Brannick & Levine Job and Work Analysis
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Brannick & Levine Job and Work Analysis Chapter 1 Introduction Chapter 1 introduction 1
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Brannick & Levine Job and Work Analysis. Chapter 1 Introduction. Uses of JA. Job description Job Classification Job Evaluation Job team, & system design and redesign HR requirements and specifications Performance appraisal Training and development Worker mobility Workforce planning - PowerPoint PPT Presentation
Transcript of Brannick & Levine Job and Work Analysis
Chapter 1 introduction 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
1. Job Description
2. Job Classification
3. Job Evaluation
4. Job, team, & system design and redesign
5. HR requirements and specifications
6. Performance appraisal (part of performance management)
7. Training and development
8. Worker mobility
9. Workforce planning
10. Efficiency
11. Safety
12. 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)
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Building Blocks of JA Methods
1. Kinds of job data collected: Descriptors
2. Methods of collecting data
(from direct observation, interviewing, … to actually performing the job)
3. Sources of job information
(written documents….to the job incumbents – SMEs)
4. Units of analysis (level of detail)
Chapter 1 introduction 6
Building Blocks1. 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
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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?
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Methods of Data Collection
1. Observation
2. Interviewing
3. Group interviewing (focus groups)
4. Technical conference
5. Questionnaire
6. Diary
7. Equipment-based methods (video, Etc.)
8. Reviewing records
9. Reviewing literature
10. Studying equipment design specs
11. Doing the job!
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Sources of JA Data
1. Job analyst
2. Supervisor
3. Exec or high level manager
4. Job incumbent
5. Technical expert (SME)
6. OD specialist
7. Client/customer
8. Other org units
9. Written documents
10. Previous JA O*Net, e.g.
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JA: Units of Analysisfor reporting(overlap with Kinds of data)
1. Duties
2. Tasks
3. Activities
4. Elemental motions
5. Job dimensions
6. Worker characteristic requirements
7. Scales applied to units of work (e.g. DPT)
8. Scales applied to worker characteristics (e.g. importance)
9. Qualitative v. quantitative
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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
