserved, March 15, 2005

2 What is Job Analysis JOB ANALYSIS: Family of formal methods for describing jobs and human attributes necessary for jobs. Answers Two Major Questions 1. What do people in a particular job do? (Task oriented) 2. What human characteristics are necessary for a job? (Person oriented)  Unit of analysis is the job not the individual.  Deals with tasks/requirements for all positions within a job classification or title rather than individual people's jobs

3 Major Job Analysis Concepts
KSAO Knowledge: Know to do a task Skill: Can do a task Ability: Capability to learn to do a task Other personal characteristics: Other attributes needed  Subject Matter Expert (SME) Job incumbents Supervisors

4 Examples Of KSAOs For Different Occupations
Job Knowledge Skill Ability Other Personal Characteristics Lawyer Constitutional rights Writing clearly Communica-tion Willingness to work long hours Nurse Surgical procedures Drawing blood Remain calm in a crisis Lack of squeamishness in the sight of blood Plumber Pipe design Soldering joints Hand-eye coordination Willingness to get dirty Teacher Learning principles Relate to children Commitment to learning

5 Purposes of Job Analysis
Career development Career ladder: What does it take to move up? Human resource planning Project future needs: What kinds of people will we need? Legal defense Essential functions: What tasks must be done? Job relevance: Is KSAO necessary to do the job? Performance appraisal Selection: What sorts of people should we hire? Training: What knowledge and skills are needed? Research

6 Sources of Job Analysis Information
Sources Of Job Analysis Data Analyst Subject Matter Expert: SME Incumbent Supervisor Records Data base Dictionary of Occupational Titles: DOT Occupational Information Network: O*NET

7 Data Collection Approaches
Questionnaire Interview Diary Observation Doing work

8 Specific Methods of Job Analysis
Critical incidents  Functional job analysis: O*NET & its predecessor DOT  Positional Analysis Questionnaire, PAQ  Task inventory Choosing a method: Depends on purpose Job analysis for teams

9 Job Evaluation Formal, typically mathematical, means of calculating value of job (not individual) to an organization. Steps: 1. Job analysis to Identify important compensable factors 2. Rate factors on importance (quantitative weights) 3. Rate each job on factors 4. Combine ratings for job Uses: Evaluate salary levels to determine equity Set salary levels for existing jobs Determine salary levels for new jobs Comparable worth

Download ppt "Industrial and Organizational Psychology Job Analysis"

Similar presentations

Ads by Google