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

2. 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

3. 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

4. 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

5. 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

6. 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

7. 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

8. 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

9. 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

10. 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

11. 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