PSY 255 1nd Edition Lecture 3 Outline of Last Lecture I. Chapter 2 – Research MethodsOutline of Current Lecture II. Job AnalysisIII. Products of Job AnalysisIV. Uses of Job AnalysisV. Approaches to Job AnalysisVI. Job-Oriented MethodsCurrent LectureJob Analysis: Process of defining jobs in terms of component tasks and the knowledge and skills required to perform them– Building block of industrial psychology– Describes observable job behaviors and characteristics of job environment– Targets positions, not specific employees– Element: smallest unit of work activity– Task: string of elements that achieve specific objectives– Position: tasks performed by one individual in an organization– Job: collection of similar positions; share the same job title– Job family: class of similar jobs across different organizations– KSAs (or KSAOs): knowledge, skills, abilities and other characteristics required for successful job performance– Competencies: group of related KSAs needed to perform specific functionThese notes represent a detailed interpretation of the professor’s lecture. GradeBuddy is best used as a supplement to your own notes, not as a substitute.Products of Job Analysis• Job description– Statement of what job holders do, why they do it, and how (task requirements)• Job specifications– Species what KSAs are necessary to perform the job. Is the job easily replaceable? Or is the person just so good that we can’t afford to replace them (person requirements)• Job evaluation– Determines value of job to org; sets salary • Purpose of Job Analysis– Necessary for success of HR functions– Provides legal defense against employment-related litigationUses of Job Analysis• Job classification– Categorizes jobs into job families. Identify similarities among jobs.• Criterion development and performance appraisal– Identifies important job duties and effective job performance behaviors• Job re/design– Reveals redundant or outdated job tasks and can improve efficiency• Training– Identifies content that could be trained and what KSAs training should target• Selection and placement– Identifies the KSAs org should select on and who should go where• Compensation– Helps create a pay structureApproaches to Job Analysis• Job- or work-oriented– Describes various tasks performed on the job• Specific tasks (too specific)• “lifts cargo containers off of delivery trucks”• Person- or worker-oriented– Describes human behaviors and KSAs involved in work activities• General aspects (too general)• “strength to repeatedly lift 100lbs”Job-Oriented Methods• Task inventory approach– Task statements generated by SMEs• “Cooks and dresses beef patties”– Job incumbents (people who have that job) rate whether and how much they perform the task, and how important it is• Functional job analysis (FJA)– Obtain info from SMEs about what tasks are performed and how– Incumbents rate task statements based on following dimensions:• Data- cognitive resources for handling info, ideas, facts (does this job involve your full attention? Is it fairly easy and minimum attention required?)• People- interpersonal resources (ex: courtesy, mentoring, lots of interaction with other people)• Things- physical resources (ex: strength, speed, coordination)• Functional job analysis (FJA)– Used to develop the Dictionary of Occupational Titles (DOT)• Contains info on 12,000 basic jobs• Jobs coded according to data, people, things• Contains lead statement, task element statements, and “may” items which describe job requirements• Pros– cheap/quick to administer– done at respondents leisure– can survey many incumbents– easily quantified and