Job Analysis 1

MANA 4328

Dr. George Benson

benson@uta.edu

Job Analysis

Systematic process for collecting information on the important work-related aspects of a job.

1. Work activities – what the worker does, how and why these activities are conducted.

2. Tools and equipment used in performing work activities.3. Context of the work environment, such as work schedule or

working conditions.4. Requirements for performing the job – KSA’s.

Uniform Guidelines

Section 14 Technical Standards for Validity Studies

C. (2). There should be a job analysis which include and analysis of the important work behavior(s) required for successful job performance and their relative importance, and…an analysis of the work product(s).

If work behaviors are not observable, the job analysis should identify and observe those aspects of behavior(s) which can be observed. The work behavior(s) selected should be critical… and/or constituting most of the job.

Job Analyses Situations

Job analysis particularly important for: Jobs with potential adverse impact in selection Entry-level positions and gatekeeper positions Jobs with large numbers of applicants Jobs with performance deficiencies

Job Analysis Applications

HR Planning Recruitment: job descriptions and want ads Selection: job requirements and qualifications Pricing jobs Training and Development Performance Management

Types of “Job” Analysis

Job analysis Task statements KSA’s

Competency analysis Competencies Matrix / Models

Compensation analysis “Compensable” factors Hay Process

Job Analysis Methods

1. Gather job information

2. Analyze job information

3. Validate job information

Job Analysis Methods

1. Gather job information Job documents Interviews: Critical Incident Technique Questionnaires:

Functional Job Analysis Position Analysis Questionnaire Task Inventory Analysis (KSA matrix)

Observation: Motion studies Diaries: Time studies

O*NET

Occupational Information Network

Database of worker attributes and job characteristics.

http://online.onetcenter.org/

Job Analysis Methods

2. Analyze job information Create task statements

Action verbs Concise summary

Create KSA’s or job qualifications

Task Statements

Characterize activities with action verbs. Tasks have identifiable beginnings and endings. Identifiable outputs or consequences. Mean the same thing to all respondents. Non-trivial but complete. What the worker does, how they do it, to who or

what and why?

KSA’s Defined

Knowledge: A body of information (typically of a factual or procedural nature) that required for successful completion of a task.

Skill: An individual’s level of competency or proficiency in performing a specific task. Usually be expressed in numerical terms.

Ability: A more general, enduring trait or capability an individual possesses when he or she first performs a task.

KSA’s Defined

Knowledge: Various engineering fields and terms. DOT regulations

Skills: Typing 50 words per minute without error. Basic PC operations including email.

Abilities: Writing and edit business correspondence. Interviewing clients for marketing information.

KSA’s

Really necessary for task performance?

Must newly hired employees have this KSA?

To what degree would it differentiate between high and low performance of new employees?

Job Analysis Methods

3. Validate job information Survey job incumbents Managers Subject Matter Experts (SME’s)

Summary: Analyzing a Position

1) Identify major responsibilities

2) Write task statements

3) Rate tasks

4) Identify KSA’s for essential tasks

5) Rate KSA’s

6) Validate the description

Job Descriptions

Identifying Information Job Title Exempt or Non-

exempt Full-time or Part-time Gender neutral

Summary Brief description Place in org. structure

Job Descriptions

Duties and Responsibilities What does the person do? How do those tasks get done? Under what conditions? Using what materials?

Requirements and Qualifications KSA’s Certifications or degrees Appropriate for the job