Brannick & Levine Job and Work Analysis Chapter 1 Introduction Chapter 1 introduction

Uses of JA The JA is the basis for practically all HR functions Central to understanding the job itself and what it takes to do the job Chapter 1 introduction

Uses of JA Job Description Job Classification Job Evaluation Job, team, & system design and redesign HR requirements and specifications Performance appraisal (part of performance management) Training and development Worker mobility Workforce planning Efficiency Safety Legal and quasi requirements Memorize them Chapter 1 introduction

JA Definitions Job (class of common PINs) Position (individual PIN) Duty (primary goals; usually about 4-5) Task (about 5 – 10 for each duty) Activity Element (smallest unit of work) Chapter 1 introduction

Building Blocks of JA Methods Kinds of job data collected: Descriptors Methods of collecting data (from direct observation, interviewing, … to actually performing the job) Sources of job information (written documents….to the job incumbents – SMEs) Units of analysis (level of detail) Chapter 1 introduction

Building Blocks 1. Kinds of Data Collected Organizational philosophy and structure What would be some worker requirement differences if a prison was designed to be for rehabilitative or custodial purposes? Licensing and other government-mandated requirements For an IO psychologist? Responsibilities For an (illicit) drug dealer? Professional Standards For a physician? Job context Give an example for Ernie & Bert Products and services For a pole dancing artist Machines, tools, equipment, work aids and checklists For a professional hockey player Chapter 1 introduction

More Kinds of data Personal job demands (physical, social, psychological) Special forces specialist (U.S. Army) Elemental motions Grocery clerk Worker Activities Mental, usually unobservable Work Activities outside the worker – observable behaviors Worker Characteristic requirements KSAOs Future changes Jobs are forever changing Critical incidents For a terrorist bomber? Chapter 1 introduction

Methods of Data Collection Observation Interviewing Group interviewing (focus groups) Technical conference Questionnaire Diary Equipment-based methods (video, Etc.) Reviewing records Reviewing literature Studying equipment design specs Doing the job! Chapter 1 introduction

Sources of JA Data Job analyst Supervisor Exec or high level manager Job incumbent Technical expert (SME) OD specialist Client/customer Other org units Written documents Previous JA O*Net, e.g. Chapter 1 introduction

JA: Units of Analysis for reporting (overlap with Kinds of data) Duties Tasks Activities Elemental motions Job dimensions Worker characteristic requirements Scales applied to units of work (e.g. DPT) Scales applied to worker characteristics (e.g. importance) Qualitative v. quantitative Chapter 1 introduction

Your JA Think of all these in terms of the job you will analyze: Kinds of data Methods of data collection Sources of JA data Units of analysis Decide later on the most appropriate Method for your purposes Chapter 1 introduction