Brannick & Levine Chapter 9 Doing a Job Analysis Study Purposes drive these decisions: (what are come choices you have made?) Kind (and method) to use Sources of Information Methods of data collection Other questions: Who will be in charge? The organizational representative or you? Who will do it? What help will you get? SME’s, org experts from HR? What are the costs? What are the deliverables? Chapter 9 Doing a JA study

Matching Purpose and JA Attributes PURPOSES What are the 11 purposes you memorized? JA Attributes (for jobs performed by an individual) Descriptors Sources of information Methods of data collection Units of analysis Chapter 9 Doing a JA study

Chapter 9 Doing a JA study Selecting Approaches To fit your purposes (see Table 9.1) Which one is most likely based on what you know now? JOB CLASSIFICATION (to group similar jobs) Job oriented Worker oriented Attribute requirements Overall job systems Compensation (“evaluation”) Establish internal and external validity Chapter 9 Doing a JA study

Chapter 9 Doing a JA study Selecting Approaches WORKER MOBILITY EFFICIENCY/SAFETY Engineering, personnel, industrial/social How would each approach be used? WORKFORCE PLANNING LEGAE/QUAIS-LEGAL REQUIREMENTS OSHA PRACTICAL CONSIDERATIONS Issues to consider: (11 listed on p 264) See Table 9.2 matching JA method with issues Chapter 9 Doing a JA study

Chapter 9 Doing a JA study Selecting Approaches Organizational Issues Time and budget Project Staffing Acceptability of the process and outcome Especially important to get buy in to avoid “inflation” when workers believe their jobs will be reclassified. Chapter 9 Doing a JA study

Observation and Interviews PREPARING FOR THE OBSERVATION INERVIEW (you must be knowledgeable but not a “know-it-all”) Get a copy of the org chart Current job description (and JA if it exists) Training manuals and materials O*Net classification Meet with an expert before doing the observation Learn jargon before the observational interview Chapter 9 Doing a JA study

Observation and Interviews MAKING CONTACT Introduce yourself explaining your role Explain why you are doing the JA To motivates them Helps them to generate ideas that may help you- if they know the purposes Detailed explanation of information you need and why you need it. – ask them “what else do you think I need?” Be clear about consequences for the job incumbents and how results will be used Chapter 9 Doing a JA study

Interview Protocol at the interview Schedule for a specific time (1.5 hours) or more if you will do an observation). Introduce yourself (again) Explain the purpose (again) Orientation Roles for each of you (you ask questions, but tell them they can ask you questions anytime and you will have time at the end as well) Remind them that they are the experts and you will probably need for them to clarify things that may be unclear to you. Chapter 9 Doing a JA study

Chapter 9 Doing a JA study JA Interview ) Orientation (con’t) Specify how long it will take Tell them the topics you will cover Ask if they have any questions Explain you will be taking notes If not “let’s begin” Conducting the interview Indicate each topic before asking topic questions Use question prefaces, probes, and summaries Chapter 9 Doing a JA study

Observation and Interviews CONDUCTING THE OBSERVATION/INTERVIEW “Typical day” (or week, or whatever) –depends on a time element Ask what’s the best cycle how many cycles are needed to establish termpral reliability? Ask what worker traits/attributes/characteristics i.e. KSAOs separate the “best from the rest” Chapter 9 Doing a JA study

Chapter 9 Doing a JA study Questionnaires PLANNING AND PREPARING Tailor the questionnaire for the job Scales used will depend on the purpose For training it may be categorical (OJT or elsewhere?) For KSAOs it may be Likert type COLLECTING DATA Online if possible Anonymous (usually) Get relevant demographics For example…? Chapter 9 Doing a JA study

Analyzing data: (reliability and validity) REPORTING STUDY RESULTS Make it meaningful and understandable to managers (graphs preferred over stats tables) ASSESSING RELIABILITY Percent agreement (not that useful) Kappa is better (Siegel & Castellan, ‘88) Interjudge (inter-rater) agreement rwg ICC Rosenthal & Rosnow (chart) Chapter 9 Doing a JA study

Chapter 9 Doing a JA study Reliability –internal consistency or temporal stability Coefficent alpha (Cronbach’s α) (SPSS) “when all items or judges are expected to give similar results or ratings” With multiple judges (item is the observational unit) VALIDITY To insure the data collected are related to the purpose for them Chapter 9 Doing a JA study

Chapter 9 Doing a JA study Validity Correlation To establish relationships: E.g. Are PAQ ratings related to salary level? Regression For predicting on variable from another: E.g. predict salary from PAQ ratings Factor analysis (EFA v. CFA): Do items fall together in logical groups? Chapter 9 Doing a JA study

Chapter 9 Doing a JA study Validity Cluster Analysis E.g. to group jobs in classes For job classification Other multivariate techniques ANOVA MANOVA Canonical correlation Discriminant analysis (to predict to a category) Chapter 9 Doing a JA study

Chapter 9 Doing a JA study Validity Consequential validity Does the JA based test predictor provide incremental validity? A note about Accuracy in JA Sources of inaccuracy Social sources: Social influence processes Self-presentation processes Cognitive biases Limitations in Information processing Biases in information processing Chapter 9 Doing a JA study