Job Analysis- process used to gather information about a job in order to determine the duties and nature of that job as well as the appropriate KSAs related to the job.General TypesOutcomesUsesWhy interest?Slide 7Who performs job analysis?What jobs should be analyzed?Specific types of Job AnalysisSpecific Types of Job AnalysisSlide 12Which method to use?Slide 14Sources of ErrorJob Analysis- process used to gather information about a job in order to determine the duties and nature of that job as well as the appropriate KSAs related to the job.DefinitionGeneral TypesTask OrientedPersonOrientedOutcomesJob descriptionJob specificationUsesStaffing activitiesWage and salary determinationPerformance Appraisal decisionsTrainingTo develop – predictors and criteriaWhy interest?Jobs not staticUniform Guidelines RequireDetermine job requirements to establish validity Defend against suits (e.g. EEO)Job Analysis Method Systematic Process for Collecting Information on the Work-Related Aspects of a JobWork-Related Information Job Tasks, Duties, Work Behaviors, Critical Incidents, etc.Human AttributesKnowledge, Skills, Abilities and Other-Employee CharacteristicsSelection InstrumentsTests, Employment Interviews, Application Blanks, etc.Employee Performance MeasuresPerformance Appraisals, Productivity Assessments, etc.Produces Employee Specifications PredictorsCriteriaTranslated Into Translated IntoTranslated IntoInferential Leap(3)Inferential Leap(4)Inferential Leap(2)Inferential Leap(1)Valid?Role of Job Analysis in Human Resource SelectionWho performs job analysis?What jobs should be analyzed?Specific types of Job AnalysisA. Interview• Group or individual• Structured or unstructured• Lacks standardization• $$$$ • Distortion and exaggeration• Most widely usedSpecific Types of Job AnalysisB. Observation• Mainly for physical activity (not mgr.)C. Diary logs• Keep track of critical incidentsSpecific Types of Job AnalysisD. Questionnaire• Prefabricated or tailored• Easily quantifiable• Lengthy?1. The PAQWhich method to use?Refined and tested?Readily acceptable?Occupational versatility?Standardization?User/respondent acceptability?Training requirements?Which method to use?Sample size needed?Suitable for validation?Reliability?Utility in developing selection tools?Cost?Sources of ErrorInadequate samplingResponse setAnalyst inexperienceJob environment